CHARLESTON STAGE COMPANY

AMERICANS WITH DISABILITIES ACT (ADA) GRIEVANCE PROCEDURE

 

Charleston Stage Company has developed a long-range plan to not only comply with the law of the Americans with Disabilities Act, but with the spirit of the regulations. A grievance procedure provides for prompt and fair resolution of complaints received from the public. It is our goal that our long-range plan efforts will preclude the need for such resolution procedures. However, it is the function of the grievance procedure to resolve problems to the best of our ability by determining a solution that provides improved access. All complaints will receive immediate attention. A grievance committee has been established which consists of Charleston Stage Company’s ADA coordinator, Administrative Director, Board President, two Board members, and when complaints pertain to the physical facility, Charleston Stage Company’s Technical Director (or appointed technical designee) and landlord.

 

This grievance procedure was modeled from The Greater Trenton Symphony Orchestra.

The procedure is as follows:

1. Charleston Stage Company’s ADA coordinator will meet with the complainant on an informal basis to determine the nature of the concern, to discuss the issue and answer any questions raised by the patron. The complainant may designate another person to act in their stead and other grievance committee members or Charleston Stage Company’s staff may join this meeting, should they have pertinent information to resolve the matter. Once information is gathered, the ADA Coordinator will discuss potential solutions with the CSC management and determine what can be readily achieved. Proposed solutions will be presented to the complainant.

2. f an immediate action is not identified and/or the patron wishes to lodge a formal complaint, it should be made in writing to the ADA Coordinator. The written complaint must include:

(a)  name, address and telephone number.

(b)  description of the alleged violation and time.

(c)  what action the patron recommends to resolve the issue.

 

3. An informal investigation, as required, shall be performed by the ADA Coordinator upon the filing of the complaint. This provides the opportunity for all interested parties to submit documentation and other support information relevant to the complaint.

 

4. Within 60 days of the filed complaint, a meeting of the grievance committee and the complainant will be scheduled to take place. The patron will present their grievance for discussion with the committee. All parties will have the opportunity to present their positions in an equitable, hospitable environment. Recommendations for accommodation and a reasonable timeline will be agreed upon. The recommendation will be voted upon by the CSC’s Board of Directors within 90 days of the meeting between the grievance committee and the complainant.

ADA Compliance/Non-Discrimination Policy

 

Charleston Stage Company [CSC] does not discriminate on the basis of disability in admission or access to, treatment of or employment in, its services, programs or activities. Upon request and with enough advanced notice, accommodation will be provided to allow individuals with disabilities to participate in CSC services, programs and activities.

Charleston Stage Company has a designated coordinator to facilitate compliance with the Americans with Disabilities Act of 1990 (ADA), as required by Section 35.107 of the U.S. Department of Justice regulations, and to coordinate compliance with Sections 504 and 508 of the Rehabilitation Act of 1973.

While the above laws mandate equal access to people with disabilities, the Charleston Stage Company makes it a priority to establish a work place and environment that embraces the spirit of the law ensuring an optimal experience for all. Upon request, information will be made available in alternative formats such as large print, audiotape and/or computer disc.

Employment Practices

In accordance with Federal and State of West Virginia statutes, Charleston Stage Company is an Equal Opportunity Employer and upholds fair employment practices to the best of its ability without bias with regard to age, race, creed, color, national origin, ancestry, marital status, sex, sexual orientation, and physical limitations or challenges