Ojai Music Festival (OMF) is committed to providing a workplace free of sexual harassment and discrimination (which includes harassment or discrimination based on pregnancy, childbirth, and related medical conditions) as well as unlawful harassment and discrimination based on such factors as race, color, religious creed, national origin, ancestry, age for individuals over forty years of age, physical disability, mental disability, medical condition, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, citizenship status, military and veteran status, denial or use of family and medical care leave, and any other factor made unlawful by federal, state, or local law. OMF strongly disapproves of and will not tolerate unlawful harassment or discrimination against employees by supervisors or co-workers, as well as by third parties in the workplace or with whom the employee comes into contact in connection with their employment. This policy applies to all OMF employees, paid or unpaid interns, volunteers, and any other persons providing services to OMF pursuant to a contract.
Harassment includes verbal, physical, and visual conduct, as well as communication though electronic media of any type, that creates an intimidating, offensive or hostile working environment or interferes with work performance. Such conduct constitutes harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the harassment interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. Harassing conduct can take many forms and includes, but is not limited to, slurs, jokes, statements, gestures, pictures, or cartoons regarding an employee’s sex, race, color, national origin, religion, age, physical disability, medical condition, ancestry, marital status, sexual orientation, gender, gender identity veteran status, or other protected status.
Sexually harassing conduct in particular includes all of these prohibited actions as well as other unwelcome conduct such as requests for sexual favors, unwelcome sexual advances, verbal conduct of a sexual nature (for example name calling, suggestive comments, or lewd talk) or physical conduct (including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex or any other protected basis). An employee who unlawfully harasses a co-worker may be personally liable for the harassment.
If an employee believes he/she or a co-worker has been subjected to any form of unlawful discrimination or harassment, including sexual harassment, they should immediately contact their supervisor or Managing Director either orally or in writing. A supervisor who learns of any misconduct which may be in violation of this policy or learns of an employee’s complaint or concern about a possible violation of this policy must immediately report the issue to the Managing Director.
Upon receipt of any complaint, OMF will immediately undertake a prompt, impartial, and thorough investigation conducted by qualified personnel, preserving confidentiality to the extent possible. The investigation will provide all parties appropriate due process and reach reasonable conclusions based on the evidence collected, as well as determine appropriate options for remedial action to resolve the situation. If an employee has a complaint being investigated under this policy, he/she can find out about the progress of the investigation by contacting the Managing Director.
Retaliation against OMF employees or any other person for the good faith reporting of possible acts or incidents of discrimination or harassment, as well as participation in any workplace investigation, will not be tolerated. If an employee believes he/she or a co-worker have been subjected to any form of unlawful retaliation, he/she should immediately contact his/her supervisor or Managing Director, either orally or in writing. Upon receipt of a retaliation complaint, OMF will undertake an investigation consistent with the provisions of this policy. OMF employees shown to have engaged in such retaliation will be disciplined, up to and including termination.
Sexual harassment and retaliation for opposing sexual harassment or participating in investigations of sexual harassment are illegal. In addition to notifying the OMF about discrimination, harassment, or retaliation complaints, affected employees may also direct their complaints to the California Department of Fair Employment and Housing (DFEH), which has the authority to conduct investigations of the facts. The deadline for filing complaints with the DFEH is one (1) year from the date of the alleged unlawful conduct. If the DFEH believes that a complaint is valid and settlement efforts fail, the DFEH may seek an administrative hearing before the California Fair Employment and Housing Council (FEHC) or file a lawsuit in court. Both the FEHC and the courts have the authority to award monetary and non-monetary relief in meritorious cases. Employees can contact the nearest DFEH office or the FEHC at the locations listed in OMF’s DFEH poster or by checking the state government listings on line or in the local telephone directory.
Armed with a diverse spectrum of repertoire and eclectic musical interests, cellist Jay Campbell has been recognized for approaching both old and new works with the same probing curiosity and emotional commitment. His performances have been called “electrifying” by The New York Times, “gentle, poignant, and deeply moving” by the Washington Post, and on WQXR by Krzysztof Penderecki for “the greatest performance yet of Capriccio per Sigfried Palm”. A 2016 recipient of the prestigious Avery Fisher Career Grant, Jay made his debut with the New York Philharmonic in 2013 and worked with Alan Gilbert in 2016 as the artistic director for Ligeti Forward for the New York Philharmonic Biennale. 
American classical singer Julia Bullock is “a musician who delights in making her own rules” (New Yorker). Combining versatile artistry with a probing intellect and commanding stage presence, she has headlined productions and concerts at some of the preeminent arts institutions worldwide. An innovative programmer whose artistic curation is in high demand, her curatorial positions include collaborative partner of Esa-Pekka Salonen in 2020-21, his inaugural season as Music Director of the San Francisco Symphony; 2019-20 Artist-in-Residence of the same orchestra; Artist-in-Residence of London’s Guildhall School for the 2020-22 seasons; opera-programming host of new broadcast channel All Arts; and 2018-19 Artist-in-Residence of New York’s Metropolitan Museum of Art. Chosen as a 2021 “Artist of the Year” by Musical America, which hailed her as an “agent of change,” Bullock is also a prominent voice of social consciousness.
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veggies. Now in its 20th year, the combination café, bakery, smoothie bar and market is owned by the husband-and-wife team of farmer Steve Sprinkel and registered dietitian “cook” Olivia Chase. Their 10-acre plot at the former Honor Farm supplies not just the cafe and market but an in-house CSA, the new Thursday-afternoon 
Avocado root rot swept through the region in the late 1970s, inspiring the roughly 15-acre 
Niloufar Shiri
Shelley Burgon is a harpist, composer and sound artist who writes and performs ambient
Laura Walter received a Master of Music degree in Flute Performance from the University of Kentucky. She studied flute with various members of the Cincinnati Symphony, New York Philharmonic and the London Symphony. She serves on the faculty of Westmont College and also performs with the Santa Barbara Symphony, Opera Santa Barbara, as well as local choral societies. Laura has performed with several orchestras across the country, is active as a clinician and competition adjudicator, and has established and conducted flute choirs at colleges and festivals across the country.
ABOUT THE ARTIST