GENERAL POLICIES the media, inquiries from the media regarding the school, employees or students must be immediately referred to BB&N’s Director of Communications with notice to the appropriate Campus Director. Employees Driving Employees who drive on school business must complete a form, provide a valid driver’s license, and agree that the school is entitled to conduct a driving record check which may be repeated periodically at BB&N’s discretion. Please consult the Campus Director or the Chief Operating/ Financial O昀케cer before driving a personal car for school business. Employees who drive their own cars on school business are 昀椀rst covered by their personal auto insurance. Employees may not drive students Admissions and Financial Aid for Children of who are not their children in their personal vehicles for school programs BB&N Employees or activities. When employees are asked to drive a school vehicle, the BB&N values having the children of our faculty and sta昀昀 attend our school’s insurance provides coverage. Regular drivers of school vehicles school. Employee children are only priority applicants in entry years will be subject to additional screening & testing. (Beginners, Grades 6, 7, & 9). Faculty and sta昀昀 may submit applications for these entry grades. Applications for non-entry grades are Electric Bicycles/Scooters discouraged due to space and 昀椀nancial aid constraints. All applicants Electric bicycles, scooters, and other similar devices may not be must go through the standard admissions process. There is no tuition stored or charged in the school buildings due to the risk of 昀椀re. These or fee remission for children of faculty and sta昀昀. The primary bene昀椀t motorized vehicles may be stored outside on existing bicycle racks. is that employee children are priorities in the applicant pool. If an employee’s child is admitted to BB&N, they are also given priority Employment At Will in the 昀椀nancial aid process that meets full demonstrated 昀椀nancial All BB&N employees are at will. Either BB&N or the employee can need for every admit. Both enrollment and 昀椀nancial aid packages are terminate the employment relationship at any time, with or without contingent upon continued employment at BB&N. cause, with or without notice. This at-will employment relationship exists regardless of any other written statements or policies contained Copyright Law in this Handbook or any other BB&N documents or any verbal It is the responsibility of BB&N employees to follow copyright laws. statement to the contrary. See a Campus Director for further information. Employment of Relatives Criminal History Checks BB&N does not hire current students of BB&N for any positions other BB&N is committed to fostering a safe and healthy learning, teaching than for summer camp. BB&N does not hire the spouse/partner and working environment for faculty, sta昀昀 and students. To further or immediate family member of a current employee when there is this goal, BB&N requires comprehensive criminal history background potential for both employees to directly report to the same manager checks. All individuals who may have direct and unmonitored contact or one another. In extenuating circumstances, the Head of School may with BB&N students on BB&N property or at a BB&N sponsored make an exception to this policy. activity or event must complete a criminal history background in advance of any such contact. BB&N’s Criminal History Checks Policy, Please refer to the BB&N Hiring Website and/or Human Resources for including CORI, SORI and 昀椀ngerprinting is available here. additional information regarding hiring practices. Crisis Management/Media Relations Fundraising Projects BB&N has written plans and procedures for handling various crises. In Any employee-initiated fundraising projects must be submitted to the order for BB&N to deliver a consistent, accurate and uni昀椀ed message to Campus Director and then to the Chief Advancement O昀케cer for prior approval. - 19 -