 The Clarinet BBoard
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Author: Paul Aviles
Date: 2015-05-31 16:20
The full article is just rife with material on which to comment. I for one find the situation sad, but it is not terribly uncommon either. There have been some pretty famous riffs amongst principal players in major orchestras over the years that never got to this level (publicly, legally, career wise). There was at least one musician in a major symphony who got pretty hot under the collar regularly and that person was finally removed.
The last words in the article in defense of the oboist are, "It (his orchestral spot) is his life." I would hasten to add then that the responsibility lands squarely on the shoulders of each member of a well reputed and well paying ensemble to always comport themselves with that in mind. There is ALWAYS someone else (as we all know) who is MORE talented than you, who is waiting for a chance at that very chair.
There is no such thing as "too much gratitude."
............Paul Aviles
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Author: Lelia Loban ★2017
Date: 2015-05-31 23:13
What a messy situation. I can imagine a lot of ways in which there could be two (or three, or four) sides to the stories of the various incidents with this player -- especially the part where he mocked a colleague by imitating her gestures. That kind of behavior can fall anywhere on the spectrum between good-humored ribbing between colleagues who like and respect each other and ugly harassment from a bully -- and the target may have trouble figuring out exactly what the person who's doing the teasing means by it.
Lelia
http://www.scoreexchange.com/profiles/Lelia_Loban
To hear the audio, click on the "Scorch Plug-In" box above the score.
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Author: elmo lewis
Date: 2015-06-02 02:42
Over at <www.adaptistration.com> there is an article on this topic with a link to a past 18 page blog post by Mr. Roy outlining his complaints against management, the music director, and some colleagues. It's interesting to hear his point of view.
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Author: Paul Aviles
Date: 2015-06-02 04:03
Well after reading just the synopsis I am almost to the point of making my own inappropriate comments.
Still though this is the most dismaying:
"It never ceases to amaze that the lion’s share of professional orchestras, even those in the largest budget tiers, have absolutely zero indoctrination processes for artistic personnel. What that means is the orchestra’s musicians, staff conductors, and music directors enter the workplace without ever having someone explain key HR policies and procedures (assuming they even exist) such as ethical conduct principles, discrimination and sexual harassment prevention, workplace privacy, compliance, conflicts of interest prevention, formal complaint processes, workplace violence prevention, health and safety, use of company equipment, etc. etc. etc."
So the solution to this being a problem would be to have more "I"s dotted and "T"s crossed and to hire more lawyers.
I was under the impression that to get to this level everyone already had some experience WORKING WITH OTHER PEOPLE.
This is exactly what we get (I refer to the quoted paragraph) when we run music ensembles like multi million dollar corporations (whether their budget is close to that or not). Oh, and we also lose sight of making music for the love of music and because audiences enjoy listening to intelligently rendered, well crafted music.
..................Paul Aviles
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Author: ClaireAnnette
Date: 2015-06-03 18:29
I have had work where everyone must have routinely scheduled training.
Generally, in work situation, it is based on how the recipient of the said behaviors perceived those, not on how the instigator intends them.
If one directs a behavior towards another, and the latter does not appreciate it; it means THEY, are perceiving it as undesirable and that it makes that individual feel uncomfortable. It could be considered harassment.
So, it is based on the the recipient's reaction/feelings to behavior (statement, gesture, etc.)
If recipient requests that the behavior cease, it should cease. But, remember, other person may be offended (feel uncomfortable) and not even say something about it at the time.
This could even be their perception of a behavior towards a third party (watching someone imitate another, a statement made during a meeting towards staff, etc.) EVEN IF everyone else finds the behavior humorous or not at all a problem.
The recipient of the behavior need not figure out the intent. Obviously, this is because no one thinks alike and anyone would have to be guessing at the intent. Even if the "offender" saying it was meant as a joke and everyone was laughing.
It is up to the individual dishing out the behavior to understand that this behavior is not acceptable to the other's perception. To understand what are expectations for proper behavior: usually spelled out in great detail in employee manuals. (Which are generally based on legislation with company expectations included. Example: a well known chain that wishes employees to say, "Bless you" to clients. Realizing that may be offensive to some who may believe otherwise.)
Finally, all need to think before we act or say in work environment. Be respectful of others. Realize diversity. Consider actions that benefit productivity and good working relationships. Think ahead as to what we KNOW is improper (like certain slang descriptors) and how another might feel.
The point is that no one should be made to feel uncomfortable or unsafe in their work environment. If management is informed and behavior continues, with no consequences or ineffective consequences; that is also a failure in the work environment.
And I agree, I do not think, in general, performing arts organizations provide the level of Training in employment issues that they should. it is a shame society is to the point we have to train as to mostly common sense courtesy.
It seems from information we have on this, there were failures at all levels.
In my opinion IF those feeling offended reported this through proper channels and the managers let it persist as it did with no apparent effective advisement, they have failed also. Part of resolution needs to include EEO and diversity. Ensure all parties understand expectations.
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Post Edited (2015-06-03 18:34)
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Author: GeorgeL ★2017
Date: 2015-06-03 19:30
It may not apply in this situation, but are orchestra musicians typically 'at will' employees, which means they can be let go for any legal reason? If a better player comes along, in a typical professional orchestra, can a member be replaced at any time?
Whatever paperwork exists, this problem probably will be resolved by lawyers who are paid more per hour than the involved musicians are paid per week.
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Author: EaubeauHorn
Date: 2015-06-03 21:48
Behavioral issues are very often undiagnosed medical issues, and the lament is that the vast majority of physicians out there do not know how to diagnose them properly.
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Author: Paul Aviles
Date: 2015-06-03 23:20
Ok, I don't necessarily think phenomenal musicians are above human frailties, but there is a tendency for the educated amongst us to have the natural wherewithal to avoid these situations.
Also, in real working ensembles, you are running in from lessons or some such other commitment, sitting down for a whirlwind rehearsal to get group interpretation down cold, and then you are off again to a recording session or other gig or lessons or some other such commitment.
It's NOT HIGH SCHOOL. There just isn't enough "leisure together time" (usually) to test each other's tolerances for what is offensive and what is not offensive. If the Buffalo Symphony has that much free time on their hands, they need to have more rehearsals and performances in their concert schedule.
...............Paul Aviles
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Author: Mark Charette
Date: 2015-06-03 23:50
Paul Aviles wrote:
> Ok, I don't necessarily think phenomenal musicians are above
> human frailties, but there is a tendency for the educated
> amongst us to have the natural wherewithal to avoid these
> situations.
Oh, BS. Because of the number of flights I take every year I get to sit in 1st class almost all the time. The percentage of educated twits who are just arrogant boors with no decorum, etiquette, or common sense is amazing. I'm sitting next to one right now.
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Author: kdk
Date: 2015-06-04 00:06
DavidBlumberg wrote:
> There is tenure involved with Pro Orchestras
>
Often not for principal players. Their contract language would make a difference in the legal positions.
Karl
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Author: kdk
Date: 2015-06-04 00:08
Paul Aviles wrote:
> Also, in real working ensembles, you are running in from
> lessons or some such other commitment, sitting down for a
> whirlwind rehearsal to get group interpretation down cold, and
> then you are off again to a recording session or other gig or
> lessons or some other such commitment.
> ...If the Buffalo
> Symphony has that much free time on their hands, they need to
> have more rehearsals and performances in their concert
> schedule.
Much of this seems to have been going on *during* rehearsals.
Karl
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Author: ClaireAnnette
Date: 2015-06-04 07:12
Education does not always equate with "common sense" or intellectual or emotional IQ. For those of us in a certain generation, we think just what you said.
But for some, well, businesses actually have to teach basic job skills. And older workers have to be taught cultural diversity about younger folk. Very interesting times we live.
As a result, we all need to strive tolerance and respect.
My view at this point of my development is this: for most of us "life" is just not an easy endeavor, it benefits no one to make life more difficult for me or others.
Unfortunately I may be only one of this viewpoint, so there are plenty willing to make my life more difficult on top of everything! Sigh.
This behavior reminded me of middle school!
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Author: Paul Aviles
Date: 2015-06-04 15:58
I've gotten to the heart of the problem: It's MY FACE
Most the population today is used to posting everything that happens to them every minute of the day and what they like and what they don't like. If others appreciate what you say, you get "LIKED." If they hate you for it, they "UN-FRIEND YOU." But life doesn't work that way. We have to get....JOBS and at JOBS you may have to work closely with someone who would "UN-FRIEND YOU."
Also, there used to be a time when our most personal thoughts went into a device that used to be called "A DIARY" (if we even cared to write any of that down). And back in those days, if those thoughts were under ongoing litigation, no one else would be able to read it but those involved in the legalities.
So we just need to get rid of MY FACE and we can all get back to business as usual.
.................Paul Aviles
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Author: Lelia Loban ★2017
Date: 2015-06-04 18:20
ClaireAnnette wrote,
>If recipient requests that the behavior cease, it should cease. But, remember, other person may be offended (feel uncomfortable) and not even say something about it at the time.
>
And that's part of the problem. The victim has not only the right but a responsibility to say something and to say it early, when it's still possible to say it in a gentle and collegial manner. That way there may be reasonable hope of coming to an understanding, changing the behavior and getting along well in the future, instead of simply provoking a confrontation. Failing to say anything to the perpetrator, then going behind his or her back to management with an unexpected accusation, is unfair -- and puts management in an awful position.
By this point, the bad behavior may have worsened so much that the victim is *afraid* to say anything to the perpetrator, so management can't really force the victim to go back and deal as he or she should have done in the first place. Once the victim decides things have gone so far that he or she has no choice except to rat out the perpetrator to management, it's too late: confrontation will happen. It will get ugly.
The person who commits the annoying or hostile-seeming behavior may not even be aware that someone's bothered by it (may think the other person enjoys what the perpetrator perceives as harmless humor) until suddenly management says, "Behave or you're fired!" or even, "You're fired!" I think that a person who truly didn't realize he or she has been doing something offensive, then gets hit with a sudden accusation and threat of firing, would react with anger at both management and victim.
From that point, co-workers will take sides. Lawsuit or not, there's no possiblity of a satisfying outcome for anybody involved, including a victim who "wins" when the perpetrator gets fired. From now on, some co-workers will view that victim with fear, anger and suspicion, and will warn new hirees, "Watch out." Welcome to the toxic environment, stage 2.
Lelia
http://www.scoreexchange.com/profiles/Lelia_Loban
To hear the audio, click on the "Scorch Plug-In" box above the score.
Post Edited (2015-06-04 18:20)
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Author: ClaireAnnette
Date: 2015-06-04 23:35
There is a protocol established by EEOC, and yes, the offended party must go through those procedures. Absolutely.
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