Policy Guidelines

Danyel Moulton and all her derivative organizations prohibit sexual harassment (which includes, but is not limited to, harassment based on gender or transgender status), as well as harassment based on race, color, national origin, ancestry, religion, creed, physical or mental disability, medical condition, and any other basis protected by federal, state or local law. She is committed to providing a safe environment by maintaining strict policies prohibiting unlawful discrimination and harassment of any kind. Compliance with these rules is essential in order for all her teams, programs, and organizations to best function. Working alongside Danyel comes with the expectation to comply with said policies; any such discrimination or harassment in violation of these policies will be treated as a serious offense and will result in appropriate disciplinary action, which will include termination from any and all organizations created, led, or managed by Danyel Moulton.

Describing Harassment

Sexual and unlawful harassment includes, but is not limited to:

– Verbal (spoken or written) conduct, such as derogatory comments, slurs, jokes or unwanted sexual advances, invitations or comments;

– Visual conduct, such as derogatory gestures, posters, cartoons, drawings, e-mail, text messages or social media;

– Physical conduct, such as assault, blocking normal movement, or interference with participation directed at another member because of the member’s sex or other protected characteristic;

– Use of computers, including the Internet, e-mail, or social media, to transmit, communicate or receive sexually suggestive, pornographic or sexually explicit pictures, messages or material or any other unlawful harassment;

– Retaliation for having reported unlawful harassment. Sexually harassing conduct can be by a person of either the same or opposite sex.

Actions Taken

Danyel does not consider conduct in violation of these policies to be within the course and scope of her organizations. If she determines that unlawful harassment has occurred, effective remedial action will be taken appropriate to the circumstances. Danyel will advise all concerned persons of the results of the investigation on a need-to-know-basis. In addition, she does not condone retaliation against any other member for cooperating in an investigation or for making a truthful complaint regarding discrimination or harassment. Further, there will be no retaliation against any member for filing a truthful complaint of discrimination or harassment and Danyel will not tolerate or permit retaliation by any member of her organizations. Members who feel they have been retaliated against should follow the written complaint procedure established for the organization. If an incident of retaliation is substantiated, appropriate disciplinary action, including termination, will be taken.

Danyel will continue to hold a high standard for her dancers, but that standard most importantly pertains to dancers’ social and cultural awareness. She believes that a dancer isn’t a good dancer unless they’re also a good person. One of the many goals of Danyel is to educate the communities she is a part of with the support and love of others, so that she and her communities may look inwards, identify implicit biases, and improve as human beings. Those who are looking to work with Danyel must agree to prevent discrimination, harassment and retaliation by complying with the aforementioned policies.