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Welcome to PACT!

Whether you are new to the membership or have been a member for a while now and only just starting to explore the services available we hope that you will be able to find what you need on this page. The first section of this digital handbook will highlight some “good to know” things such as services available to you and who our staff members are and how they can help. The latter part gives an overview of the organization and its policies.

As always, feel free to reach out with any questions/ thoughts. Just drop us a line.

I've just joined PACT. Now what?

Get a member account to access online resources

A member account will allow you to download all document (contracts, templates, etc..) under Contracts & Resources. Fill out this (short) form and we will get you set-up with a member account.

Meet your peers!

Check out who else is in the membership. Then reach out to them and say hi!

Join your regional network and perhaps a caucus or two!

We will automatically introduce you to your regional rep when you first join. However, it is up to you to decide if you wish to join a caucus (or two).  View our handy PACT Caucus Explainer that outlines the concerns of each caucus.

join a professional development call

Learning / Networking calls cover a variety of topics for both artists and arts managers. View our events calendar to see what’s on.

Set up a company page on The Theatre Listing

The Theatre Listing is an online database designed to showcase the breadth and diversity of practice of Canadian theatre.  It is accessible for industry insiders as well as the general public. It is searchable by geographic region (province) and artistic practice or focus (accessibility, Canadian work, TYA, etc.). Essentially it’s free PR so make sure it’s up to date with your season information and staff changes. 

Set the agenda by joining a committee

Make your voice heard and shape the industry in which you work by sitting on a committee. If you wish to join a committee or need more information, drop Mirette a line.

View a comprehensive list of benefits

PACT staff and services can support you in a host of different ways, from answering burning labour relations questions, to giving you access to the Bond Program and preferential rates on group health insurance plans. view a comprehensive list of benefits here. Or here for colleagues.

Staff Members & How They Can Help you

Negotiated agreements with CAEA, ADC, PGC or APASQ; Health and Safety policies in Ontario; The Bond Program

Eleanor Antoncic

Labour Relations Manager

All things HR (compliance, training, policies and best practices)

Tabitha Keast

HR Specialist

General inquiries from Members and Colleagues; Newsletter; Artsboard; Website logins; The Red Phone Initiative

Zachary Moull

Membership & Communications Associate

Joining as a member or colleague; Advocacy; The Mallory Gilbert Leadership Award; The Travel Subsidy Fund; All In Program (interim)

Mirette Shoeir

Membership & Communications Manager

PACT’s strategic direction; The PACT Board of Directors; The AGM; Professional development programming; The PACT conference; Region and caucus network

Boomer Stacey

Interim Executive Director / Conference Producer / Learning & Networking

Board Members

Nina Lee Aquino, PACT President

Mike Payette, PACT Vice-President

Bonnie Green, Chair of Advocacy Committee

Pablo Felices-Luna, Chair of Equity & Diversity Committee

Luke Reece, Vice-Chair of Labour Relations Committee

Jay Dodge, Past President of PACT

Lyndee Hansen, Treasurer

Natasha MacLellan, Chair of Learning/Networking Committee

Judi Pearl, Regional Advisory Director

Ivan Habel, Chair of Labour Relations Committee

Ardith Boxall, Chair of Artistic Practice Committee

Quincy Armorer, Chair of Cultural Diversity Committee

Andrew Lamb,  Chair of Membership and Engagement Committee

Currently Vacant, Caucus Advisory Director

PACT Board Directors are elected as individuals who are employed by or who act as authorized representatives of members of PACT. Board Directors are elected for up to two (2) consecutive three- (3) year terms. Directors of PACT are elected to specific roles either as Officers or as Portfolio Directors. Directors are recommended by the Governance Committee (which acts as the Nominating Committee), as per PACT’s Representational Policy (see page 29). Any two (2) voting members may also nominate a qualifying individual through written nomination; qualifying members may also be nominated from the floor at the meeting in which elections are to take place.

PACT’s board of directors has the responsibility for providing strategic leadership, setting goals, approving plans to achieve the goals, and ensuring PACT has the resources (financial, human, etc.) to achieve those goals. It also assesses PACT’s performance and the performance of the Executive Director through the President.

Directors are required to exercise a standard of care, which includes acting honestly, in good faith and in the best interest of the organization. They must, in their role as directors, operate with diligence and the skill that a reasonably prudent person would exercise. They are responsible for identifying any conflict of interest, declaring such a conflict and refraining from voting at the board table in such an instance.

PACT Directors are obliged to attend all board meetings and they are also expected to inform themselves of the affairs of the organization (e.g., even if attendance is not possible, reading the
materials prepared for the meeting is part of the duty of a director). This is part of exercising the due diligence required of directors.
Directors have no personal liability for the general debts of PACT. However, there are specific instances in which, if PACT were unable to meet its financial obligations, directors would assume personal liability. These are wages (maximum six months) and vacation pay (maximum one year) of employees, statutory deductions (income tax, EI and CPP, which are held in trust by the organization) and PST and GST. Directors have a responsibility to ensure that statutory deductions are being remitted to the government as required.

PACT’s Directors are not involved with the day-to-day operations of PACT.

Officers

President

Role

  • Chair of the Executive Committee and Board of Directors
  • Chair of AGM and all meetings of the members
  • Reports to the membership on behalf of the Board of Directors

Duties

  • Works closely with the Executive Director (ED) to oversee the realization of PACT’s strategic and operating plans
  • Acts as volunteer spokesperson for the organization when requested by the Executive Director
  • Works with ED to set agenda for all Board, Executive, and meetings of the members
  • Works to ensure that individual Board members are fulfilling their roles as per the operating and strategic plan
  • Works to ensure the frequent communication of activities and issues to the membership
  • Leads an annual performance review of the ED

Expectations

  • A superior knowledge of the Canadian theatre community and the issues of the day
  • Chairs a minimum of six (6) Executive Committee meetings per year
  • Chairs a minimum of four (4) Board Meetings per year
  • Submits reports to PACT administration one month prior to Board meetings

Term

  • Elected by the membership for a three-year term

Vice-President

Role

  • Voting Member of the Board of Directors
  • Vice-Chair of the Executive Committee and Board of Directors
  • Vice-Chair of AGM and all meetings of the members
  • Chair of the Membership Committee

Duties

  • Works closely with the President and ED to oversee the realization of PACT’s strategic and operating plans
  • Assists the President to ensure that individual Board members are fulfilling their roles as per the strategic and operating plans.
  • Acts as Chair of the Executive, the Board, and meetings of the membership in the President’s absence.
  • Chairs the Membership Committee to assess applications for membership, and from time to time, bestow awards on individuals as required
  • Establishes agenda and objectives annually for the Membership Committee

Expectations

  • A superior knowledge of the Canadian theatre community and the issues of the day
  • Attends Board and Executive meetings
  • Chairs a minimum of three (3) Membership Committee meetings per year
  •  Submits reports to PACT administration one month prior to Board meetings

Term

  • Elected by the membership for a three-year term

Past President

Role

  • Voting Member of the Board of Directors
  • Chair of the Governance Committee
  • Acts as advisor to President as necessary

Duties

  • Assists the President as requested in the carrying out of Presidential duties, providing historical context where necessary
  • Assists the President to ensure that individual Board members are fulfilling their roles as per the strategic and operating plans.
  • Acts as Chair of the Governance Committee, ensuring adherence to the PACT bylaws and that succession planning is in place

Expectations

  • Previous experience as President of the Board of PACT
  • Attends Board and Executive meetings
  • Chairs a minimum of three (3) Governance Committee meetings
  • Submits any necessary reports to PACT administration one month prior to Board meetings

Term

  • Automatic position held until immediate successor steps down

Treasurer

Role

  • Voting Member of the Board of Directors
  • Member of the Executive Committee
  • Chair of the Finance Committee
  • Reports to the Board of Directors and membership on behalf of the Finance Committee and Auditor

Duties

  • Oversees the ED’s management of the finances of the organization, including the Board’s review of and action related to, financial responsibilities
  •  Works with ED to ensure appropriate financial reports are made available to the Board on key financial events, trends, and concerns
  • Presents annual budget to the Board for members’ approval
  • Ensures development and Board review of financial procedures and systems
  • Chairs the Finance Committee and, in tandem with the ED, prepares agendas for meetings
  •  Works with the ED and Finance Committee to select an auditor, as necessary.
  •  Recruits and delegates tasks to Committee members as required

Expectations

  • A working knowledge of financial accounting practices
  •  Chairs a minimum of four (4) Finance committee meetings per year
  • Attends Board and Executive meetings
  • Submits reports to PACT administration one month prior to Board meetings

Term

  • Elected by the membership for a three-year term
Portfolio Directors

Advocacy Director

Role

  • Voting Member of the Board of Directors
  • Chair of the Advocacy Committee
  • Acts as advisor to President and ED in relation to advocacy issues both in reference to governments and in relation to external bodies and policies affecting or promoting PACT members
  • Acts as volunteer spokesperson for the organization on Advocacy related issues when requested by the Executive Director

Duties

  • Works with the ED to establish and prioritize annual advocacy plans in relation to government funding, public awareness and other issues as necessary based on current issues for the PACT membership
  • Chairs Advocacy Committee, ensuring that the Committee works toward the implementation of the plans above
  • Responds in consultation with the Committee and the ED to urgent advocacy related issues as they arise
  • Recruits and delegates tasks to Committee members as required

Expectations

  • Strong understanding and experience in advocating to government, public awareness activities, and the Canadian theatre community
  • Attends Board meetings
  • Chairs a minimum of four (4) Advocacy Committee meetings per year
  • Submits reports to PACT administration one month prior to Board meetings

Term

  • Elected by the membership for a three-year term

Cultural Diversity Director

Role

  • Voting Member of the Board of Directors
  • Chair of Cultural Diversity Committee
  • Reports to the Board of Directors on behalf of the committee

Duties

  • In tandem with ED and members of committee, sets objectives for Cultural Diversity Committee (see Terms of Reference) annually, as per PACT’s strategic plan
  • Responds in consultation with the Committee and the ED to cultural diversity related issues as they arise
  • Recruits committee members
  • Leads committee discussions and facilitates actions of the committee

Expectations

  • A working knowledge and a sensitivity to cultural diversity in Canadian Theatre
  • Chairs a minimum of three (3) committee meetings per year
  • Attends Board meetings
  • Submits reports to PACT administration one month prior to Board meetings

Term

  • Elected by the membership for a three-year term

Artistic Practice Director

Role

  • Voting Member of the Board of Directors
  • Chairs the Artistic Practice Committee
  • Reports to the Board of Directors on behalf of the committee

Duties

  • In tandem with ED and members of committee, sets objectives for Artistic Practice Committee (see Terms of Reference) annually, as per PACT’s strategic plan
  • Responds in consultation with the Committee and the ED to issues related to artistic practice as they arise
  • Recruit committee members
  • Lead committee discussions and facilitate actions of the committee

Expectations

  • Have a working knowledge of the diversity of artistic practice in Canadian Theatre
  • Host a minimum of three (3) committee meetings per year
  • Attend four Board meetings to report on activities of the committee
  • Submit reports to PACT administration one month prior to Board meeting
  • Coordinate activities and share information with PACT staff

Term

  • Elected by the membership for a three-year term

Equity & Diversity Director

Role

  • Voting Member of the Board of Directors
  • Chair of the Equity & Diversity Committee
  • Reports to the Board of Directors on behalf of the committee

Duties

  • In tandem with ED and members of committee, sets objectives for Equity & Diversity annually, as per PACT’s strategic plan
  • Recruits committee members
  • Leads committee discussions and facilitate actions of the committee
  • Creates partnerships, where necessary, to achieve goals

Expectations

  • A working knowledge of diversity issues for Canadian Theatre
  • Chairs a minimum of three (3) committee meetings per year
  • Attend Board meetings
  • Submits reports to PACT administration one month prior to Board meeting

Term

  • Elected by the membership for a three-year term

Labour Relations Director

Role

  • Voting Member of the Board of Directors
  • Member of the Executive Committee
  • Chair of the Labour Relations Committee
  • Assembles negotiation teams for PACT collective agreements in concert with Staff
  • Reports to the Board of Directors on behalf of the Labour Relations Committee

Duties

  • In tandem with ED and members of committee, sets objectives and agenda for committee within PACT’s overall strategic plan
  • Leads strategy for negotiations
  • Supports negotiating teams
  • Recruits committee members
  • Recommends and recruits individuals for negotiating teams

Expectations

  • A superior knowledge of collective agreements for PACT
  • Chairs a minimum of five (5) committee meetings per year
  • Attends Executive and Board meetings
  • Submits reports to PACT administration one month prior to Board meeting
  • Leads presentation to membership at the AGM on Labour Relations issues

Term

  • Elected by the membership for a three-year term

Learning / Networking Director

Role

  • Voting Member of the Board of Directors
  • Provide leadership to the Professional Development Committee
  • Provide input and support for the PACT Conference
  • Report to the Board of Directors on behalf of the committee

Duties

  • In tandem with ED and members of committee, sets objectives for Professional Development (see Terms of Reference) annually, as per PACT’s strategic plan
  • Identify professional development needs in PACT companies
  • Develop partnerships to achieve goals as required
  • Recruit committee members
  • Lead committee discussions and facilitate actions of the committee

Expectations

  • Have a working knowledge of roles of staff in Canadian theatre companies
  • Understand human resource development needs and strategies
  • Host a minimum of three (3) committee meetings per year
  • Attend four Board meetings to report on activities of the committee
  • Submits reports to PACT administration one month prior to Board meeting
  • Coordinate activities and share information with PACT staff

Term

  • Elected by the membership for a three-year term

Regional Director

Role

  • Voting Member of the Board of Directors
  • Chair of The Regional Advisory
  • Reports to the Board of Directors on behalf of the Regional Advisory

Duties

  • Acts as convener to ensure that Regional Reps are communicating regularly with members in their regions and reporting back to the Regional Advisory
  • Chairs Regional Advisory meetings (prior to each Board Meeting) by phone to gather regional issues and information
  • Advises Board on particular issues of note and may recommend actions as necessary. Will advise Executive Director when Regional Rep should be in attendance at a Board meeting in order to address specific concerns
  • Amalgamates reports from Regional Reps and prepares Regional Advisory Report for Board of Directors and membership
  • Works to ensure that regional issues are addressed by full Board and staff as necessary

Expectations

  • Chairs Regional Advisory meeting by phone prior to every Board meeting (at least three times per year).
  • Attends Board meetings
  • Submits reports to PACT administration one month prior to Board meetings

Term

  • Elected by the membership for a three-year term

Caucus Director

Role

  • Voting Member of the Board of Directors
  • Chair of The Caucus Advisory
  • Reports to the Board of Directors on behalf of the Caucus Advisory

Duties

  • Acts as convener to ensure that Caucus Reps are communicating regularly with members in their caucuses and reporting back to the Caucus Advisory
  • Chairs Caucus Advisory meetings (prior to each Board Meeting) by phone to gather caucus issues and information
  • Advises Board on particular issues of note and may recommend actions as necessary. Will advise ED when Caucus Rep should be in attendance at a Board meeting in order to address specific concerns
  • Amalgamates reports from Caucus Reps and prepares Caucus Advisory Report for Board of Directors and membership
  • Works to ensure that caucus issues are addressed by full Board and staff as necessary

Expectations

  • Chairs Caucus Advisory meeting by phone prior to every Board meeting (at least three times per year).
  • Attends Board meetings
  • Submits reports to PACT administration one month prior to Board meetings

Term

  • Elected by the membership for a three-year term
Committee Terms of Reference

Executive Committee

Goal
To respond as necessary to immediate issues in regard to PACT business and to support the ED

Functions
The Executive Committee is accountable to the Board of Directors and will:

  • Meet regularly in order to prioritize work and examine issues in tandem with the ED
  • Ensure that Management adheres to the strategic and operating plan.
  • Assist the ED and President in setting the agenda for meetings of the Board and membership
  • Provide advice and support to the ED
  • Recommend policies to the Board and membership as required

Membership

  • Shall be established by the President based on the priorities of the day but must include the Past President, Vice President, Treasurer, and Executive Director (non-voting)

Frequency of Meetings

  • There will be a minimum of six (6) meetings per year.

Governance Committee

Goal
To address PACT Governance issues in relation to succession planning, board recruitment and policy; acts as nominating committee for the Board of Directors.

Functions

The Governance Committee is accountable to the Board of Directors and will:

  • Meet as appropriate in order to address any governance issues in relation to the Bylaws
  • Maintain the Bylaws to ensure compliance with legal requirements
  • Ensure new Board members are apprised of their roles
  • Act as the nominating committee as per the PACT Bylaws
  • In the year prior to the election of Committee Directors, review and make recommendation to the PACT Board any changes to the Committee Portfolios or their terms.
  • Recommend policies to the Board and membership as required

Membership

  • Past President (Chair) plus a minimum of two (2) board members and two (2) non-board members, due consideration given to diversity of region, practice and culture
  • Members must be from PACT member companies

Frequency of Meetings

  • There will be a minimum of two (2) meetings per year.

The ED and President are ex-officio members of all Committees.

Membership & Engagement Committee

Goal
To address PACT membership issues including recruitment, assessment of applications, dues increases; member retention activities, volunteer recognition, and from time to time to recommend Honorary Life Membership designation and serve as an advisory for the Mallory Gilbert Leadership Award.

Functions

The Membership & Engagement Committee is accountable to the Board of Directors and will:

  • Meet regularly in order to assess membership applications as per the PACT bylaws
  • Conduct recruitment activities as necessary
  • Examine issues related to membership of PACT including dues increases, payment of dues and policy related to membership and dues
  • Recommend individuals as Honorary Life Members from time to time
  • Assist the ED in the administration of the Mallory Gilbert Leadership Award or other such awards as necessary
  • Recommend policies to the Board and membership as required

Membership

  • Vice President (Chair) plus a minimum of five (5), due consideration given to diversity of region, practice and culture

Frequency of Meetings

  • There will be a minimum of three (3) meetings per year.

The ED and President are ex-officio members of all Committees.

Finance Committee

Goal
To oversee financial issues and report regularly to the Board of Directors and membership.

Functions

The Committee is accountable to the Board of Directors and will:

  • Carry out policies of the Board
  • Keep the Board informed on the financial status of the organization and the adequacy of the organization’s resources to meet its long-term goals
  • Ensure that Management develops and maintains adequate controls over all revenues, expenditures, and commitments
  • Review annual budgets prepared by ED ensuring they are financially prudent and consistent with Board plans
  • Recommend reviewed annual budgets to the Board of Directors and membership
  • Review the audited annual financial statements and the results of the audit with the auditors and with management, and report on same to the Board
  • Review actual and forecast revenues and expenditures, and variance reports
  • Review the recording and use of designated funds and the investment of funds
  • Recommend approval of the audited financial statements and the appointment of auditors
  • Recommend policies to the Board and membership as required
  • Act as resource to the Executive Director

Membership

  • Treasurer plus three (3) additional members due consideration given to diversity of region, practice and culture

Frequency of Meetings

  • There will be a minimum of four (4) meetings per year.

The ED and President are ex-officio members of all Committees.

Advocacy Committee

Goal
To address PACT Advocacy issues in relation to government relations, public awareness, and external networking

Functions

The Advocacy Committee is accountable to the Board of Directors and will:

  • Meet as appropriate in order to address any advocacy issues in relation to the strategic and operating plans and to address immediate advocacy issues as they arise
  • Ensure that advocacy issues are communicated regularly to the PACT membership along with instructions on how PACT members should participate
  • Share tasks as appropriate to ensure that the objectives of PACT’s advocacy are met.
  • Recommend media and other external response and policy to the ED, Board and membership as required

Membership

  • Advocacy Chair plus a minimum of four (4) members, due consideration given to diversity of region, practice and culture

Frequency of Meetings

  • There will be a minimum of four (4) meetings per year.

The ED and President are ex-officio members of all Committees.

Cultural Diversity Committee

Goal
To address issues of cultural diversity in Canadian Theatre as identified by the PACT membership of the day.

Functions

The committee is accountable to the Board of Directors and will:

  • Set objectives annually which promote culturally-specific work to the membership
  • Work to strengthen companies producing culturally-specific theatre
  • Identify cultural diversity issues
  • Be creative and act to forward solutions
  • Solicit feedback from the membership as required
  • Inform, educate and support the membership with information about these issues
  • Solicit interest and make recommendations to enhance diversity of representation on all PACT committees
  • Provide information and/or recommendations to the Board of Directors, Staff and committees as necessary
  • Recommend policies to the Board and membership as required

Membership

  • Chair plus five (5) additional individuals, 3 of which must be members of PACT and due consideration given to diversity of region, practice and culture
  • Be representative of cultural diversity in Canadian theatre
  • Be representative of practice of culturally specific work in Canada
  • Can be augmented by consultants on specific issues as needed

Frequency of Meetings

  • There will be a minimum of three (3) meetings per year.

The ED and President are ex-officio members of all Committees.

Artistic Practice Committee

Goal
The Artistic Practice Committee addresses issues that arise due to the diversity of artistic practice in Canadian Theatre as identified by the membership of the day.

Functions

The committee is accountable to the Board of Directors and will:

  • Network and create synergies between companies
  • Identify issues that arise because of the diversity of artistic practice in Canadian theatre
  • Set objectives annually and act to forward solutions to issues
  • Solicit feedback from the membership as required
  • Inform, educate and support the membership with information about these issues
  • Provide information and/or recommendations to the Board of Directors, Staff and committees as necessary
  • Work with regional or caucus advisory committees as necessary
  • Recommend policies to the Board and membership as required

Membership

  • Chair plus no fewer than four (4) members with due consideration given to diversity of region, practice and culture

Frequency of Meetings

  • There will be a minimum of three (3) meetings per year.

The ED and President are ex-officio members of all Committees.

Equity & Diversity Committee

Goal
To address issues of diversity in Canadian theatre as related to gender, physical ability, or any other diversity as identified by the membership of the day with the exception of cultural diversity and diversity of practice issues.

Functions

The committee is accountable to the Board of Directors and will:

  • Promote diversity in Canadian theatre
  • Identify diversity issues in Canadian theatre
  • Be creative and act to forward solutions
  • Solicit feedback from the membership as required
  • Inform, educate and support the membership with information about these issues
  • Solicit interest and make recommendations to enhance diversity of representation on all PACT committees
  • Provide information and/or recommendations to the Board of Directors, Staff and committees as necessary
  • Recommend policies to the Board and membership as required

Membership

  • Chair plus four (4) additional members, with strong representation from the diversity groups identified and due consideration given to diversity of region, practice and culture

Frequency of Meetings

  • There will be a minimum of three (3) meetings per year.

The ED and President are ex-officio members of all Committees.

Learning / Networking Committee

Goal
To identify and monitor the professional development needs of the PACT membership, and advise staff accordingly on the planning and delivery of professional development programs
and resources, with specific focus on PD research, policy development and evaluation.

Functions

The committee is accountable to the Board of Directors and will:

  • Identify professional development needs for the membership
  • Identify human resource issues for Canadian theatre
  • Consult with staff on networking and communication opportunities for the membership
  • To advise on the planning of professional development at the PACT Conference
  • Provide input and advice on all membership human resource publications and professional development programs
  • Identify leaders/speakers for professional development activities
  • Solicit feedback from the membership as required
  • Provide information and/or recommendations to the Board of Directors, Staff and committees as necessary

Membership

  • Chair plus not fewer than eight (8) members with due consideration given to diversity of region, practice and culture
  • Can be augmented by consultants on specific issues as needed

Frequency of Meetings

  • There will be a minimum of three (3) meetings per year.

The ED and President are ex-officio members of all Committees.

Regional Advisory

Goal
To ensure that regional issues are communicated to and addressed through the work of PACT.

Functions

The Regional Advisory will report directly to the Regional Chair and companies who make up the Advisory will:

  • Ensure that their region’s concerns are reported to the Regional Chair and Board
  • Regularly ensure that their region meets by phone (and in person if possible) so that issues can be tabled and discussed amongst as many members as possible
  • Recommend actions to be tabled at the Board of Directors meeting by the Regional Chair

Membership

  • The Membership of the Regional Advisory is the Regional Chair plus eight Regional Reps from eight regions as defined by the PACT Board of Directors
  • Regional Advisory Reps are elected by each region, by members from that Region
  • Regional Advisory Reps are elected as a company (as opposed to as an individual)
  • Regional Advisory Reps are elected every three years.
  • Regional Advisory Reps must attend phone meetings of the Regional Advisory plus two Board meetings per year (at the time of the PACT AGM).
  • Regional Advisory Reps may also be called to attend other PACT Board meetings from time to time.

Frequency of Meetings

  • There will be a minimum of three (3) meetings per year.

The ED and President are ex-officio members of all Committees.

Caucus Advisory

Goal
To ensure that caucus issues are communicated to and addressed through the work of PACT.

Functions

The Caucus Advisory will report directly to the Caucus Chair and companies who make up the Advisory will:

  • Ensure that their caucuses’ concerns are reported to the Caucus Chair and Board
  • Regularly ensure that their caucus meets by phone (and in person if possible) so that issues can be tabled and discussed amongst as many members as possible
  • Recommend actions to be tabled at the Board of Directors meeting by the Caucus Chair

Membership

  • The Membership of the Caucus Advisory is the Caucus Chair plus six Caucus Reps from six caucuses as defined by the PACT Board of Directors from time to time
  • Caucus Advisory Reps are elected by each caucus, by members from that caucus
  • Caucus Advisory Reps are elected every three years.
  • Caucus Advisory Reps are elected as a company (as opposed to as an individual)
  • Caucus Advisory Reps must attend phone meetings of the Caucus Advisory plus two Board meetings per year (at the time of the PACT AGM).
  • Caucus Advisory Reps may also be called to attend other PACT Board meetings from time to time.

Frequency of Meetings

  • There will be a minimum of three (3) meetings per year.

The ED and President are ex-officio members of all Committees.

Organizational Policies

Board Representation Policy

Introduction

PACT and its membership believe that this arts service organization will be most effective in serving its theatre community by ensuring that the Board is representative of its current membership. Therefore, PACT’s Governance Committee (serving as the Nominating Committee), Board of Directors, and staff are charged by the membership to ensure, wherever possible, balanced representation when recommending a slate of nominees. Such representation should include:

  • Region as defined by the membership of the day.
  • Caucus as defined by the membership of the day.
  • Gender as defined by the membership of the day.
  • Cultural Diversity, as per its Cultural Equity Policy, approved 1995.
  • Diversity of artistic practice, as defined by the membership of the day.

adopted by the membership, 2009 AGM

Cultural Equity Policy

Introduction
PACT and its membership acknowledge that Canada is a multi-racial, multi-religious, multi-ethnic and multi-linguistic nation. PACT believes that its membership, the companies who comprise the professional theatre community in Canada, should reflect the diversity of our population. PACT values equally the contributions of theatre artists from all cultural backgrounds, including those of First People’s origin, to the overall development of theatre in Canada.

Current Canadian Legislation
In 1960, the Canadian Bill of Rights legally guaranteed fundamental rights to all Canadians, regardless of national origin, colour, religion or sex. In 1971, the first multiculturalism policy of the government was announced. In 1982, the Canadian Charter of Rights and Freedoms guaranteed equal rights that respect the multicultural heritage of Canadians. In 1988, the Canadian Multiculturalism Act was adopted. It includes the elimination of racism and discrimination.

Policy Statement
1. PACT and its membership believe that theatre makes an essential contribution to Canadian life on every level: cultural, social, spiritual, and economic and believes that the experience of theatre, both for practitioners and audiences, should be readily accessible to all Canadians.
2. PACT and its membership believes in equal opportunities in the arts for everyone, regardless of, but not limited to, race, gender, sexual orientation, creed, colour, political affiliation, cultural background, language, age, physical or mental limitations, or social or economic status.
3. PACT and its membership profoundly oppose and will not tolerate systematic discrimination in any forms within the Canadian theatre industry.
4. PACT and its membership will ensure that all of Canada’s theatre artists of diverse cultures have equal opportunities to develop their potential.
5. PACT and its membership will promote greater knowledge, understanding, acceptance and celebration of diversity within the theatre community.

Implementation
1. PACT will review, refine and augment its By-law, mission statement, mandate and all existing and future policies to reflect the Cultural Equity Policy.
2. PACT will familiarize all of its employees and members with the Cultural Equity Policy to ensure that its objectives are met.
3. PACT will identify and remove barriers to all of its existing programs, services and initiatives.
4. PACT will develop models of effective outreach and provide support for members of diverse racial and cultural communities to share their concerns and views with PACT on matters of importance and interest, particularly those relating to implementation of cultural equity initiatives. In some cases this might involve forming partnerships with other organizations.
5. PACT will strongly encourage its member companies to educate their staff and boards of directors to recognize bias and discrimination including, but not limited to, their audiences and interviewing and hiring practices, and seek out effective ways to address and change these perceptions, policies and practices.
6. PACT will strongly encourage its member companies to commit and act upon its Cultural Equity Policy in order to combat institutionalized inequities, which may exist.
7. PACT will ensure that all selection criteria and processes for committees, boards and staffing include a solid commitment to cultural equity.

Recommendations
1. That the Cultural Equity Committee be a standing committee of the Board of Directors, comprising both board and non-board members as required.
2. That PACT diligently pursue the hiring of a cultural equity coordinator to facilitate the implementation of the policy. (It is understood that “new” or “special” moneys will be necessary to realize this recommendation).
3. That the Cultural Committee research and develop a clear anti-racism statement that would accompany the Cultural Equity Policy to be presented and discussed by the PACT membership at the 1996 Annual General Meeting.

adopted by the membership, 1995 AGM

HIV Infection Policy

Whereas PACT is profoundly concerned with the current AIDS issue and its far-reaching social and economic implications, and
Whereas PACT recognized that its members’, employees and contracted personnel may potentially be at risk for HIV infection through unsafe behavioural practices, and
Whereas PACT is opposed to discrimination in any form, and
Whereas under normal working conditions there is no risk of transmitting the HIV virus through casual contact such as hugging and kissing, and
Whereas PACT is committed to the principle of individual dignity,

Therefore, be it resolved:
1. That PACT upholds and supports the rights, benefits and privileges of any employee or contracted individual with AIDS or who tests HIV positive to the same protections that exist for any other employee or contracted individual.
2. That “right-to-know” is restricted to a person’s own doctor and dentist.
3. That work related social benefits must continue to be provided in accordance with existing policies and agreements.
4. That PACT strongly opposes any discriminatory practices by the engager/employer against any person because of HIV infection.
5. That PACT opposes testing for HIV status as required for any professional engagement or unemployment.
6. That PACT members be informed of existing information and educational packages regarding prevention, treatment, precautions, organizations providing counseling, and evaluation services available in regions through a program which is updated and revised on an ongoing basis.
7. That PACT encourages its stage managers and supervisory personnel to be knowledgeable and trained in safety in the workplace procedures, including control practices related to blood spills.
8. That PACT pledges its continued support to The Actors Fund of Canada via actors’ benefit performances and voluntary payroll deductions from employees and contracted personnel.

adopted by the membership, 1991 AGM

Joint Human Resources Policy Statement, Arts Leadership Network (ALN)

The founding partners of the Arts Leadership Network, Opera.ca, Orchestras Canada and Professional Association of Canadian Theatres believe that the essence of the arts is people. These people, our human resources, are integral to the arts — they are its driving force — through creation, production, administration, performance, and volunteer participation.

We recognize the importance and relevance of human resource development. We are committed to investing in our professional development initiatives, skills training, compensation practices, healthy work environments, recruitment, retention and succession planning at all career levels.

We have a responsibility to provide a professional work environment where effective employment policies and procedures are in place for all individuals.

We value the unique nature and diversity within the arts sector and are committed to promoting greater knowledge, understanding, acceptance and celebration of this diversity through our human resource practices.

Excellence in human resource practices contributes to organizational health, improved organizational performance, and a vibrant creative work force.
We encourage all performing arts organizations to embrace these human resource principles within their own organizations, and encourage all to adapt and enhance its applications according to their own diversity and distinctiveness.

Stabilization Fund Policy

Introduction
The Operating Plan directs the Finance Committee to review and develop Finance policies for the Stabilization Fund, operating surpluses and deficits and others as identified and to make recommendations on allocations of new or potential revenues.

Policy Statement
The PACT Stabilization Fund, established in 1998, assists with expenses incurred by a PACT Regular or Commercial Member or by PACT as a result of a labour dispute, arbitration, or similar occurrence where the outcome of the dispute would have a significant impact on the PACT Membership.

The Stabilization Fund is sustained by directing a percentage of membership dues to the Fund. The Fund is internally restricted from PACT’s operating revenues and interest earned is reinvested in the Fund.

The Finance Committee will oversee the Fund and will make recommendations to the Board of Directors for approval at least annually on the administration of the Fund to ensure that there are adequate resources available.

Access to the Fund is determined and approved by the Executive Committee and Management and reported to the Board of Directors.

Effective Date: 7 February 2005

Administrative Policies

Board Travel and Per Diem Expense Policy

(Revised to combine two existing policies)

Introduction

PACT will periodically request members of the Board of Directors to attend meetings or functions which require travel and accommodation. PACT will reimburse Board Members for expenses incurred during requested travel. This policy will serve to clarify the process of submitting Travel Expense and Per Diem Claims, define which expenses are reimbursable and at that rate.

Policy
When Board Members travel at the request of PACT an expense claim may be submitted for reimbursement.

Directors are expected to attend all Board meetings including the pre-and post-AGM meetings.

Directors are responsible for travel and accommodation expenses to the Annual General Meeting and expenses related to attending pre- and post-AGM board meetings.

Directors may claim basic transportation, accommodation, and per diem expenses to attend the fall and winter board meetings.

Expenses shall be reimbursed by PACT upon presentation of a PACT Board Travel Expense Form accompanied by original receipts within a period of 30 days of the requested travel.
Accommodations will be paid out at a maximum rate per night plus applicable fees and taxes as stipulated in advance.

Expense Claim Forms are distributed at Board meetings.

In the event that a Director is unable to attend part of a board meeting, the Executive Director shall consult with the President and/or other members of the Executive Committee on whether or not PACT will be responsible for the expenses for that Director to attend the remainder of the meeting.

Where a Director wishes to extend his/her trip to carry on non-PACT business, the Director will be responsible for the additional expenses.

PACT will only reimburse expenses for Directors whose company membership dues are paid in full.

Membership Recruitment Policy

PACT shall be active in the recruitment of new members in all regions.

PACT shall promote awareness of the benefits of membership and of the qualifications for membership.

PACT shall promote understanding of the Adherence Clause and its ability to protect variations in theatre practice while continuing to maintain current standards and practices.

Recruitment of new members shall be a responsibility of Regional and Category/Caucus Board Representatives in coordination with the Membership Committee and the PACT staff where appropriate.

PACT shall submit prospective members to a process – initiated by the Membership Committee – which helps identify if membership is appropriate. It shall also identify if any prospective membership might be detrimental to the aims of the association.

The Membership Committee shall be responsible for development of membership criteria.

Effective date: 12 October 2001

Membership Termination Policy

PACT is an association of professional theatre companies and as professionals all Members are responsible for timely and accurate payment of PACT membership dues. This is necessary to
ensure a stable financial basis from which PACT will offer services and benefits to its Members.

Only PACT Members in good standing are entitled to benefits of Membership including the right to vote at meetings of Members. Membership rights and benefits are not extended to non-members.

Members who fail to remit dues in a timely fashion are subject to termination as per Clauses 4:02, 4:03, and 4:04 of the PACT Bylaws.

The Executive Director in consultation with the Treasurer and Membership Committee Chair will develop and recommend a Membership Termination Policy and Procedures. The membership Termination Procedures will take into account the best interests of both PACT and its individual Members and will seek a fair balance of these interests.

The Membership Termination Policy and Procedures will be ratified by the Board of Directors of PACT. The Membership Termination Policy and Procedures will be reviewed from time to time by the Executive Director, the Treasurer, and the Membership Committee Chair.

Effective Date: 2 October 2003

Membership Termination Procedures

Invoices for Membership Dues will be issued on or about 1 July, second notices on or about 1 September and final notices on or about 1 November each year.
On or about 1 January each year, the Membership Services Coordinator will issue a report to the Executive Director of all PACT members which have failed to remit payment.

The Executive Director will contact each Member to review the Member’s obligations to remit dues and will secure a commitment from the Member, supported by a mutually agreed date when payment of dues will be received. If the Executive Director fails to secure a commitment to pay and/or the Member fails to meet their commitment to pay, the Executive Director will initiate termination as per Clauses 4:02, 4:03 and 4:04 of the PACT Bylaws as follows below.

In Consultation with the President, Treasurer and Chair of the Membership Committee, the Executive Director will either:
a) Issue a final request for payment of dues by registered mail and if payment is not received within thirty (30) days from the date the request is sent, the Member shall be considered terminated.
or
b) In the case of a Member’s extraordinary circumstances, will recommend different termination procedures for the Executive Committee’s approval.

On termination of a Regular or commercial Member, the Executive Director shall inform the Associated Designers of Canada, Canadian Actors’ Equity Association, and Playwrights’ Guild of Canada, that the Theatre Company is no longer a Member of PACT and may not make use of any collective agreement negotiated by PACT.

Effective Date: 2 October 2003

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