Studio Questions and Policies
Parent Portal
Please ensure to keep your information, and that of all students, current in the Parent Portal.
Click here for a video to introduce the Portal to you.
Every class you attend, even for a free trial, MUST be booked through the Portal!
There is an app for the Portal so you can have it on your phone. Download the app from the Apple store or Google Play store
Snow Days
A decision on closing the studio for a snow day will be made by noon, and emailed to everyone, as well as posted on our blog. Regardless of the studio being open or closed, safety is first, please never take a risk in bad weather.
Attendance
Attendance is tracked for every class. We expect a commitment to attend each class, and arrive ten minutes before the beginning of each class, which is best for the dancer, and their classmates as well.
Registration Fees
THERE ARE NONE! That is right, NADA, $0!
Stuart and I do a lot of work in the background, but we want to welcome everyone back, finally in a mostly post COVID life.
Dress Code - Children
5,6,7,8 shirts, leotards, shorts/pants/tights and of course shoes. All of these items are available in the online store, in your portal! Hair must be back in at least a tight pony. If you come improperly dressed more than three times your family will be charged a $50.00 fee.
Class Behaviour
Respect is given and expected at all times. If someone is having an off day at the studio, they may be asked to take a break from class, or go home and return the next class, so all students can benefit from each experience.
Missed or Cancelled Classes
We do not refund for cancelled or missed classes but recommend that you take the opportunity to bring your dancer to another class to make up for lost time.
Monthly Billing Option
Instead of paying for the entire season up front, we are pleased to offer the option to spread out the payments over the season, and pay in equal monthly amounts, on the first of each month.
To take advantage of this, you must be on AUTO PAY, which is setup in the portal. Should the auto pay fail, or be turned off, the remainder of the season tuition is due in full immediately. If a dancer has decided to stop dancing during the season, the remaining balance is still due in full as that spot was held for the dancer, for the entire season.
Adult Classes
All Adult Classes are drop in classes.
Adult Dance classes can be paid per class, or by using a dance card (which saves you money!).
All Adult Dance classes must be registered at least 24 hours in advance of the class.
Refunds
As our classes are filled based on a commitment to the entire season, refunds are not available for any reason.
COVID
All instructors and staff who are eligible for vaccination must be fully vaccinated.
If you are feeling sick, or have been advised to stay home by the school assessment tool, or health professional, you must also stay home from dance. The protocols to return to school or work, will be followed by 5678 Dance to determine when you can return to the studio.
Abuse & Harassment Policy & Procedures
1. Policy Statement
The Organization provides a safe and respectful environment free from abuse and harassment where all persons are treated with respect and fairness. This includes Directors, volunteers, staff, members and consumers.
2. Abuse Policy
There shall be no abuse and neglect, whether physical, emotional or sexual of any person. We expect every parent, volunteer and staff member to take all reasonable steps to safeguard the welfare of its members, participants or consumers and protect them from any form of maltreatment.
a. Definitions of Abuse
Child Abuse: is any form of physical, emotional and/or sexual mistreatment or lack of care that causes physical injury or emotional damage to a child. A common characteristic of all forms of abuse against children and youth is an abuse of power or authority and/or breach of trust. A child is considered any person under the age of 18.
Emotional Abuse: is a chronic attack on a child’s self-esteem; it is psychologically destructive behaviour by a person in a position of power, authority or trust. It can take form of name-calling, threatening, ridiculing, berating, intimidating, isolating, hazing or ignoring the child’s needs.
Physical Abuse: is when a person is a position of power or trust purposefully injuries or threatens to injure a child or youth. This may take the form of slapping, hitting, shaking, kicking, pulling hair or ears, throwing, and shoving, and grabbing, hazing or excessive exercise as a form of punishment. Neglect: is chronic inattention to the basic necessities of life such as clothing, shelter, nutritious diets, education, good hygiene, supervision, medical and dental care, adequate rest, safe environment, moral guidance and discipline, exercise and fresh air.
Sexual Abuse
Duty to Report Anyone having reason to believe that abuse of a child, under the age of 18 years, has occurred must report the matter to a Child Protection Authority or police. The person making the report of child abuse is not required to determine if the abuse is caused by the child’s parent or by another person. However, the person making the report will be required to give all available information to the Child Protection Authority or to the police to assist with any investigation.
3. Harassment
To foster an environment and culture that does not tolerate harassment of any kind, including of a sexual nature.
a. Definitions
Complainant: The individual or individuals who have been identified by themselves or a third party as the possible victim(s) of abuse or harassment.
Respondent: The individual or individuals who have been identified as using behaviours or words that may ultimately be viewed as abuse or harassment.
Intervenor: The Intervenor is an adult appointed by the organization to oversee the investigation of the complaint. Intervenors have a responsibility to remain neutral throughout their involvement with the complaint.
Harassment: a form of conduct that is cruel, intimidating, humiliating, offensive or physically harmful. Types of behaviour that constitute harassment could include, but are not limited to: (1) hostile verbal and non-verbal communications; (2) condescending, patronizing, threatening or punishing actions that undermine self-esteem or diminish performance; (3) unwelcome remarks and/or jokes, innuendo or teasing about a person’s looks, body, attire, age, ethnic or national origin, religion, sex or sexual orientation; (4) leering or other suggestion or obscene gestures; (5) practical jokes that cause awkwardness or embarrassment, endanger a person’s safety; (6) any form of hazing; (7) any form of physical assault; (8) sexual harassment, as defined in this policy; (9) retaliation or threats of retaliation against an individual who reports harassment.
Sexual Harassment: unwelcome sexual remarks or advances, requests for sexual favours or other verbal or physical conduct of a sexual nature when: (1) submitting to or rejecting this conduct is used as the basis for making decisions that affect the individual; or (2) such conduct has the purpose or effect of interfering with an individual’s performance; or (3) such conduct creates an intimidating, hostile or offensive environment.
b. Procedures for Receiving and Responding to a Complaint
A person who thinks he or she has been subjected to conduct which constitutes harassment under this policy and/or any person who witnessed harassment, is encouraged to make it known to the other person responsible for the conduct that the behaviour is unwelcome, offensive and contrary to this policy. If confronting the person is not possible or if after confronting the person the behaviour continues, the person who has experienced the harassment, who has witnessed the harassment, or who believes that harassment has occurred should report the matter the Intervenor. Once an incident is reported, the role of Intervenor is to serve in neutral, unbiased capacity in receiving the report of the incident and assisting in an informal resolution of the complaint, where this is appropriate.
c. Investigation and Formal Resolution When it is determined that the compliant cannot be resolved through informal means, a formal written complaint will be required by the Complainant. The Intervener will review and clarify the written complaint with both the Complainant and the Respondent and ensure both parties have been provided with copies of the policy and procedures documents. The respondent will be asked to provide written response to the complaint within seven (7) calendar days of receiving the written complaint. The Complainant will be provided with a copy of this response immediately. The Intervener will then conduct any further investigation required and provide a written report to the Organization.
d. Interim Measures The Organization may impose interim measure pending the investigation and dispositions of a complaint. The Interim measures are not sanctions, and they may take many forms, including but not limited to: (1) Limitations on the continued involvement of the Respondent in the organization’s activities; (2) Suspension of the Respondent from the activities of the organization (3) Other measures as determined.
e. Reluctant Complainant At any point the complainant may become reluctant to continue with these procedures and decide to withdraw the complaint. Should this happen: (1) It will be at the sole discretion of the Organization to continue the review of the complaint in accordance to this policy. (2) If the organization believes that harassment or abuse has occurred or is occurring, then they must continue the process, even if the complaint has been withdrawn.
f. Decision After reviewing and deciding any matter, the Organization will present its finding with a copy provided to the Complainant and Respondent. This report will contain: (1) a summary of the relevant facts; (2) a determination as to whether the complaint constitutes harassment as defines in this policy; (3) disciplinary action to be taken against the Respondent, if acts constitute harassment; (4) measures to remedy or mitigate the harm or loss suffered by the Complainant, if the acts constitute harassment. If the Organization determines that the allegations of harassment are false, vexatious, retaliatory or frivolous, its report may direct that there be disciplinary action against the Complainant.
g. Discipline In directing disciplinary action, the organization may consider the following options, singly or in combination, depending on the nature and severity of the harassment and other aggravating and mitigating circumstances: (1) Written apology; (2) Letter of reprimand; (3) Referral to counselling; (4) Temporary suspension from employment, with or without pay; (5) Termination of employment or contract; (6) Any other sanction that the Organization considers appropriate in the circumstances.
4. Confidentiality The organization recognizes the sensitive and serious nature of harassment and will strive to keep all matters relating to a complaint confidential. However, if required by law to disclose information, the Organization will do so. Any allegation of emotional, physical or sexual abuse or neglect involving a minor will be reported to the Child Protection Authority or the police.