Code of Conduct & Participant Protection Policies

This Code of Conduct applies to everyone involved with Fusion Winter Guard, including all participants, minor participants, groups, instructional staff, Fusion Winter Guard personnel, volunteers, contractors, and Circuit Partners. Everyone must follow this Code of Conduct to stay in good standing with Fusion Winter Guard. The policies in this Code of Conduct aim to ensure safe environments and experiences during all Fusion Winter Guard activities. This Code of Conduct explains what behavior is appropriate or inappropriate. While it cannot cover every possible situation, everyone must follow the letter and spirit of these guidelines to stay in good standing with Fusion Winter Guard.

Definitions of Parties

  • Participant: A person over 18 performing with a group.

  • Minor Participant: A person under 18 performing with a group.

  • Group: The entire organization or an individual participating group.

  • Staff: A person engaged by a group in an instructional or administrative role.

  • Volunteer: A person who freely gives their time to Fusion Winter Guard or a group and provides support in any capacity.

  • Contractor: A person who provides occasional services for a fee.

  • Circuit Partner: A regional partner organization that hosts marching arts events, using shared resources licensed by Fusion Winter Guard and has its own governing body and financial management.

Fusion Winter Guard will not tolerate conduct that violates its policies. Even if an action was not intended to violate this Code of Conduct, Fusion Winter Guard prioritizes the actual impact of the action over the person’s intentions to prevent negative experiences. In addition to upholding this Code of Conduct, Fusion Winter Guard can review and may take interim action against anyone involved in or accused of unlawful activities related to their participation in Fusion Winter Guard or the marching arts. All parties should consider themselves ambassadors of Fusion Winter Guard. They are expected to uphold these policies, remind others of them when necessary, and report alleged violations.

General Conduct Policy

The experience of each party and the reputation of Fusion Winter Guard depends on the conduct of all parties involved. Good manners, basic decency, and common sense are generally all that is required to ensure appropriate conduct and behavior. Engaging in conduct or using language that could be perceived as rude, inappropriate, abusive, disorderly, derogatory, immoral, or threatening will not be tolerated. Violations of this policy include, but are not limited to:

  • Applying undue and unfair pressure to another party, especially if one party has authority over another.

  • Verbally abusing any Fusion Winter Guard staff.

  • Inappropriate conduct on the contest floor, rehearsal sites, or event venues.

  • Disruptive or rude behavior anywhere, anytime during a Fusion Winter Guard activity.

  • Affiliates of a group, such as parents or spectators, engaging in inappropriate conduct directed at any party on the contest floor, rehearsal sites, or event venues.

Attendance

Full attendance is required for all rehearsals and performances. Absences must be pre-approved by the Director(s) at least 60 days in advance. Events such as DCI are not considered valid reasons for missing rehearsals. You are not allowed to miss rehearsals or shows for other guard-related teaching responsibilities. Fusion Winter Guard participation is a priority, and absences will negatively impact the program’s progress.

Attitude

The attitude you bring and develop within the Fusion Winter Guard organization is very important. The staff will consider your attitude throughout the season. We are an organization of many, not a specific section or individual. We are all working hard and dedicating ourselves to a common goal and in order to achieve that, we must all have the same positive approach. There are many high-quality groups around the country for us to enjoy and respect. One of the greatest experiences in this activity is getting to know and watching them work as hard as we do, learn from them, and applaud their efforts and achievements. Fusion Winter Guard has cultivated a space where membership is expected to support and encourage their fellow teammates. Engaging respectfully and positively at all times is a standard set for anyone involved in the Fusion organization. If your attitude becomes questionable, the first course of action will be a staff member or Director(s) will approach you about immediate improvement. Additional infractions will lead to a decision regarding your membership, made by the Director(s) with oversight from a representative of the Board of Directors.

Professionalism

The Fusion Winter Guard organization is a professional organization and seeks to position itself as champions every season, both in and out of the competitive arena. All of its members are expected to act the part. As a representative of the guard, you will be expected to carry yourself in a professional manner during performances, rehearsals, or any other Fusion Winter Guard events. Smoking, inappropriate language, and behavior that shows disrespect to other guards is strongly discouraged, particularly while wearing apparel that identifies you as a Fusion Winter Guard member, and STRICTLY prohibited while in uniform. Any and all acts of disrespect towards staff, administration, the Board of Directors, fellow members, fans, critics, other teams, or any other acts inconsistent with the Fusion Winter Guard organization will NOT be tolerated.

Guard Ethics Policy

Fusion strives to create and maintain an environment in which all people are treated with dignity and respect. Our mission leads us to an environment where we should be characterized by mutual trust and the absence of intimidation, oppression, and exploitation. Fusion will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by the education of all those under Fusion’s umbrella, we will seek to prevent, correct, and discipline behavior that violates this policy. All Board, Staff, Performers, and Volunteers are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against anyone who violates this policy. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, or termination. Anyone who knowingly allows or tolerates discrimination, harassment or retaliation, including the failure to immediately report such misconduct are in violation of this policy and subject to disciplinary actions. It is a violation of Fusion’s policy to use discriminatory evaluative standards in any paid position if the basis of that discriminatory treatment is, in whole or in part, the person’s race, color, national origin, age, religion, disability status, gender, sexual orientation, gender identity, or marital status.  This policy is intended to comply with the prohibitions stated in anti-discrimination laws.  Discrimination in violation of this policy will be subject to disciplinary measures up to and including termination. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate, or coerce any Board, Staff, Performer, or Volunteer working for or on behalf of Fusion. The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

  • Verbal harassment includes comments that are offensive or unwelcome regarding a person’s national origin, race, color, religion, gender, sexual orientation, age, body, disability or appearance, including epithets, slurs and negative stereotyping.

  • Nonverbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, insults, belittles or shows hostility, aversion or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status or other protected status.

Fusion Uniform/Costuming & Equipment

The physical embodiment of “Fusion Winter Guard Pride” is our uniform– both jacket and costume. The Fusion Winter Guard organization takes great pride in their performances; we also take great pride in our appearance. Once you are issued a uniform and/or any piece of equipment by the Fusion Winter Guard organization, the item becomes the member’s responsibility for the remainder of the season until your last performance with the guard at WGI World Championships at which time equipment will be returned to the Fusion Winter Guard organization. The member must maintain uniform cleanliness and appearance. This includes washing, ironing, etc. Members with unacceptable uniform appearance may be forbidden from performing. If a problem with a uniform piece arises that the member is unable to take care of, ample notice must be given to appointed individuals (instructors) who may aid in the repair of the uniform. Guard equipment is very expensive– please take care of equipment issued to you. The appearance of the equipment and its state of repair are the responsibility of the member once they are issued the equipment. Failure to maintain equipment in a manner that reflects positively on Fusion Winter Guard may result in the forfeiture of the equipment. Additionally, failure to return equipment at the end of a season will result in additional charges to your account at the cost of the misplaced equipment.

Social Media & Networking

Fusion understands and respects that you have a personal life aside from the organization. Your freedom to speech and expression is appreciated and valued. However, as an ambassador for Fusion, if it is found that your personal posts in public forums are counter to our mission statement, illegal, threatening, or harassing in nature you may be asked to issue a formal apology, retract the post, and/or be removed from your position. Specific individuals have been designated by the organization to post/speak as Fusion. You are welcome to share these posts in a manner that supports the mission statement in a positive light. Without prior approval, you are not to post/speak as Fusion. However, you may post of your own accord in a manner supporting the organization or as an extension to an approved post. When posting to any public forum, it should be expected that donors, potential performers, colleagues, friends and family, and the media can view them. Use common sense, professional judgment, and caution. Always remember that anything posted on the Internet is permanent. While it is possible to have it ‘taken down’ it may still exist somewhere for years to come. Even after the immediate damage, it may return again in the future.  If misinterpreted or perceived negatively, such postings can do serious, immediate, and long-term damage to the reputation of an individual or Fusion. This covers on all Social Media apps, e.g.: Facebook, Instagram, Twitter / X,  TikTok, Snapchat, Reddit, and other platforms intended for mass communication.

Alcohol & Drug Policy

Fusion Board, Staff, Performers, and Volunteers agree not consume or be under the influence of illegal substances or alcohol while performing their duties to the organization. Those who are under the influence, using and/or in possession of substances (including alcohol) while at Fusion or related events could lead to suspension or removal from their position and may warrant the need for law enforcement involvement. If prescription drugs are required per a medical professional, and could impair one’s ability to perform their duties in a way that could cause harm to themselves or others, it is that person’s duty to notify staff or a board member. Every attempt to modify one’s duties will be made with emphasis on personal health and overall safety for those involved. This modified decision will be expressed in writing to the petitioner and the Board will retain a copy. If others are affected, it will be communicated to them only as needed to maintain safety and as not to infringe on the petitioner’s privacy. Failure to abide by the modification can result in serious harm to the person or those around them. It can also be ground for disciplinary action, suspension, or removal from their position. Consuming alcohol and other legalized substances while acting in a role associated with Fusion is legally allowed for those over the age of consumption and ONLY when their obligations to the organization are completed. Consumption still must be done responsibly, legally, and at a time that will not interfere with the operations of the organization. Refrain from consuming if minors are present. It is unlawful to bring alcohol/substances onto any school grounds or most arena facilities. Violation of these laws could result in immediate dismissal or suspension. Anyone driving a vehicle for or transporting Fusion personnel must refrain from consuming any alcoholic beverages/recreational substances before or during operation of vehicles.

Bullying Policy

Bullying means severe behavior directed at a participant that is aggressive and likely to hurt, control, or diminish the participant emotionally or physically often centering around a real or perceived power imbalanced. Examples of bullying include repeated physical, verbal, or social abuse. Physical abuse may refer to hitting, pushing, beating, biting, or other offensive contact. Verbal abuse may refer to ridiculing, taunting, name-calling, intimidating, or threatening to cause harm. Social abuse may refer to using rumors or false statements to diminish someone’s reputation or socially excluding someone and asking others to do the same. Bullying may occur in person or virtually through any social or electronic mediums. Bullying does not include occasional instances of rude or mean-spirited language, conduct arising from a conflict or struggle between persons with incompatible views or positions, or professionally accepted coaching methods of skill enhancement, physical conditioning, team building, appropriate discipline, or improved participant performance.

Harassment Policy

All parties must maintain a safe, respectful, and inclusive environment. Harassment means repeated or severe conduct that causes fear, humiliation, or annoyance and reflects discriminatory bias to establish dominance, superiority, or power over an individual or group based on age, race, ethnicity, gender, orientation, culture, religion, national origin, mental or physical disability. Harassment also refers to conduct that creates a hostile environment. A hostile environment exists when the conduct is severe or pervasive enough to interfere with, limit, or deprive any individual of the opportunity to participate in any program or activity. Harassment may occur in person or virtually through any social or electronic medium. Harassment does not include occasional instances of rude or mean-spirited language, conduct arising from a conflict or struggle between persons with incompatible views or positions, or professionally accepted coaching methods of skill enhancement, physical conditioning, team building, appropriate discipline, or improved participant performance.

Hazing Policy

Hazing means any conduct that subjects another person to anything that may endanger, abuse, humiliate, degrade, or intimidate them as a condition of joining or being socially accepted by a group, team, or organization. Consent by the person subjected to hazing is not a defense, regardless of their perceived willingness to cooperate or participate.

Hostile Rehearsal Environment Policy

The rehearsal space is where groups develop creative routines and foster teamwork. A rehearsal environment is defined as periods when the group is practicing under the direct supervision of an authority figure or coordinator. It is a violation of this Code for any party to engage in severe or pervasive conduct that hampers a party’s ability to participate meaningfully in the rehearsal environment. Rehearsal environments should remain educational both in the planning and commentary provided to any party. When rehearsal techniques and feedback are no longer educational, a hostile rehearsal environment could be created. Conduct prohibited by this Code, such as harassment, hazing, and bullying, is also prohibited in the rehearsal environment. Additionally, violations of this policy include:

  • Creating a rehearsal environment intended to make any party excessively afraid, nervous, or anxious regardless of intention. This does not include professionally accepted coaching methods.

  • Withholding educational information to achieve skills safely

  • Attacking the personal character of participants rather than aspects of their performance.

  • Rehearsing for extended timeframes while withholding, recommending against, or denying adequate hydration, nutrition, medical attention, or sleep.

Confidential Reporting

Reports are made confidentially to Fusion Winter Guard’s administration. Confidentiality means that the administration will know the reporter’s identity but will not share it unless consent is provided or if the administration is legally required to do so. Inaccurate or withheld information will limit Fusion Winter Guard’s ability to conduct an inquiry and respond.

Anti-Retaliation, Whistleblower, and False Reporting Policy

Fusion Winter Guard will not tolerate retaliation against any party who makes a good faith report or threatens to make a good faith report. Retaliatory actions include threatening, intimidating, harassing, coercing, or any other action that could dissuade someone from reporting misconduct. Retaliation does not include good-faith actions lawfully pursued in response to a reported violation. Any participant knowingly making a false allegation will be subject to disciplinary action. A false allegation differs from an unsubstantiated allegation, which means there is insufficient evidence to determine whether an allegation is true or false. An unsubstantiated allegation alone is not grounds for a Code violation.

Sexual Misconduct

Sexual misconduct of any kind will not be tolerated. Offenses include sexual or gender-related harassment, nonconsensual sexual contact, exposing a minor to sexual content/imagery, and sexual exploitation.

  • Sexual or Gender-related Harassment: Unwelcome sexual advances, requests for sexual favors, unwanted and continued sexual flirtations, and propositions. It also includes sexually degrading words and other conduct of a sexual nature.

  • Nonconsensual Sexual Contact: Engaging in sexual contact without consent.

  • Exposing a Minor to Sexual Content/Imagery: Intentionally exposing a minor to sexually explicit imagery.

  • Sexual Exploitation: Taking non-consensual or abusive sexual advantage of another for one’s own advantage.

Reporting Instances of Sexual Misconduct

If any party receives information suggesting sexual misconduct has occurred, they must report it to Fusion Winter Guard administration immediately. Groups and Circuit Partners should report allegations of sexual misconduct to law enforcement. They must maintain effective policies and procedures for the protection and safety of all parties, including the ability to report suspected sexual misconduct without retaliation. If any party learns of or suspects child abuse, including sexual misconduct, they must immediately report it to law enforcement, WGI, and comply with other applicable reporting requirements. Reporting to Fusion alone is not sufficient.

Sexual Harrassment

Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited by Fusion. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of such conduct is used as the basis for employment decisions or such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment.” Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:

  • Is made explicitly or implicitly a term or condition of employment or performance.

  • Is used as a basis for an employment or performer role decision.

  • Unreasonably interferes with one’s work performance or creates an intimidating, hostile, or otherwise offensive environment.

Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

  • Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks and threats; requests for any type of sexual favor (this includes repeated, unwelcome requests for dates); and verbal abuse or “kidding” that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome.

  • Nonverbal sexual harassment includes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, e-mails, photos, text messages, tweets and Internet postings; or other forms of communication that are sexual in nature and offensive.

  • Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling, and forced sexual intercourse or assault.

Courteous, mutually respectful, pleasant, non-coercive interactions between any Board, Staff, Performer, or Volunteer that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.

Relationships/Fraternization

Fusion discourages romantic or sexual relationships between a contracted performer and any Board Member/Staff working for the organization. Such relationships could create compromising conflicts of interest or the appearance of such conflicts. In addition, such a relationship may give rise to the perception by others that there is favoritism or bias in decisions affecting our organization. Moreover, given the uneven balance of power within such relationships, consent by the non-person of authority is suspect and may be viewed by others, or at a later date by the person in question, as having been given as the result of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation, coercion, or exploitation undermines the spirit of our mission. Given the nature of Fusion, these expectations for relationships are to be followed for the entirety of a person’s contract, which is typically for one performance season (unless terminated prior to seasons end). Once the obligations of the contract have been fulfilled and have expired, these expectations would no longer be in effect. If any Board, Staff, Performer, and Volunteer, after being contracted, wishes to enter into a consensual relationship that is romantic or sexual in nature where one of the parties is in a position of authority or holds the power to make decisions about/for the other person, the parties must notify either the Director(s) or a Board of Directors representative, whichever is most appropriate.

Weapons Policy

To ensure a safe environment for everyone, Fusion Winter Guard strictly prohibits the wearing, carrying, storing, or possession of firearms or other dangerous weapons at any of our events or event venues. Anyone found violating this policy will be immediately removed and barred from future Fusion Winter Guard events. Additionally, if the violator is a participant, staff member, or volunteer affiliated with a participating group, that group will be disqualified and asked to leave the venue.

Diversity, Equity and Inclusion

Diversity, equity and inclusion are more than words and concepts. They are essential drivers for the growth and continued success of the Fusion Winter Guard Organization. Our world is incredibly diverse, and every person in it is worthy of a fair opportunity to use and develop their skills as they productively contribute to society and our activity. Our commitment is to create an inclusive environment where all members feel equal, valued and supported. This empowers our members, staff and administration to thrive in our activity; driving success for our community.

Diversity is the representation of varied identities and differences, collectively and individually. It encompasses every member’s unique blend of demographic characteristics, experiences and perspectives.

Equity is the assurance of fair treatment and equality of opportunity for every member and acknowledges that people do not all start from the same place. It serves to identify and eliminate barriers that have prevented the full participation of historically underserved and underrepresented populations. Every member deserves a fair opportunity to develop, contribute and succeed.

Inclusion is the cultivation of an environment in which every person feels welcome and is appreciated for who they are and for what they can distinctively offer. 

At Fusion Winter Guard, these essential drivers are threaded into the way we foster growth in our membership.  We hold all staff, membership and administration accountable to understand and live by these essential behaviors to respect and lift up one another.

Fusion does not tolerate any form of discrimination and any such behavior will cause immediate termination from our program.