Code of Conduct

A Code of Conduct (CoC) describes how people work together. Working in theater has some specifics. Everyone should behave respectfully towards each other. It is important to us that we stand up for each other. We acknowledge that mistakes can be recognized and corrected.

At Landestheater Niederösterreich, we create art together. We do this with our individual resources, with benevolent, non-violent communication, and with respectful awareness of our own boundaries and those of others. We make theater in an - and for an - ever-changing society.

We take a stand and provide fundamental artistic inspiration. We seek to understand and show what is and what could and should be. The latter not only on stage, but also in our daily work. Theatre work takes place in interpersonal, intense, concentrated and emotionally demanding encounters. Our work is based on dignity and respect; we strive for mindful, clear and trusting communication; we treat each other with kindness and appreciation and encourage each other to prevent any form of abuse or discrimination.

This change in how we interact with each other also means saying goodbye to old habits and assumptions that may still underlie our behavior. Each and every one of us has a responsibility to recognize the effects of our own actions and to address them. If we receive feedback that we have caused someone discomfort (even unintentionally), we commit to immediately changing any offensive behavior. 

This will sometimes be uncomfortable. As we all learn new behaviors together, we will make mistakes. But we know that the way to improving collaborative work lies in this commitment and its implementation.

This document is, of course, committed to the Universal Declaration of Human Rights, labor laws, and anti-discrimination and equality regulations. It serves as a reminder of the values we want to live by in our work and in our interactions with each other. Regardless of their position and role, this document applies to everyone who works here.

Encounter

I treat others with respect, attentiveness, warmth, and courtesy—while being aware of our equal value and regardless of gender, age, religion, disability, origin, sexual orientation, and profession. Temperament is no excuse for bad behavior. Humor at the expense of others is not funny, but hurtful and degrading. I pay attention to this and take action when I witness inappropriate behavior.

Communication

I communicate openly, kindly, and clearly. I do not expect my counterpart to be able to read my mind. My attitude is solution-oriented, not focused on mistakes, shortcomings, or blame. I strive to communicate effectively and efficiently, and I formulate feedback in a constructive and empathetic manner.

Physical proximity and touch

Performing arts are physical. They also use intimacy and (controlled) boundary violation as means of expression. I am aware of the distinction between different spaces for encounters. Different spaces and situations require different agreements. I distinguish between what is permitted and appropriate within and outside of artistic work. I do not abuse the freedom of art. If I am unsure whether physical closeness and/or touching is consensual, I ask. If I receive feedback that my behavior is perceived as inappropriate, I change it.

Conflict

Conflicts can be part of the creative work process as long as they are not destructive. Especially in conflict, I remain open, attentive, and fair. I communicate nonviolently and in "I" messages. I am aware of the relativity of my perception, and assume that the other person has good reasons for their point of view. I naturally refrain from personal attacks, insults, and humiliation. Not every conflict can be resolved, but it can always be managed. If no solution can be found, I seek help from colleagues, supervisors, the works council (Betriebsrat), or conflict mediators.

Time

I treat other people's time with respect. I am always punctual, keep appointments and deadlines, and communicate any necessary changes in time. When I plan meetings, I inform all participants about the meetings` content and objective. If decisions cannot be made during the meeting, I inform the participants about the next steps. I am aware that time is the scarcest resource in our work and respect the capacities of all those involved. It goes without saying that I comply with the Working Hours Act and support my colleagues in maintaining their boundaries and making their work socially sustainable.

Managers

As a manager, I am aware of my special responsibility for complying with and implementing the rules agreed on in the CoC. I have a special role model function and am legally obliged to protect employees. I exercise the power entrusted to me responsibly and am aware that any abuse of hierarchy in the form of discrimination or favoritism, demands for non-work-related services, favors, or gifts is completely unacceptable. The Landestheater Niederösterreich is committed to a zero-tolerance policy in this regard.

Information

As a matter of principle, I provide information. I always obtain relevant information during my working hours.

At Landestheater Niederösterreich there is no place for criminally relevant behavior.

This includes:
Bullying
Abuse of power and dependency
Violence
Sexual harassment and assault
Discrimination

When employing children, particular care must be taken to ensure that their physical and mental health and development, as well as their morals, are not endangered. Special rules apply for their protection.

We, the employees of the Landestheater Niederösterreich, are committed to a zero-tolerance policy on all these points. Ultimately, compliance will be enforced by the management. The basis for this is the "Model for Cooperation and Leadership in the NÖKU Group" and the works agreement "Cooperative Behavior in the Workplace".

References to other legal sources are collected in the document "Summary of legally relevant regulations.docx." All legal texts are also available online.

Equal Treatment Act
https://www.ris.bka.gv.at/GeltendeFassung.wxe?Abfrage=Bundesnormen&Gesetzesnummer=20003395

Lower Austria Child and Youth Protection Act
https://www.ris.bka.gv.at/GeltendeFassung.wxe?Abfrage=LrNO&Gesetzesnummer=20000556

Contact points at the Landestheater:

Conflict mediators
Klara Weyerer
Mobil: 066460499 665
Mail: klara.weyerer@landestheater.net
Tue-Fr 7-17

Felix Dietlinger
Mobil: 06506354042
Mail: felix.dietlinger@landestheater.net
Tue- Sat

Contact points at Nöku:
Ombudsstelle 
ombudsstelle@noeku.at

Alexander Hauer
Mobil: 066460499 555
Mail: alexander.hauer@wachaukulturmelk.at

Roswitha Wallisch-Gepart
Mobil: 066460499759
Mail: roswitha.wallisch-gepart@tonkuenstler.at

Your works council

This CoC was developed between May and June 2025 in an open, collaborative, cross-departmental process involving several moderated workshops. We see it as a living document that will naturally be further developed and adapted as necessary.

A Code of Conduct (CoC) describes how people work together. Working in theater has some specifics. Everyone should behave respectfully towards each other. It is important to us that we stand up for each other. We acknowledge that mistakes can be recognized and corrected.

At Landestheater Niederösterreich, we create art together. We do this with our individual resources, with benevolent, non-violent communication, and with respectful awareness of our own boundaries and those of others. We make theater in an - and for an - ever-changing society.

We take a stand and provide fundamental artistic inspiration. We seek to understand and show what is and what could and should be. The latter not only on stage, but also in our daily work. Theatre work takes place in interpersonal, intense, concentrated and emotionally demanding encounters. Our work is based on dignity and respect; we strive for mindful, clear and trusting communication; we treat each other with kindness and appreciation and encourage each other to prevent any form of abuse or discrimination.

This change in how we interact with each other also means saying goodbye to old habits and assumptions that may still underlie our behavior. Each and every one of us has a responsibility to recognize the effects of our own actions and to address them. If we receive feedback that we have caused someone discomfort (even unintentionally), we commit to immediately changing any offensive behavior. 

This will sometimes be uncomfortable. As we all learn new behaviors together, we will make mistakes. But we know that the way to improving collaborative work lies in this commitment and its implementation.

This document is, of course, committed to the Universal Declaration of Human Rights, labor laws, and anti-discrimination and equality regulations. It serves as a reminder of the values we want to live by in our work and in our interactions with each other. Regardless of their position and role, this document applies to everyone who works here.

Encounter

I treat others with respect, attentiveness, warmth, and courtesy—while being aware of our equal value and regardless of gender, age, religion, disability, origin, sexual orientation, and profession. Temperament is no excuse for bad behavior. Humor at the expense of others is not funny, but hurtful and degrading. I pay attention to this and take action when I witness inappropriate behavior.

Communication

I communicate openly, kindly, and clearly. I do not expect my counterpart to be able to read my mind. My attitude is solution-oriented, not focused on mistakes, shortcomings, or blame. I strive to communicate effectively and efficiently, and I formulate feedback in a constructive and empathetic manner.

Physical proximity and touch

Performing arts are physical. They also use intimacy and (controlled) boundary violation as means of expression. I am aware of the distinction between different spaces for encounters. Different spaces and situations require different agreements. I distinguish between what is permitted and appropriate within and outside of artistic work. I do not abuse the freedom of art. If I am unsure whether physical closeness and/or touching is consensual, I ask. If I receive feedback that my behavior is perceived as inappropriate, I change it.

Conflict

Conflicts can be part of the creative work process as long as they are not destructive. Especially in conflict, I remain open, attentive, and fair. I communicate nonviolently and in "I" messages. I am aware of the relativity of my perception, and assume that the other person has good reasons for their point of view. I naturally refrain from personal attacks, insults, and humiliation. Not every conflict can be resolved, but it can always be managed. If no solution can be found, I seek help from colleagues, supervisors, the works council (Betriebsrat), or conflict mediators.

Time

I treat other people's time with respect. I am always punctual, keep appointments and deadlines, and communicate any necessary changes in time. When I plan meetings, I inform all participants about the meetings` content and objective. If decisions cannot be made during the meeting, I inform the participants about the next steps. I am aware that time is the scarcest resource in our work and respect the capacities of all those involved. It goes without saying that I comply with the Working Hours Act and support my colleagues in maintaining their boundaries and making their work socially sustainable.

Managers

As a manager, I am aware of my special responsibility for complying with and implementing the rules agreed on in the CoC. I have a special role model function and am legally obliged to protect employees. I exercise the power entrusted to me responsibly and am aware that any abuse of hierarchy in the form of discrimination or favoritism, demands for non-work-related services, favors, or gifts is completely unacceptable. The Landestheater Niederösterreich is committed to a zero-tolerance policy in this regard.

Information

As a matter of principle, I provide information. I always obtain relevant information during my working hours.

At Landestheater Niederösterreich there is no place for criminally relevant behavior.

This includes:
Bullying
Abuse of power and dependency
Violence
Sexual harassment and assault
Discrimination

When employing children, particular care must be taken to ensure that their physical and mental health and development, as well as their morals, are not endangered. Special rules apply for their protection.

We, the employees of the Landestheater Niederösterreich, are committed to a zero-tolerance policy on all these points. Ultimately, compliance will be enforced by the management. The basis for this is the "Model for Cooperation and Leadership in the NÖKU Group" and the works agreement "Cooperative Behavior in the Workplace".

References to other legal sources are collected in the document "Summary of legally relevant regulations.docx." All legal texts are also available online.

Equal Treatment Act
https://www.ris.bka.gv.at/GeltendeFassung.wxe?Abfrage=Bundesnormen&Gesetzesnummer=20003395

Lower Austria Child and Youth Protection Act
https://www.ris.bka.gv.at/GeltendeFassung.wxe?Abfrage=LrNO&Gesetzesnummer=20000556

Contact points at the Landestheater:

Conflict mediators
Klara Weyerer
Mobil: 066460499 665
Mail: klara.weyerer@landestheater.net
Tue-Fr 7-17

Felix Dietlinger
Mobil: 06506354042
Mail: felix.dietlinger@landestheater.net
Tue- Sat

Contact points at Nöku:
Ombudsstelle 
ombudsstelle@noeku.at

Alexander Hauer
Mobil: 066460499 555
Mail: alexander.hauer@wachaukulturmelk.at

Roswitha Wallisch-Gepart
Mobil: 066460499759
Mail: roswitha.wallisch-gepart@tonkuenstler.at

Your works council

This CoC was developed between May and June 2025 in an open, collaborative, cross-departmental process involving several moderated workshops. We see it as a living document that will naturally be further developed and adapted as necessary.