Our policies and procedures at Crafthaus are outlined below. Each of these documents is updated from time to time.
Our policies and procedures at Crafthaus are outlined below. Each of these documents is updated from time to time.
We make no representation that the information contained in this Platform or your access to it is appropriate for you. You are responsible for compliance with local laws which apply at your point of access.
We may, at any time, and without notice or liability, change, suspend, discontinue or even terminate any aspect, or the availability, of any feature of this Platform or impose limits on certain of its features, including restricting your access to all or parts of the Platform.
The content of this Platform (the “Content”) is owned by Crafthaus and/or its related, associated, affiliated, successor, parent and subsidiary entities, or is made available to you by Crafthaus under license from a third party. Unless otherwise indicated, the Content including without limitation, all Media (as defined below), logos, texts, graphics, images, soundtracks, videos, and the collection, organization, arrangement and assembly of the Content of this Platform is the property of Crafthaus or its licensors and is protected, without limitation, pursuant to Canadian, the United States and foreign intellectual property, including copyright, trademark and other laws and regulations.
While we are allowing you access to this Platform, you acknowledge that your use of the Content is governed by applicable copyright, trademark or other intellectual property laws. You also agree that the Content of this Platform may not be copied for commercial use or distribution, or modified or posted to other websites, mobile apps or digital platforms, without our prior consent. We do not grant any express or implied right to you to any of the Content of this Platform under any intellectual property laws including, without limitation, patent, copyright or trademark, or otherwise. Your unauthorized use of the Platform or the Content may violate applicable laws and we reserve all rights to pursue any remedy we may choose.
You are prohibited from violating or attempting to violate the security of the Platform, including, without limitation: (a) accessing data not intended for you or logging into a server or account or accessing a portion of the Platform that you are not authorized to access; (b) attempting to probe, scan or test the vulnerability of a system or network or to breach security or authentication measures without proper authorization; (c) using any robot, spider, crawler, scraper, script, browser extension, offline reader or other automated interface not authorized by us to access the Platform, copy, scrape or extract content or data from the Platform or otherwise interfere with or modify the rendering of Platform pages or functionality; or (d) attempting to interfere with service to any user, host or network, including, without limitation, via means of submitting a virus, cancelbot, Trojan horse, worm or other harmful or disruptive component to the Platform, overloading, “flooding”, “spamming”, “mailbooming” or “crashing”. Violations of any system or network security may result in civil or criminal liability.
You are prohibited from posting to the Platform or transmitting to or from us any unlawful, threatening, libellous, defamatory, obscene, pornographic, or other materials that violate any law.
We will investigate occurrences that may involve such violations and may involve, and co-operate with, law enforcement authorities in prosecuting users who are involved in such violations.
Your Media Access provides you with a limited, non-exclusive, revocable license to download one copy of any logos, texts, graphics or images (“Media Material”) made available by us for such purpose, solely for use or publication via a media outlet that has been verified by Crafthaus, including without limitation, a newspaper, magazine, journal, blog, television newscast or program. You must keep intact all copyright and other proprietary notices included on the Media Material. Modification of the Media Material or use of the Media Material for any other purpose is a violation of the intellectual property, and/or proprietary rights of Crafthaus or our licensors.
The sender of any communications to this Platform or otherwise to us shall be responsible for the content and information contained in such communications, including its truthfulness, accuracy and adherence to copyright and other intellectual property laws.
In your communications with us or postings on the Platform, please keep in mind that we do not seek any unsolicited ideas or materials for script and concept development, audiovisual content, products or services, or suggested improvements to the foregoing (collectively, “Unsolicited Ideas and Materials”). If you submit Unsolicited Ideas and Materials, you hereby grant us the right to use or copy all or a portion of any Unsolicited Ideas and Materials you post on the Platform or send to us, including any ideas, inventions, concepts, techniques or know-how disclosed, for any purposes. Such purposes may include disclosure to third parties and/or developing, creating and/or marketing audiovisual content, or other goods or services.
This Platform is provided on an “as is” basis and you are using it at your own risk. We make no representations or warranties, express or implied, about the Platform or its Content including, without limitation: any warranties as to the operation, availability or stability of this Platform; any warranties as to the accuracy, completeness or timeliness of its Content; any warranties as to the merchantability or fitness of any such information or Content for any particular purpose; or any warranties as to non-infringement of any rights, including, without limitation, intellectual property rights and including the transmission of any such Content from the Platform to you. Any implied warranties, whether statutory or otherwise, on any such matters are hereby expressly excluded to the full extent permitted under applicable laws.
In accessing this Platform or any other you assume all risk associated with any viruses, worms, Trojan horses and other destructive items. You should take any necessary precautions before you access this Platform in respect of any such potential risks.
In no event will we be liable to you or any other person or entity for any kind of loss, damages or injury arising directly or indirectly out of the use or unavailability of this Platform, even if we have been advised by you of the possibility of such loss, damages or injury.
“Personal Information” is information that can be used to uniquely identify or describe a specific individual, and is recorded in any form. Personal Information includes but is not limited to your name, residential address, telephone number, fax number and email address. Personal information may also be referred to as “private information” and it is often referred to as “personal data” in the EU.
Throughout the regular course of doing business, Crafthaus may collect certain Private Information, including but not limited to your name, company, address, phone number, email address, website and date of birth/age.
We do not generally collect Personal Information of individuals using our Platform. We do collect the business contact information (i.e., name, work email address and work telephone number) (collectively or individually, the “Business Contact Information”) of those individuals seeking to contact Crafthaus via our Platform. However, Business Contact Information is not typically considered Personal Information under privacy law.
Personal Information is collected by us only when you directly provide it to us, such as when you provide us with your contact information or send us a question or comment, when you enter a contest we are running, when you meet with us in person, or when you phone us with an inquiry.
We use the reports provided by Google Analytics to help us improve our Platform, track the usage of our Platform and improve our search engine optimization.
You can find more information about Google Analytics at the following Google page: https://policies.google.com/technologies/partner-sites.
You can opt-out of Google Analytics without affecting how you visit our Platform. For more information on opting-out of Google Analytics across all websites you use, visit this Google page: https://support.google.com/analytics/answer/181881?hl=en&ref_topic=2919631
Business Contact Information will be used or disclosed solely for the purpose of communicating or facilitating communication with the individual in relation to their employment, business or profession. We collect and use Business Contact Information in order to verify the professional credentials of those seeking access to employees or representatives of Crafthaus.
We collect and use Personal Information in order to:
We do not collect more Personal Information than we require for the purposes for which Personal Information is being collected, unless we are required or permitted by law to collect additional information.
We will notify the individual from whom the information is collected of the purposes for which we are collecting the information. This notice will be provided at or before the time that we collect the Personal Information. Depending on the way in which Personal Information is collected, this may be done orally or in writing.
When Personal Information that has been collected is to be used for a purpose that we have not previously identified, we will communicate the new purpose prior to using the information for the new purpose, unless the new purpose is required or permitted by law. We do not sell our customer lists or other Personal Information.
We may transfer your Personal Information as an asset in connection with any contemplated or actual sale, merger or other disposal of all or part of our business or assets, or as part of a corporate reorganization or other change in corporate control, including for the purposes of determining whether to proceed with such transaction or fulfilling any records or other reporting requirements to such parties. In such circumstances, we will ensure that any transfer of Personal Information is subject to applicable law and reasonable data protection security protocols.
Other than as required or allowed by law—for example, in response to a court order or subpoena, or to comply with local or federal regulations—your Personal Information will not be used for any other purpose without your consent.
We do not knowingly track, collect, use or disclose the Personal Information of anyone under the age of eighteen (18), without the consent of a parent or legal guardian. However, we cannot always determine the age of persons who access and use our Platform. If a minor (as defined by applicable law) provides us with his or her data without parental or guardian consent, we encourage the parent or legal guardian to contact us to have this information removed from our records.
We implement security safeguards to protect Personal Information against loss or theft, as well as unauthorized access, disclosure, copying, use or modification, regardless of the format in which the information is held. We use physical, organizational and technological measures to protect Personal Information, such as locked filing cabinets, firewalls, encryption and employee education.
We will keep Personal Information only for as long as it remains necessary for the purposes for which it was collected, or as required by law. We use secure means of disposing of Personal Information.
While Crafthaus employs advanced data encryption technology when interfacing with our users, Authorized Service Providers and other partners, you should be aware that there is a residual risk in transmitting any data electronically. Despite our efforts, no security measures are perfect or impenetrable and no method of data transmission can be guaranteed against any interception or other type of misuse. This risk is inherent in all Internet dealings.
Your Personal Information may be transferred to, processed and/or stored in a foreign jurisdiction outside of the jurisdiction in which it was originally collected. As a result, your Personal Information may be subject to the laws of such foreign jurisdiction and may be accessible without notice to you by the courts, law enforcement and national security authorities of such foreign jurisdiction.
We want to make sure that the Personal Information that we have collected about you is accurate, complete and current. However, we will not routinely update this information, unless it is necessary for us to do so to fulfill the purposes for which we collected the Personal Information. Since we generally rely on you to inform us if there have been any changes to the Personal Information that we have collected about you, please let us know if any of this information has changed by contacting our Privacy Officer as set out below.
If you have any questions about the accuracy of the Personal Information that we have collected about you, upon request, Crafthaus will confirm with you what Personal Information it has on file. Crafthaus will do so in order to verify and update it, unless we are permitted or required under applicable laws to refuse your access to such Personal Information.
You may contact our Business Affairs team at the contact information below to request access to Personal Information that we have about you. We will respond to requests within thirty (30) days.
Crafthaus Ltd. and its related companies and productions are committed to providing all employees, contractors, partners and visitors with a safe, inclusive and productive work environment where all individuals are treated with respect, dignity and courtesy.
Crafthaus will not tolerate any incidents of harassment (sexual or otherwise), violence (domestic or otherwise) or discrimination, and steps will be taken as necessary to protect individuals from such incidents and behaviour.
This policy applies to all individuals working for or with Crafthaus or on any of its productions. It sets out the process to be followed in the event of a complaint or incident of workplace violence, discrimination or harassment. All individuals working for or with Crafthaus or on any of its productions are expected to comply with this policy in their dealings with other employees and third parties in the workplace.
Incidents of workplace violence, discrimination or harassment can occur at any workplace, be it the head office, production office, on set, on location, or at any other location if the person is there as a part of work-related responsibilities or a work-related relationship. It can also happen over the phone, e-mail, internet and social media.
Workplace Violence is (i) the exercise of physical force by a person against an individual, in a workplace, that causes or could cause physical injury; (ii) an attempt to exercise physical force against an individual, in a workplace, that could cause physical injury; or (iii) a statement or behaviour that could be reasonably interpreted as a threat to exercise physical force against an individual, in a workplace, that could cause physical injury.
Domestic violence is considered workplace violence when the incident occurs at a workplace. Domestic violence is when a person who has a personal relationship with an individual, such as a current or former spouse/partner or family member, physically harms or attempts or threatens to physically harm, that individual.
Workplace violence also includes sexual assault if it occurs at the workplace or involves a work-related relationship. Assault, be it sexual or otherwise, is an offence under the Criminal Code of Canada.
Workplace Discrimination is the unfavourable treatment of a person, or proposal to treat someone unfairly, because of a personal characteristic protected by law, including:
Workplace Harassment is engaging in a course of vexatious comment or conduct against an individual in a workplace that is known or ought reasonably to be known to be unwelcome and may include sexual harassment.
Workplace Harassment can include:
Sexual Harassment is (a) engaging in a course of vexatious comment or conduct against an individual in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome; or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the recipient and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Sexual harassment also includes, but is not limited to, (i) the reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person, (ii) physical contact, such as touching, patting or pinching, with an underlying sexual connotation, and (iii) offensive jokes or comments of a sexual nature about an employee.
For the most part, victims of sexual harassment are female; however, conduct directed by female employees towards males or between persons of the same sex or toward other gendered persons can also constitute sexual harassment.
Sexual harassment can also include sexual assault, which is an offence under the Criminal Code of Canada.
Crafthaus will treat workplace violence, discrimination, and harassment as a serious contravention of the conditions of employment.
This policy is not meant to censor free speech or to interfere with everyday interactions; however, what one person finds inoffensive, others may not. Usually, harassment can be easily distinguished from normal, mutually acceptable socializing. It is important to remember that it is the perception of the recipient that determines whether the potentially offensive message is acceptable or not, be it spoken, gestural, pictorial or some other form of communication that may be deemed objectionable or unwelcome.
Reasonable actions taken by an employer or supervisor relating to the management and direction of employees or the workplace, including but not limited to performance appraisal, work assignment and the implementation of disciplinary actions are not forms of discrimination or harassment, and this policy does not restrict a manager or supervisor’s responsibilities in these areas.
In instances of serious physical violence or imminent threats of serious physical violence, “911” should be called immediately.
Weapons are strictly prohibited from all Crafthaus workplaces. If anyone attending a Crafthaus workplace is seen with a weapon (or is known to possess one), you are required to immediately contact the police, emergency response services (if required) and your immediate supervisor.
Any individual who is the victim of workplace violence shall be encouraged to seek medical attention and provided with transportation if required.
For other incidents, if you feel that you have been harassed or have witnessed harassment, you may, if you are comfortable doing so, in all confidence and without fear of reprisal, advise the harasser personally to stop the harassment at the earliest stage. You may choose not to pursue a formal complaint if the matter is then resolved to your satisfaction. In general, informal action may be suitable for minor and single incidents of harassment, but not for more serious and repeated acts of harassment. Regardless of whether you deal with a situation directly or not, Crafthaus encourages you to report all incidents of harassment, violence or discrimination so that proper records can be maintained.
If you are not comfortable addressing the harasser, or have confronted them and the behaviour has nonetheless continued or, as mentioned above, if you have dealt with the situation, you are encouraged to report any concerns or incidents of workplace violence, discrimination or harassment, to (preferably in the following order):
(i) your department head or immediate supervisor;
(ii) the production manager, if on a production;
(iii) the producer on the production, if on a production; or
(iv) Crafthaus’s legal or human resources department.
Confidential emails may also be sent to firstname.lastname@example.org.
However, if the concern is with one of the above individuals or you are not comfortable approaching one of the above individuals, you should approach the next person listed with whom you are comfortable.
A reported complaint should include the following information:
All reported complaints will be formalized in writing and submitted to Crafthaus’s legal and human resources departments.
Upon receipt of a complaint, Crafthaus will select an appropriate investigator based on the nature of the complaint and as appropriate in the circumstances. The investigator shall conduct an objective and thorough investigation. The investigator may be from Crafthaus’s legal and/or human resources departments and, where required, the matter may be referred for an independent investigation, or if appropriate and at any stage of investigation, to the police.
The investigation will generally be completed within ninety (90) days of the complaint being filed, unless there are extenuating circumstances warranting a longer investigation.
The investigation process will include:
Crafthaus will ensure that all complainants and respondents are treated fairly and respectfully throughout the investigation.
During the investigation, all individuals involved, including any witnesses, should not discuss the incident or complaint or the investigation with each other or with anyone else, unless required to obtain advice about their rights.
Details of the complaint and related investigation, and all related records, shall be considered confidential and will not be disclosed to anyone except as necessary to investigate the incident, take corrective action, protect the safety of other individuals or as otherwise required by law.
In addition, information may be disclosed as required to the applicable guilds or unions representing members involved in the complaint. All individuals interviewed as part of the investigation shall be reminded of their confidentiality obligations prior to commencing their interview. Crafthaus expects full cooperation from all individuals involved in an investigation.
Upon completion of the investigation, the investigator will prepare a written report summarizing the complaint, the response, the steps taken during the investigation, any relevant evidence and witness testimony, and the investigator’s findings about whether workplace violence, harassment or discrimination was found to have occurred.
Crafthaus will inform both the complainant and respondent in writing of the findings of the investigation and of any corrective action that has been or will be taken, within ten (10) working days of completion of an investigation and receipt of a report.
If it is determined that an incident of workplace violence, discrimination or harassment in any form has occurred, appropriate disciplinary measures will be taken as soon as possible. These measures may include, but shall not be limited to, a formal warning, suspension and termination of employment. The appropriate action to be taken will depend on the seriousness of the violation, previous discipline, and any other factors deemed relevant in the circumstances.
If the investigation is inconclusive or if it is determined that there has been no violation of this policy, appropriate preventive action may still be recommended and implemented.
Crafthaus will ensure that an appropriate record of reported complaints and investigations relating to workplace violence, discrimination and harassment are kept, including:
Records will be kept by Crafthaus for six (6) years from the date of creation.
If you are concerned that domestic violence may occur in the workplace, you should report the matter to your supervisor or department head so that necessary measures can be taken to protect those affected. Crafthaus encourages all individuals to provide notice, and where possible a copy, of any court order (e.g. a restraining order or “no contact” order), particularly where there is concern that such orders may be violated. Such information will be kept confidential to the extent possible but may be disclosed where required to enforce the terms of the order or to implement protectionary measures.
Crafthaus will take all reasonable steps necessary to protect its employees from acts of violence or threats of violence. If Crafthaus becomes aware of a potential encounter with a person who has a history of violence, any employees reasonably considered at risk shall be advised, and Crafthaus shall implement reasonable measures for their protection. Crafthaus will only disclose personal information that is deemed reasonably necessary to protect employees from physical harm.
No one will be demoted, dismissed, disciplined or denied a promotion, advancement or employment opportunities because they rejected sexual advances or because they lodged a complaint when they honestly believed they were being discriminated against or harassed. However, it is important to realize that unfounded or frivolous allegations of discrimination or harassment may cause both the accused person and Crafthaus significant damage and, accordingly, this policy must never be used to bring fraudulent or malicious complaints. If it is determined that intentionally false allegations of discrimination or harassment have been made, immediate disciplinary action will be taken against the false accuser.
As required by the Occupational Health and Safety Act (Ontario), Crafthaus will review this Workplace Violence, Discrimination and Harassment Policy as often as necessary, but at least annually.
This policy shall be posted in a conspicuous place in the workplace and on Crafthaus’s website.
Updated: January 1, 2020
The United Kingdom’s Modern Day Slavery Act requires any companies wishing to do business in and with the United Kingdom to issue a statement outlining the steps that the organization has undertaken each fiscal year to ensure that slavery and human trafficking is not taking place in any part of its business operations, including its supply chains and the third-party companies with which it does business.
Crafthaus Ltd. (“Crafthaus”, “we”, “us”, “our” and the “Company”) is a boutique production company focused on development, production and exploitation of content in the form of motion pictures, television series, and digital series. As owners of the content that we create, Crafthaus licenses the rights to this content across all media throughout the world, including the United Kingdom. Our supply chains include the acquisition of intellectual property rights and related ranges of marketing materials and promotional assets, and the licensing of rights to third-party distribution partners.
Crafthaus fully supports the principles and goals of the United Kingdom’s Modern Slavery Act. Our policy is that the Company stands against modern slavery and human trafficking and we will not permit such activities within our organization, knowingly support or deal with any third-party business involved in modern slavery or human trafficking activities, or support other businesses engaged in modern slavery or human trafficking activities.
Crafthaus is satisfied from its enquiries that there is no evidence of modern slavery or human trafficking activities within the Company and we will continue to review all new and existing suppliers
and contributors to ensure that they have appropriate procedures in place that support Crafthaus’ policy. Where brands are licensed to agents, those licensees are only permitted to use approved manufacturers.
When and where it’s practical, Crafthaus works to build long-term relationships with key suppliers. We expect every supplier who has, or seeks to have, a business relationship with Crafthaus or any of its affiliated companies to act at all times in ways that are consistent with this policy.
Crafthaus’ management is responsible for implementing this policy. Our employees are expected to follow this policy, and we encourage employees to report any concerns they may have regarding the implementation and enforcement of this policy.
Crafthaus has directed its employees to a number of online briefing guides relating to modern slavery and human trafficking activities, including at www.globalslaveryindex.org.
In order to ensure that the Company is acting with integrity and sincerity regarding this policy, Crafthaus will remain vigilant and active in assessing the risks, however small, of modern slavery and human trafficking activities occurring in its supply chains.