The organization is governed by an all volunteer board. It is run by two year-round part-time staff members, volunteer committee members and a host of full- and part-time paid and work-exchange workshop staff.
EEFC news, announcements and other information, like board meeting notes and reports, are posted in the EEFC Blog section of this website. Subscribing to our email Newsletter, joining the Discussion list, and following the EEFC on Facebook in addition to checking this website are good ways to stay informed.
To establish a set of principles and practices of the Board of Directors (hereinafter “Board”) of the East European Folklife Center, Inc. (hereinafter “EEFC”) that will set parameters and provide guidance and direction for board conduct and decision-making.
Members of the EEFC Board are committed to observing and promoting the highest standards of ethical conduct in the performance of their responsibilities on the EEFC Board. As such, Board members pledge to accept this code as a minimum guideline for ethical conduct and shall:
Approved by the Board of Directors of the East European Folklife Center, Inc. May 2006
Approved by the Board of Directors of the East European Folklife Center, Inc. October 2004
It is the mission of East European Folklife Center (EEFC) to promote folk music and dance and to foster the understanding and respect of all peoples through shared experiences of Balkan Cultures. The workshops and events sponsored by EEFC are intended to be both educational and fun. In the course of these events, it is natural that participants will form friendships and/or romantic relationships. However, in a community of different generations, cultures and backgrounds, what is acceptable behavior to one person may be unacceptable to another, and it may be illegal. EEFC is committed to maintaining a workshop environment that is free from discrimination and harassment. Accordingly, it is and shall continue to be the policy of EEFC that its employees, contract workers, teaching staff, staff musicians, volunteers, visitors, and workshop participants be free from all forms of harassment and intimidation.
FC prohibits discriminatory practices and harassment on the basis of sex, gender, age, race, color, national origin, religion, disability, sexual orientation, or any factor protected by the law, whether the harassment is caused by another employee, contract worker, volunteer, supervisor, manager, teacher, staff musician, workshop participant or any other person.
Harassment can include, but is not limited to, slurs, unwanted nicknames, threats, derogatory comments, and unwelcome jokes which would make a reasonable person experiencing such harassment uncomfortable in the workshop environment. Additionally, harassment includes verbal and physical conduct of a sexual nature when such conduct creates an uncomfortable, intimidating, hostile, or offensive environment. This may include, but is not limited to, inappropriate comments regarding an individual’s body, physical appearance, attire, sexual orientation; unwelcome flirting, or propositions.
EEFC’s policy against harassment and discrimination is intended to protect all members of the workshop community, including employees, contract workers, teaching staff, staff musicians, volunteers, visitors, and workshop participants.
Any employee or participant who believes he or she is being harassed or discriminated against by a coworker, manager, or other individual (whether or not a staff member of EEFC) at an EEFC-sponsored event should immediately report such incidents to (a) the Site Manager; (b) the EEFC General Manager, or (c) any member of the EEFC board. Ignoring the situation and hoping that it will correct itself simply allows the harassment or discrimination to continue.
Any employee or participant who seeks advice or information regarding whether to make a report of harassment or discrimination may consult with (a) the Site Manager; (b) the EEFC General Manager, or (c) any member of the EEFC board. Such consultations shall be confidential and shall not constitute reports of harassment or discrimination.
Reports of harassment or discrimination in violation of this Policy must be brought as soon as possible after the alleged conduct occurs. Prompt reporting will enable the EEFC to investigate the facts, determine the issues, and provide an appropriate remedy or disciplinary action. For reports of sexual harassment which are not timely brought, the EEFC shall respond to such reports to the greatest extent possible, taking into account the amount of time that has passed since the alleged conduct occurred.
EEFC will conduct a prompt and thorough investigation of the complaint or observation of harassment or discrimination and take appropriate remedial action based on its investigation and findings. All reports of harassment or discrimination will be investigated by the EEFC, even if the individual making the report requests that no action be taken.
Since allegations of harassment or discrimination are serious matters for all concerned, cooperation will be expected of all concerned. Discretion will be utilized in investigation and, when appropriate, remedying improper conduct. Information will be kept as confidential as possible and will be released only on a “need to know” basis. EEFC will follow its written procedures for responding to reports of harassment or discrimination, a copy of which will be provided to the complaining party and the accused party.
EEFC is committed to the safety of all of community members, including children in attendance at EEFC-sponsored events. Any minor, or his or her parent or guardian, who believes that the minor is being harassed or discriminated against should immediately report such instances to the Site Manager, the EEFC General Manager, or any member of the EEFC board. In such cases, the minor’s parents or legal guardians will be promptly informed of the complaint and will, for all purposes of EEFC’s investigation, stand in the role of the minor and will be kept fully informed of the progress of the investigation and its resolution.
Consistent with its commitment to safety of minors at EEFC-sponsored events, EEFC will report any incidents of a physical nature involving a minor to the appropriate Child Protective Services agency of the county where the incident takes place for further action as that agency deems appropriate.
EEFC will not tolerate retaliation against anyone who makes a good-faith complaint or who cooperates in a harassment investigation, nor will EEFC tolerate false reports of violations of this policy.
Violations of this policy, including, but not limited to, harassing or retaliatory conduct, failure or refusal to cooperate in a harassment investigation, false reports of harassment or discrimination, or other actions contrary to this policy will result in disciplinary action. Such action may include discharge from a position or expulsion from a workshop. In accordance with EEFC’s standing policy on disruptive behavior, EEFC also maintains the right to refuse admittance to anyone who has exhibited such behavior at past EEFC events.
Revised April, 2010