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Patron Policy

Your personal information and privacy are important to us. Geordie Theatre does not sell customer or donor mailing lists. Financial information collected in the fulfillment of ticket sales is kept on file and confidential for a period of seven years, as per the requirements of the Canada Revenue Agency. Only authorized personnel have access to this information. As a patron of Geordie Theatre, you may receive information about Geordie’s plays and special events. If you do not wish to receive such information, or if you have questions, please contact us at 514-845-9810 or

Creating a Respectful Workplace – Date of Issue: November 13, 2017

GEORDIE THEATRE values the diversity of its workforce, its patrons and visitors and is committed to providing a work environment supportive of human dignity and respect. It is the policy of GEORDIE THEATRE to ensure that every employee and artist is entitled to a workplace free of intimidation, discrimination, harassment and workplace violence. Such acts in any form will not be tolerated on our premises, while conducting our regular course of business, functions or events. We acknowledge our responsibility to support and assist persons subject to violence and harassment and to take appropriate action to stop such conduct. This policy pertains to all employees and extends to all GEORDIE THEATRE activities. GEORDIE THEATRE goes beyond the Quebec legislative requirements in pursuing a safe workspace, as outlined below.


The Canadian Human Rights Code defines harassment as meaning:

“Engaging in a course of vexatious comment or conduct that is or ought to be reasonably known to be unwelcome”. Vexatious is defined as “distressing” or “annoying”. In Quebec legislation, the form of bullying recognized is psychological harassment. The psychological harassment definition in the legislation is any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures that affects an employee’s dignity or psychological or physical integrity and results in a harmful work environment for the employee.” (LS Act, s. 81.18)

A single serious incidence of such behaviour that has a lasting harmful effect on an employee may also constitute psychological harassment however the act’s definition assumes that vexatious behaviour must take the form of conduct, comments, actions or gestures are repetitive in nature, i.e. continuity over time. Harassment can be distinguished from normal, mutually acceptable socializing in that it is offensive, insulting, intimidating, embarrassing, hurtful, malicious and creates an uncomfortable work environment.

The Canadian Human Rights Code prohibits discrimination and harassment based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered. Personal harassment, not based on one of these prohibited grounds, can be equally demeaning, intimidating or humiliating and is also covered by this policy. Management will treat any complaint of harassment with seriousness, sensitivity and discretion. Confidentiality will be maintained wherever possible. Exceptions will only be made where disclosure is necessary for the purposes of conducting a proper investigation, taking appropriate disciplinary/corrective measures, or where required by law. Points to remember about harassment.

  • Harassment can be present in every job level and occupation
  • Harassment is defined by the perceptions of the recipients of the behavior, not by those of the harasser
  • Harassment is about power and control

Workplace harassment ranges from subtle to blatant behaviour and can be expressed in a number of ways which includes, but is not limited to, the following examples:

Sexual Harassment:

Sexual harassment may be broadly categorized into two main components:

  1. Where a person in a position to confer, grant, or deny a benefit or advancement to a person:
  • makes employment or benefits from employment, such as promotions, good performance ratings, etc. conditional upon the employee’s acceptance of sexual advances
  • threatens to or makes reprisals when an employee rejects a sexual advance
  1. Where the work environment becomes “poisoned when the conduct or comments of the supervisors or fellow employees create a hostile work environment.

Sexual harassment may include, but is not limited to:

  1. Unwelcome remarks, jokes, innuendos, or taunting about a person’s body, attire or sex
  2. Practical jokes of a sexual nature which cause awkwardness or embarrassment
  3. Displaying pornographic pictures or other offensive material
  4. Leering (suggestive staring) or other gestures
  5. Unnecessary physical contact such as touch, patting or pinching
  6. Suggestive or offensive remarks or unwelcome questions or discussions about sexual activities
  7. Sexual propositioning
  8. Sexual assault

Examples of Racial or Ethnic Harassment

  1. Displaying of racist, derogatory or offensive pictures or materials.
  2. Unwelcome remarks, jokes, innuendoes or taunting about a person’s racial or ethnic background, colour, place of birth, citizenship or ancestry.
  3. Refusing to converse or work with an employee because of his or her racial or ethnic background.
  4. Insulting gestures or practical jokes based on racial or ethnic grounds which cause embarrassment or awkwardness.


Workplace violence is defined in the Occupational Health and Safety Act as the exercise, or the attempt to exercise, physical force by a person against a worker, in a workplace, that causes or could cause physical injury, or a statement or behaviour that is reasonable to interpret as a threat to exercise physical force that could cause injury. No forms of violence will be tolerated in the workplace on the part of employees and artists, managers, patrons, suppliers or visitors. Every effort will be made to identify possible sources of violence and to implement procedures which eliminate or minimize the risks created by such situations. Any acts of violence or threats of violence in the workplace are unacceptable. GEORDIE PRODUCTIONS is committed to the prevention of workplace violence and to responding appropriately if workplace violence does occur. It is up to each employee to report any threat or act of violence. Employees who initiate or are a party to acts of violence or aggression may be subject to discipline up to and including dismissal.

Examples of Violence in the Workplace:


  • Actual and attempted acts of physical violence such as hitting, punching, slapping or kicking
  • Threats of physical violence or intimidation
  • Intimidation causing fear or anxiety
  • Other acts of physical aggression, such as the deliberate destruction of or damage to property, especially where such actions are meant to intimidate one or more individuals.

Management Responsibilities

GEORDIE THEATRE will ensure that complaints are handled with sensitivity and incidents of violence, discrimination, intimidation or harassment are discontinued as quickly as possible upon Geordie Theatre’s awareness of it and to ensure protection from retaliation for any employee who has made a complaint in good faith. There shall be no reprisal or negative job consequences from GEORDIE THEATRE against any individual who, in good faith, reports an incident of harassment, discrimination or workplace violence or who participates in an investigation.

Confidentiality will be maintained whenever possible. Information which relates to potentially violent individuals will be provided only on a need to know basis.

Employee Responsibilities

It is the responsibility of employees to show respect for others both in the workplace and in any capacity where they are representing GEORDIE THEATRE. Employees are responsible for their actions and are expected to change their conduct when advised that their behaviour is not acceptable to others.

Procedures to Deal with Harassment, Discrimination or Workplace Violence

Whenever possible, let a harasser or abuser know that his or her behavior is unacceptable and that it must stop immediately. Sometimes not speaking up can be interpreted as consent, whereas at other times a simple warning from the person on the receiving end of such conduct or comments may be enough to correct the problem. Keep a record. Write down dates, times, any witnesses, what was said or done, when and by whom. Documentation is extremely important especially if the harasser does not stop or if the violence or harassment is serious and justifies a formal complaint.

Where an employee is not comfortable communicating directly with the harasser or abuser, report the incident (s) to Kathryn Westoll, Managing Director and/or Mike Payette, Artistic Director. At this point, the employee can either file a complaint, or have Kathryn and/or Mike speak with the alleged perpetrator.

A formal complaint consists of the employee providing a written statement indicating the events, dates, times, witnesses. Kathryn Westoll and Mike Payette, as senior management of Geordie Theatre, and one board member of Geordie Productions, (hereinafter collectively called the Geordie Human Resource Team), will conduct a detailed investigation, which includes interviewing the complainant, the alleged offender(s) and any other person who may provide information. Information received will be received in the strictest confidence possible.

Investigation of Reported Incidents

All workers, including contractors, must co-operate fully in any investigation under these guidelines. Any report of workplace violence or potential of workplace violence will be fully investigated. The report will provide details of the violent incident, or potential of violence, including dates, times, places, names of individuals involved and names of any witnesses. The person filing the report will be advised that the Geordie Human Resource Team will conduct an investigation.

– The investigation will include interviews with the person who filed the report, any relevant individual(s) named in the report, and relevant witnesses. External agencies specializing in issues of workplace violence, and/or the police, may be informed or consulted during this process or in regard to any incident or complaint of workplace violence.

– the Geordie Human Resource Team will meet with the respondent (if the person is an employee) and provide, or forward, a copy of the complaint to him/her, and provide him/her with an opportunity to respond. The respondent will be advised that the Geordie Human Resource Team will conduct an investigation. This investigation would include interviews with the complainant, the respondent and, if necessary, any relevant witnesses. There may be a request for written response from the respondent within ten days.

– Following the investigation, the Geordie Human Resource Team will provide a written report of recommendations to address the incident or potential of violence, which may include (but not be limited to): disciplinary action of the person responsible for the violence (if another employee), requirement to provide a formal apology, appropriate counselling for those involved, and/or discussion with the aggressor regarding expected and appropriate workplace behaviour and responsibilities. At the discretion of the Geordie Human Resource Team, a report may be provided to the complainant, the respondent and any affected parties.

– Complaints that are found to be trivial, frivolous, vexatious or made in bad faith may result in disciplinary action against the complainant. The severity of the action will depend on the seriousness and impact of the complaint.

Once the investigation is complete, the parties involved will be advised of the outcome of the investigation. Any recommendation or actions that arise as a result of the complaint will be provided to the appropriate parties.

There will be a follow-up to monitor the working relationship of the parties involved.

If you have been subjected to workplace violence, immediately report the matter to the appropriate manager for investigation and response.

Notwithstanding the above, where there is an extremely urgent and/or life-threatening situation in the workplace, particularly with regard to serious violence, the most important concern is for the immediate safety and well-being of the affected employee. Depending upon the situation, the most immediate need may be to call the police, fire department or paramedics. Employee safety and security is of paramount importance and therefore, common sense must prevail.

If you have any questions regarding the above policy you may contact Kathryn Westoll, Managing Director, and/or Mike Payette, Artistic Director.


Box Office Questions

Not to worry, we at Geordie understand things come up! Up until 2 hours before the show that you have tickets for, we can exchange your tickets for another performance of the same production. Simply call our box office beforehand to arrange your exchange: (514) 845-9810. Exchanges cannot be made after a missed performance.

Doors open 30 minutes before showtime, we suggest that you arrive at least 15-20 minutes before showtime, but be aware seating is general admission. Tickets can be picked up starting 1 hour before the show.

To redeem a coupon or gift certificate, please call the Geordie office at (514) 845-9810 and quote the certificate number. Coupons and vouchers cannot be redeemed at the door without a reservation.

Coupons or certificates can only be used when ordering tickets and cannot be redeemed for monetary value after a ticket transaction is completed. You can hold onto the coupon and use it for another performance within the same season.

D. B. Clarke Theatre

The D.B. Clarke Theatre is located at 1455 boul. de Maisonneuve West, in the basement of Concordia’s Henry F. Hall Building (Corner of Maisonneuve and Bishop).

By metro, take the green line to Guy-Concordia station. Walk 1.5 blocks east on boul. de Maisonneuve West.

There are several options for on-street and off-street parking near the theatre. Click here for more details: Parking at the D. B. Clarke Theatre.

Yes it is wheelchair-accessible, but there is some coordination necessary to access the elevator, so please give us as much notice as you can by calling (514) 845-9810 or emailing

For more details on accessibility at the D. B. Clarke Theatre, visit our Accessibility page.

Segal Centre

The Segal Centre is located at 5170 chemin de la Côte-Sainte-Catherine.

By metro, take the orange line to Côte-Sainte-Catherine station. Walk 450 metres southwest on chemin de la Côte-Sainte-Catherine. The Segal Centre will be on your left.

Free parking is available on the streets around the Segal Centre. Please take note of certain restricted hours as indicated on street signs. Click here for more details: Parking at the Segal Centre.

There are two spots reserved for disabled parking permit holders by the side entrance on Westbury street. However, they fill up very quickly.

Yes it is! Please notify us in advance so that we can reserve accessible seats for you. Call (514)845-9810 or email

For more details on accessibility at the venue, visit our Accessibility page.

General Questions

Our 2Play touring shows are always followed by a question and answers period. Our Mainstage shows also have a talkback after most performances, with some exceptions. Of course, if you attend a performance that does not have a talkback, or if you don’t get a chance to ask your question, feel free to contact us and we will be happy to answer you!

Yes! Geordie Productions Inc. is a registered charitable not-for-profit organization. Our charitable registration number is #11893 6962 RR0001. Please support us by making a tax-deductible donation.

A “Geordie” is a name for person from Northern England, sort of like how we call someone from Nova Scotia a “Bluenoser” or from Newfoundland a “Newfie”. Elsa Bolam, Geordie’s Founding Artistic Director, is originally from this region in England. She’s a “Geordie” so that’s why she chose it for the name of the company!

The plays Geordie puts on are performed by professional adult actors. If your child is interested in learning about theatre, check out the Geordie Theatre School (GTS) for classes that culminate in a year-end show. Don’t forget: one of the best ways to hone your skills as a young actor is to watch professionals at their craft!

Geordie is committed to producing theatre of the highest caliber, and our Mainstage series features Montreal’s finest professional talent. We are proud to support Canadian professional actors, directors, and stage managers by working with artists who are members of the Canadian Actors Equity Association, and by working with other theatre companies who are also members of the Professional Association of Canadian Theatres (PACT).

Geordie is also committed to nurturing young talent. Every year we feature two to three emerging artists in its 2Play Tour and often draw our scripts from local playwrights. To be exact 24 plays have been premiered by Geordie in the last 10 years many of which have gone on to achieve renown both in Canada and internationally!

Only under special circumstances. In the 2009-2010 Season we were thrilled to present Thrice Upon A Time… in French on Sunday, February 7th at 1pm. This was made possible as ThéâtreDynamO was touring the show in French to the rest of the province. For great French-language theatre for young audiences year-round in Montreal, check out La Maison Théâtre.

For Artists

Auditions & Job Opportunities

Auditions for the 2020-2021 Season are now closed. Keep checking back for more auditions and job opportunities with Geordie Theatre!


Script Submissions

If you are a playwright/creator who would like us to consider your script for further development and/or future seasons, please send the following to

  1. Play Title
  2. Recommended Age of Audience
  3. A Brief Synopsis
  4. Past production/development history, if applicable 
  5. A sample or full script (PDF Format), if applicable

Geordie is always looking to foster new relationships with emerging and established artists alike, from various backgrounds and abilities. We are so grateful for the amazing playwrights that have allowed us to bring their stories to life!

Geordie Theatre is located on the unceded Indigenous lands of the Kanien’kehá:ka (Mohawk) nation of the Haudenosaunee Confederacy. Tiotià:ke (known as Montréal) has existed as a meeting place of many First Nation peoples, including but not limited to the Abenaki , Anishinaabeg (Algonquin), and the Huron-Wendat. We extend our deepest respect to the elders of these communities and to all Indigenous peoples who carry the history of this island’s land and waters – caring for it and calling it home. We are honoured and privileged to share stories on this land.

We wish to also acknowledge that we are grateful to those seeking sustainable solutions to our global climate crisis, so that we may continue to inspire and challenge our audiences near and far.