All-School Employee Handbook AY 24-25

ALL-SCHOOL EMPLOYEE handbook 2024-2025 BUCKINGHAM BROWNE & NICHOLS SCHOOL | 80 GERRY’S LANDING ROAD | CAMBRIDGE, MA 02138

’24 Dear BB&N Faculty and Sta昀昀, Welcome to our 2024-2025 All-School Employee Handbook. Thanks to the dedication and the talent that each of you bring to your work, BB&N is the school it is today—an academically excellent, diverse, and inclusive community where students develop into lifelong learners who lead with kindness, curiosity, and integrity. Please know that we do not take that dedication for granted. As such, we hope that this handbook provides you with a sense of all that we o昀昀er to support you in your respective professional journeys, such as bene昀椀ts, professional development resources, and the policies that govern your work. It is important that you take time to review this handbook to ensure that you understand both your rights and responsibilities. We take this information seriously and are committed to providing you best-in-class supports. Please reach out if you have any questions and concerns, and as I hope we have shown, we will do our best to respond in a thoughtful and transparent manner. I am so grateful for all that you do every day to support our students and families. Your work has an enormous impact on their lives, and I am proud to be “uKnighted” with you in these e昀昀orts. I know I say it a lot, but please know that is because I truly understand that the most important job done in our school is the interactions each of you have with our students. I am looking forward to a great year ahead! Best, JENNIFER PRICE HEAD OF SCHOOL ALL-SCHOOL EMPLOYEE HANDBOOK ’25

INTRODUCTION This Employee Handbook is intended for employees of Buckingham Browne & Nichols School (“BB&N” or the “school”). It is your responsibility as an employee and member of the BB&N community to read and familiarize yourself with the information contained in this Handbook and to address Human Resources with any questions. This Handbook summarizes current policies and standards of conduct for employees as well as general information concerning working at BB&N. Please understand that the Handbook may be amended or changed at any time, with or without prior notice, by the Head of School or designated representative. Depending on the particular circumstances, the actions of BB&N may vary from written policy at the discretion of the school. The policies in this Handbook apply to all faculty, administrators, and sta昀昀 and all BB&N campuses and departments. Any policies in the Handbook that require further explanation are speci昀椀c are attached as Appendices. This Handbook supersedes and replaces any previously issued handbooks or information regarding its subject matter. The contents of the Handbook do not constitute the terms of a contract of employment. Accordingly, nothing contained in this Handbook should be construed as a guarantee of continued employment with BB&N, and the language is not intended to create, nor is to be construed to constitute, a contract. Finally, nothing within this Handbook should be construed to interfere with employees’ rights to communicate regarding terms and conditions of employment, as protected by the National Labor Relations Act.

TABLE OF CONTENTS Mission, Values, and Motto 5 Electric Bicycles/Scooters 20 DEIG Commitments Employment at Will Statement of Community Standards Employment of Relatives General Information 7 Fundraising Projects Conference/Meeting Rooms Performance Management Frequent Contacts Reasonable Accommodation Mail Record Retention 21 Libraries Reimbursement Parking 8 Required Trainings Phones and Voicemail Separation from Employment Alcohol at School Events Acceptable Use Policy 22 Working for BB&N 9 No Expectation of Privacy Social Media Policy Bene昀椀ts Employment Classi昀椀cations Operating Practices, Standards, 23 Emeriti/ae 10 and Policies Facilities Use Guest Speaker/Vetting Policy Hours of Work Stipends Transgender Employment Policy 24 Payroll 11 General Conduct 26 Timesheets for Hourly Sta昀昀 Adult/Student Relationships Pay for Faculty & Faculty Schedule Employees Mandatory Reporting Policy (51A) Paid Time O昀昀 & Leaves 12 Tobacco, Alcohol, and Illegal Drug Use Holidays Vacation Theft/Vandalism 27 Weapons Policy Sick Time 13 Bullying Prevention & Intervention Family Medical Leave Act Paid Family & Medical Leave 14 Equal Employment and 28 BB&N Paid Family & Medical Leave Non-Discrimination No Retaliation BB&N Supplemental Pay Policy 15 Harassment Policy Unpaid Personal Leaves Military Leave Complaint Procedures 29 General Policies 18 Whistleblower Policy School Closures Communicable Disease Prevention 30 Professional Development Care for Children on PD Days Appendix A: De昀椀nition of a 32 Tutoring Full-Time Teaching Position & Stipends Admissions and Financial 19 Appendix B: Smoking, Vaping, and 41 Aid for Children of Employees Tobacco Policy Copyright Law Appendix C: Bullying Prevention 42 Criminal History Checks and Intervention Policy Crisis Management Employees Driving

MISSION, VALUES, AND MOTTO BB&N Mission BB&N is an academically excellent, diverse, and inclusive community where students develop into lifelong learners who lead with kindness, curiosity, and integrity. We prepare students to be responsible and open-minded as they engage with the world around them. Core Values Inquiry We promote curiosity and critical thinking to inspire a lifelong love of learning. Integrity We strive to be honest, conscientious, and accountable in our actions even when no one is watching Belonging We foster a culture of respect, well-being, and connection that values all individuals and empowers them to discover and be their authentic selves. Kindness We strengthen our communities by recognizing our common humanity and treating ourselves and others with respect and compassion. BB&N Motto Honor ~ Scholarship ~ Kindness - 5 -

MISSION, VALUES, AND MOTTO Diversity, Equity, Inclusion & Global Education We are committed to: Commitments Equitable Learning: Leveraging anti-racist, anti-bias, culturally BB&N is committed to ensuring that the student body, faculty, and responsive pedagogy and practices that provide equitable learning sta昀昀 accurately re昀氀ect our diverse communities and to creating opportunities for all community members. a just community of belonging where all members feel safe and Meaningful Relationships: Building meaningful relationships with supported to bring their authentic selves to school each and inquiry, intention, and compassion. every day. We believe in the pursuit of justice through education, solidarity, and civic engagement. We provide the learning Transparency: Acting with transparency and accountability that opportunities and tools to foster globally competent citizens who support lasting systemic change. have in-depth knowledge of the world, its people, its wonders, and Self Re昀氀ection: Fostering a practice of critical self-re昀氀ection that its challenges, and are empowered to make a positive impact in our invites individual and communal examination of our position, community and beyond. power, and privilege. Engagement: Pursuing equity for all through exploring multiple perspectives, active solidarity, and community engagement. GENERAL INFORMATION Statement of Community Standards • Each member of the BB&N community recognizes that These standards are applicable for all members of the BB&N community diversity of perspectives and experience enriches our including students, parents, faculty, administrators, sta昀昀, and volunteers. community and the educational process. We will act to create As members of the BB&N community, we a昀케rm and will abide by the an environment where diversity is welcomed and nurtured. following community standards: • Each member of the BB&N community has a responsibility to preserve the safety of its members, both on school grounds • Each member of the BB&N community recognizes that honesty, and o昀昀. We will refrain from unsafe behaviors that threaten with regard to both academic and nonacademic issues, is central to not only individual well being, but also the health of the our mission. We will act with integrity in all our dealings with one community. another, being trustworthy, honest, and fair. • Each member of the BB&N community has a responsibility to • Each member of the BB&N community has a right to be treated protect personal, school, and neighborhood property. We will with civility and respect. We will refrain from and discourage exercise proper care and regard for personal property and the behavior that threatens the dignity of others. property of others. • Each member of the BB&N community has a right to expect that personal information will be handled with appropriate consideration and privacy. We will refrain from casual disclosures, which undermine the respect and dignity guaranteed to all. - 6 -

GENERAL INFORMATION Conference/Meeting Rooms Mail Faculty and sta昀昀 can reserve the following areas for meetings: Mail is delivered and picked-up to each campus once per day. If you • Upper School Conference Rooms: US Administrative Assistant have a large mailing (>100 pieces), send it to the 30 Gerry’s Landing • Middle School Conference Rooms: MS Administrative Assistant Mailroom and provide detailed instructions to Christine Wilson at [email protected]. Please contact Christine with any questions. • Lower School Pokross & Community Rooms: LS Administrative Assistant The school’s o昀케cial address for all US Postal Service mail is: • Stonestreet Lounge (Nicholas Athletic Center): Assistant to the Buckingham Browne & Nichols School, 80 Gerry’s Landing Road, CFO/COO Cambridge, MA 02138. Federal Express, UPS, Amazon, and other • Nicholas Athletic Center Classroom: Athletics O昀케ce Manager non-USPS mail should be addressed to the campus of the person receiving the mail or packages. The campus addresses are: • 197 Coolidge Hill Road Conference Rooms: Assistant to the CFO/COO Lower School • Meeting Room at 30 Gerry’s Landing: Assistant to the CFO/COO 10 Buckingham Street Cambridge, MA 02138 Note that over the course of the 2024-2025 school year, many rooms will begin to be scheduled through a common scheduling system Middle School accessible via BB&N Go. 80 Sparks Street Cambridge, MA 02138 Upper School LIBRARIES 80 Gerry’s Landing Road Faculty and sta昀昀 may Cambridge, MA 02138 use all the school’s FREQUENT libraries. See each CONTACTS North Campus Buildings campus librarian for Please 昀椀nd faculty/sta昀昀 phone lists 30 Gerry’s Landing Road details. in Veracross or your Cambridge, MA 02138 Zoom phone directory. - 7 -

GENERAL INFORMATION Parking Alcohol Served at School Events Employees who park on-campus should only do so in designated Alcohol may be served at events on campus only when 1) there areas by placing a BB&N Faculty/Sta昀昀 Parking Sticker in the rear are no students participating in the event, and 2) when there is driver’s side window. Employee parking areas are: no signi昀椀cant student presence on the campus. The decision to serve alcohol must be approved by the Head of School or Chief • Upper School: Faculty and sta昀昀 may park in designated Operating/Financial O昀케cer well in advance of the event. Non- spaces in the Upper School lot. Faculty and sta昀昀 may not alcoholic beverages and food must be available at any event where park in a visitor spot. alcohol is served. Licensed bartenders are required for any event • Middle School: Faculty and sta昀昀 may park within the clearly where alcohol is purchased for the event and served at the event. marked spaces in the parking lot. If faculty or sta昀昀 have a Alcohol may not be served to any individual under 21 or anyone Cambridge Resident Sticker then they should park on the who is determined to be intoxicated. The administrator on duty is street in a designated Resident Spot. responsible for securing a certi昀椀cate of insurance from the licensed bartender and for upholding this policy for the event in question. • Lower School: Due to demand, parking for Lower School faculty and sta昀昀 will be assigned. The Assistant to the Campus Director will coordinate parking spaces. If faculty or sta昀昀 have a Cambridge Resident Sticker then they should park on the street in a designated Resident Spot. • Nicholas Athletic Center: 197 Coolidge Hill, Forbes House: Spaces in the adjoining lots may be utilized by faculty and sta昀昀. PHONES & VOICEMAIL • 30 Gerry’s Landing and 197 Coolidge Hill: These spaces, BB&N provides phones and voicemail for business use. accessed through the Coolidge Hill neighborhood, are Instructions for phone and voicemail use are available in primarily reserved for Facilities equipment and sta昀昀 the Technology Section of BB&N Go. In the event members. of an emergency, dial 911. Employees are encouraged to explore ways to assist in reducing BB&N reserves the right to access all phones and voicemail, the number of cars parked on campus including carpools, biking, with or without notice, as it deems necessary, to ensure that walking, and public transportation. Please see the Employee these items are being used properly. There should be no Bene昀椀ts Guide for bene昀椀ts associated with some of these expectation of privacy in the content of any messages. commuting options. BB&N will issue school-owned cell phones only to employees who use these phones exclusively for BB&N school business. If you need a cell phone to conduct business while o昀昀-site or not near your computer or landline, contact your manager. - 8 -

WORKING FOR BB&N Bene昀椀ts Any complaints relating to this Policy should be addressed to the The BB&N bene昀椀t plans are a comprehensive set of employee bene昀椀ts HIPAA Compliance O昀케cer, who has been designated to be the intended to be an important part of all employees’ compensation Human Resources Director. packages. Please review the most recent BB&N Bene昀椀t Guide here for detailed information on the plans. In the event of a con昀氀ict, the plan Employment Classi昀椀cations documents take precedence. Employee bene昀椀t plans are subject to Upon hire, employees will be noti昀椀ed of their employment change at any time in BB&N’s sole discretion. classi昀椀cation. Health and Welfare Bene昀椀ts Faculty: All teachers and teaching support personnel including, all Bene昀椀t selections are made during the annual May enrollment period, other personnel who have a faculty schedule. when newly hired, or immediately following a qualifying life event, and Administrators: Senior Leadership, Academic Administrators (e.g., generally cannot be changed during the year. Dean of Students), Campus Assistant Directors, Directors, and BB&N has adopted a policy that protects the privacy and Associate Directors of various programs. con昀椀dentiality of protected health information (“PHI”). BB&N retains Sta昀昀: Administrative Assistants, Receptionists, Data Entry Clerks, all documentation related to PHI for a minimum of six (6) years. Custodians, Dining Service, Hourly paid employees, Technical Sta昀昀, and Thereafter, records are destroyed in a manner to ensure that data is not all other employees not classi昀椀ed as faculty or administrators. compromised. Temporary, Part-Time and Seasonal: Temporary coaches, substitute In accordance with the Health Insurance Portability and Accountability teachers, day camp counselors, education fellows, employees whose Act (“HIPAA”), BB&N may use and disclose PHI: to enroll employees and employment is pursuant to their own educational programs or their dependents in the plans or to make changes to enrollments; to teacher training, and other employees who are hired to work full- evaluate renewal proposals, new health plans or reinsurance vendors; to time or part-time on a limited or seasonal basis. conduct cost-management and planning-related analyses to allow Plan Sponsors to administer plans; and to perform any related functions. 11-Month Employees: Non-teaching employees who work either full-time or part-time for 11 months of each calendar year. An 11-month employee working 40 hours/week is a 92% FTE employee for purposes of calculating bene昀椀ts. 10-Month Employees: Non-teaching employees who work either full-time or part-time for 10 months of each calendar year. Generally, 10-month employees work August 15 to June 15 of each academic year and are not paid for time not worked. A 10-month employee working 40 hours/week is an 83% FTE employee for purposes of calculating bene昀椀ts. See Appendix A: De昀椀nition of a Full-Time Teaching Position - 9 -

WORKING FOR BB&N EMERITI/AE The Head of School will normally designate those teachers, administrators, or sta昀昀 who have served BB&N for twenty-昀椀ve (25) years or more as Emeriti/ae. In certain cases, years of service at another institution may be taken into account for individuals who have made a signi昀椀cant contribution to the school. Generally, those appointed to Emeriti/ae will be employees retiring from a teaching profession. Persons so designated will receive an o昀케cial letter from the Head of School. Periodically, Emeriti/ae employees will be invited to visit the school. Facilities Use • Common Areas The Nicholas Athletic Center is located on the Upper School - Common spaces, including the Stonestreet Lounge, lobby, and campus. Employees may enter the building via the Main Entrance classroom may be reserved in advance in the Athletics O昀케ce. using their key cards. The NAC is generally open from 6:00 am to Employees may also request permission to use the BB&N Athletic 8:00 pm from Monday through Friday. BB&N faculty and sta昀昀 are Campus for personal or professional use. Such use requires a written welcome to use the athletic facilities when they are not occupied request to the Chief Financial/Operations O昀케cer for approval. by student programs or rental partners who have priority use. Employees requesting facility use for personal use may be asked to Before using the Fitness Center, BB&N employees must arrange reimburse the school for out of pocket costs. In those cases, certi昀椀cates with a member of the athletic sta昀昀 to receive introductory safety of insurance will be required. training. Starting October 1, 2023, all BB&N employees using the Hours of Work Fitness Facilities for personal use will need to complete a waiver. Faculty have job- and campus-speci昀椀c hours of work. Full-time The following accessibility guidelines also apply: administrators and sta昀昀 employees typically work 40 hours per week. • Weight Room/Fitness Center (upstairs in NAC) Full-time administrators and sta昀昀 who are required to work during - Generally open 6:00 am - 8:00 am for BB&N employees school breaks and summer months, may work a reduced schedule when 昀椀tness classes are not in session. A schedule of from mid-June to mid-August. All 昀氀exible hour schedules must be operating hours is updated each trimester and available pre-approved by managers. There may be circumstances, based on on-line at bbns.org. the responsibilities of speci昀椀c positions, when 昀氀exible hours are not - The school requires that at least one other person be possible during school breaks and summer months. Flex time does not present when 昀椀tness equipment is being used for safety accrue as paid time o昀昀. reasons. • Emmet Wellness Center (downstairs NAC) Stipends - Generally open 6:00 am - 8:00 pm, unless teams are Stipends are available for certain work that is outside of the scope of practicing (2:30 pm - 6:00 pm). an employee’s regular job responsibilities and performed outside of • Locker Rooms the work hours of the employee. - There are a limited number of lockers in the coaches’ See Appendix A for more information about Stipends. locker rooms for use by coaches. However, faculty and sta昀昀 may use the rooms for changing and showering. - 10 -

WORKING FOR BB&N Payroll Non-exempt employees are prohibited from working “o昀昀 the clock” BB&N pays employees on a bi-weekly basis. BB&N does not (i.e., without reporting the time worked) and should not work provide paper paycheck stubs or live checks. All current earnings any time that is not authorized by their manager. If a non-exempt statements are available through the payroll/HRIS self-service employee works more than 8 hours in any day, the manager may system. If an employee requires a copy of previous W-2 forms or reduce the hours that employee works another day that same week, historical earnings statements, please contact the Human Resources avoiding overtime pay. Holiday and/or scheduled vacation days are O昀케ce. Employees are responsible for logging in to view their pay considered work time based on the employee’s scheduled hours. Sick stub for each paycheck, and to report errors as soon as possible. time, family and medical leave time, and school cancellation days are Any questions about paychecks should be directed to the Human not considered work time for the purposes of overtime. Resources O昀케ce. Pay for Faculty and Faculty Schedule Employees Payroll Timesheets for Hourly Sta昀昀 Starting with the 2024-25 academic year, faculty and faculty schedule Hourly Sta昀昀 must submit a bi-weekly timesheet to their manager on employees may elect to receive their pay over 10 months. This the Monday preceding each payroll, no later than noon. Managers election must be made by July 1 for the following academic year. must then approve the sta昀昀 timesheet by the close of business on In subsequent years, any further change in election must be made that same Monday (5:00pm). Contact the Payroll Department with during open enrollment for the following academic year. All such extenuating circumstances or for adjustments. election requests must be made in writing and submitted via this Google Form to Human Resources O昀케ce. If the Monday preceding a pay date falls on a holiday, Sta昀昀 must submit their timesheet no later than the Friday prior to the holiday For faculty and faculty schedule employees paid over 10 months, at noon; manager approval to follow by 5:00pm that same day. their full annual salary will be paid over the 昀椀rst 21 pay periods of the academic year. Bene昀椀ts deductions will be adjusted proportionally to Exempt employees: Exempt employees are not eligible for cover bene昀椀ts coverage over the summer months. Electing to be paid overtime pay. over 10 months, rather than 12 months, does not entitle faculty and Non-exempt employees: Non-exempt employees are generally faulty schedule employees to unemployment bene昀椀ts. paid on an hourly basis, and are eligible for overtime pay at a rate of time and a half for hours worked in excess of 40 hours/week. - 11 -

WORKING FOR BB&N For faculty and faculty schedule employees paid over 12 months, A holiday occurring during a vacation absence will be paid and that pay is earned over the 36 weeks and these employees are paid over day will not be charged to the vacation allowance. Generally, if an 12 months. Summer pay is simply deferred pay from days worked employee is scheduled to work on a day on which a holiday falls, they during the school year. Therefore, summer pay is adjusted for any will be paid for the holiday. If they were not normally scheduled to unsupplemented leaves and unpaid time taken during the academic work on that day, they will not be paid for the holiday. Temporary and year. It is important that employees who take leaves during the school seasonal employees do not receive paid holidays. year contact the Human Resources O昀케ce to understand the impact, if any, on their summer pay. Vacation When faculty and faculty schedule employees separate from Faculty and Faculty Schedule Employees: Vacation for faculty and employment at the conclusion of an academic year, these employees faculty schedule employees does not accrue but rather occurs during are paid any remaining salary before June 30, and receive full bene昀椀ts school breaks and over summer when school is not in session. through August 31. For additional information, please see the BB&N Administrators and Sta昀昀: Administrators and sta昀昀 are strongly O昀昀-Boarding Manual located on BB&N Go. encouraged to take vacation during school breaks and summer when school is not in session. Vacation for full-time administrators and sta昀昀 Faculty Members Earning Advanced Degrees accrues at 1.67 days for each month worked (4 weeks/year) beginning Faculty members who receive an advanced degree are entitled to on the date of hire. Vacation for part-time employees accrues on a additional compensation. Written notice to the Human Resources prorated basis based on time worked. O昀케ce is required to receive the additional compensation in the academic year that begins after the degree is earned. • For salaried administrators and sta昀昀, vacation increases and accrues at 2.08 days/month (5 weeks/year) after 3 years. It Paid Time O昀昀 & Leaves increases again after 6 years of service, and accrues at 2.5 days/ month (6 weeks/year). Holidays • For hourly administrators and sta昀昀, vacation increases and accrues For the year from September through June, all faculty, administrators, at 2.08 days/month (5 weeks/year) after 10 years. It increases again and sta昀昀 will be given time o昀昀 with pay for the following holidays after 20 years of service, at 2.5 days/month (6 weeks/year). (below). Administrators and sta昀昀 may not use vacation time during the 昀椀rst BB&N days o昀昀 mirror the federal and/or state day(s) o昀昀 for each 90 days of employment without prior approval from their manager. holiday. Dismissal is at noon on days prior to Christmas and New Year’s Vacation requests will be respected whenever practical. However, Day, when such days prior are weekdays. 2024-2025 SCHOOL HOLIDAYS JAN FEB MAR APR MAY JUN New Year’s Day Presidents Day Patriots Day Memorial Day Juneteenth Martin Luther King Day JUL AUG SEP OCT NOV DEC Fourth of July Labor Day Rosh Hashanah Thanksgiving Christmas (Wed - Fri) Indigenous Peoples Day Veterans Day - 12 -

WORKING FOR BB&N the school reserves the right to deny vacation requests based on the needs of the department. Managers are responsible for tracking vacation for their employees. Annual vacation is granted on a “use it or lose it” basis. However, employees may carry over up to 1 week of vacation per year into the following school year. Vacation runs on an annual basis commencing September 1 of each school year. Vacation does not accrue during leaves, including those under the Family Medical Leave Act (“FMLA”) and Massachusetts Paid Family and Medical Leave Act (“PFML”). There is no cash-out of accrued but unused vacation unless the employee is separating from BB&N. Upon separation from employment, employees are paid for any accrued and unused vacation time. 1. The birth of the employee’s child and in order to care for Temporary/Seasonal: Temporary and seasonal employees do not the child. accrue vacation and certain other bene昀椀ts. 2. The placement of a child with the employee for Sick Time adoption or foster care. In accordance with the Massachusetts law, BB&N grants employees 5 paid sick days per year, prorated to the date of hire. Sick time 3. To care for a spouse, child, or parent who has a serious commences on an annual basis beginning September 1. Employees health condition, as de昀椀ned by the FMLA. may use sick time to care for or attend medical appointments for their own illness, injury or medical condition, or for the employee’s child, spouse, parent, or spouse’s parent. Employees may take sick time 4. A serious health condition that renders the employee to address the physical, psychological, or legal e昀昀ects of domestic incapable of performing the functions of their job. violence. 5. “Qualifying Exigency”: Any qualifying exigency arising out of the Accumulated sick time runs concurrently with FMLA and PFML and fact that the employee’s spouse, son, daughter, or parent is on the MPLA. active duty or has been noti昀椀ed of an impending call to active An extended illness may qualify for the bene昀椀ts provided under duty status in support of a contingency operation. Short Term Disability. BB&N may require medical documentation verifying sick time if an employee has been absent for 3 or more In addition, the FMLA includes a special leave entitlement (military consecutive days. caregiver leave) that permits eligible employees to take up to 26 weeks of leave to care for a de昀椀ned covered service member during Employees will not be paid for unused sick time at the end of a school a single 12-month period. To be eligible for military caregiver leave, year or upon separation from employment. an employee must be a spouse, parent, son, daughter, or next of kin of the injured or ill service member. FMLA Pursuant to the federal Family and Medical Leave Act, after 12 months FMLA leave may be taken intermittently or on a reduced schedule. of employment and having actually worked at least 1,250 hours in any Employees must give notice of FMLA leave as soon as practicable 12-month period, eligible BB&N employees may take up to 12 weeks (ordinarily within 1 to 2 business days of learning of the need for of unpaid, job-protected leave in a 12-month period rolling forward leave). Employees requesting FMLA leave will be required to provide for one or more of the following family and medical reasons: medical and other documentation. - 13 -

WORKING FOR BB&N During an FMLA leave, BB&N will maintain the employee’s bene昀椀ts, BB&N Paid Family and Medical Leave (PFML) as though the employee continued to be actively employed, with the BB&N’s Paid Family and Medical Leave Policy includes two important employee continuing to pay their portion of bene昀椀t premiums. Paid components: time o昀昀 and leaves of absence available under other BB&N policies, 1. A description of the state law, the Massachusetts Paid Family and or pursuant to other federal or state laws (such as the Massachusetts Medical Leave Act (PFML); Parental Leave Act), run concurrently with FMLA leave. 2. BB&N’s provision to employees of supplemental bene昀椀ts beyond Prior to returning to work from an FMLA leave for an employee’s the requirements of state law. serious health condition, other than pregnancy and birth, the employee will be required to 昀椀rst submit a 昀椀tness for duty State PFML Law certi昀椀cation from their health care provider. Upon returning from Pursuant to PFML, eligible BB&N employees may take up to a total of FMLA leave, employees will be restored to their original job, or to an 26 weeks of partially paid, job-protected leave in a 12-month period equivalent job with equivalent pay, bene昀椀ts, and other employment rolling forward as follows: terms and conditions unless the job ceases to exist or for other • Employee Serious Health Condition (includes employee health considerations permitted under the law. The FMLA imposes special conditions associated with the pregnancy and birth of a child) – requirements on faculty who request to return to work during the up to 20 weeks 3-week period prior to the end of the term or begin leave within 5 weeks of the end of the term. • Family Leave (includes both Child Bonding and Family Member Serious Health Condition) – up to 12 weeks Should an employee request and be granted additional unpaid leave ~ Child Bonding (includes bonding after the birth, adoption, following the completion of FMLA time, they are able to continue or foster placement of a child) medical and dental bene昀椀ts under COBRA for the duration of their ~ Family Member Serious Health Condition (family members leave and are required to pay the employee portion of the premium include spouse, domestic partner, child, parent, grandchild, for up to an additional 3 months. After 3 months, the employee will grandparent, sibling, in-laws, and persons who stand in loco be required to pay 100% of the medical premium. parentis when the employee was a child) • Call to Active Duty – up to 12 weeks • Military Service Member Family Leave – up to 26 weeks • Family Member Serious Health Condition (family members include spouse, domestic partner, child, parent, grandchild, grandparent, sibling, in-laws and person who stood in loco parentis when the employee was a child) – up to 12 weeks The 26 weeks of annual job-protected leave is in the aggregate and includes any cumulative combination of the above. A separate application is required for each type of leave. All decisions regarding PFML leave eligibility are made by BB&N’s PFML third-party administrator. PFML is funded by a Massachusetts tax via employer and employee contributions. Employee contributions are re昀氀ected in paychecks. The 昀椀rst week of PFML leave is unpaid, except for baby bonding leave following pregnancy or birth. Subsequent weeks are paid based on an employee’s average weekly wage according to a calculator up to the maximum allowed by state law. - 14 -

WORKING FOR BB&N During a PFML leave, BB&N will maintain the employee’s bene昀椀ts, as applicable, as though the employee continued to be actively employed, with the employee continuing to pay their portion of bene昀椀t premiums. Unpaid time o昀昀 pursuant to other federal or state laws runs concurrently with PFML. Child bonding leave may be taken during the 昀椀rst 12 months after the child’s birth, adoption or foster placement. Child bonding leave must be taken continuously. All other PFML leave may be taken intermittently. Whenever practicable, employees must notify the Human Resources O昀케ce at least 30 days prior to PFML leave. Employees are required to provide any required documentation for a PFML leave, including health information. PFML bene昀椀ts are not available during times when an employee is Child Bonding Leave not normally working, such as school breaks and summer vacation for BB&N will supplement pay under PFML for child bonding faculty. Twelve-month employees may top o昀昀 any unsupplemented consistent with the pay the employee is eligible to receive during PFML time using vacation or other accumulated leave time. Topping o昀昀 the time period directly following the birth, adoption or fostering must be coordinated with the Human Resources O昀케ce. of the child. BB&N provides up to 8 weeks of 100% paid leave, Prior to returning to work from a PFML leave for an employee’s serious continuous only, immediately after the birthing parent has health condition, other than pregnancy and birth, the employee will be recovered from medical leave. For non-birthing parents, adoptive required to submit a 昀椀tness for duty certi昀椀cation from their health care parents and foster parents, child bonding leave must be completed provider. Upon returning from PFML leave, employees will be restored continuously within the 昀椀rst 12 weeks after the birth or placement to their original job, or to an equivalent job with equivalent pay, of a child. bene昀椀ts, and other employment terms and conditions unless the job Paid Family Medical Care Leave ceases to exist or for other considerations permitted under the law. BB&N will supplement pay under PFML for family medical care BB&N Supplemental Pay Policy providing up to 6 weeks of 100% paid leave, continuous or BB&N provides supplement pay to ensure that employees receive their intermittent, for the care of a family member as de昀椀ned by the full salary, up to 12 weeks per twelve-month period. To be eligible to FMLA. Speci昀椀cally, to be eligible to receive 100% pay for up to 6 receive 100% pay for up to 12 weeks, the employee must: (1) apply weeks, the employee must be caring for their spouse/domestic for the appropriate leave in accordance with BB&N policy; (2) have partner, child/dependent or parent/guardian who has a serious completed at least 12 months of employment and 1,250 hours of health condition as de昀椀ned under the FMLA. work; (3) be actively employed, actually working, and bene昀椀ts-eligible; You can click here to view BB&N’s PFML Resources. For any additional (4) not have received 12 weeks paid leave under any other BB&N questions, please feel free to contact the Human Resources O昀케ce. supplemented policy within the last 12 months. The maximum amount of paid BB&N supplemental bene昀椀ts is 12 weeks per twelve-month Unpaid Personal Leave of Absence for Faculty period rolling forward. Whenever possible, the school will grant unpaid personal leaves of absence, unrelated to any medical reason or leave covered by any Employee’s Serious Health Condition BB&N will supplement pay under PFML, providing up to 12 weeks other BB&N policy, for faculty who have been at the school for at of 100% paid leave, consecutive or intermittent, for an eligible least 10 years. For the purposes of calculating eligibility for this leave, . years worked at 80% time or more will be considered equal to one employee’s personal health condition as de昀椀ned under FMLA year of service. Years in which a faculty member worked less than - 15 -

WORKING FOR BB&N 80% will be calculated using the actual percentage worked. The Unpaid Personal Leave of Absence for Sta昀昀 school’s current needs and ability to 昀椀nd a suitable and quali昀椀ed Unpaid personal leaves for sta昀昀 may be granted, at the school’s replacement will in昀氀uence the decision to grant a leave without discretion, taking into consideration the reason for the request, pay, at the school’s discretion. Those wishing to have a leave length of employment, prior work performance, and the e昀昀ects the without pay should submit a formal written request to the Head leave may have on the school. Every e昀昀ort will be made to reinstate of School with a copy to the appropriate Campus Director by to the same position; there may be extenuating circumstances, January 31. however, that do not allow for reinstatement to the same position. The conditions for a faculty leave of absence are: Formal requests should be submitted to the Human Resources Director, and/or the Chief Operating/Financial O昀케cer. • The leave is limited to one academic year. • Every e昀昀ort will be made to reinstate the faculty member to the same position; there may be extenuating circumstances, however, that do not allow for reinstatement to the same position. • Since the school needs to plan for necessary personnel changes, faculty on leave must con昀椀rm by the end of January their intent to return for the following academic year. • During the leave, subject to terms and conditions of applicable plans, BB&N will continue all bene昀椀ts via COBRA, as they existed and at the same employee contribution rates during the prior academic year. Since faculty will not receive a BB&N paycheck while they are on leave, they must make arrangements in advance with the Payroll and Human Resources O昀케ces to pay for any applicable required employee contributions. • All BB&N technology (e.g., laptops) and property should be returned to the appropriate department prior to the start of the leave. Military Leave A military leave of absence will be granted to employees who are absent from work because of service in the United States uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act. - 16 -

WORKING FOR BB&N Small Necessities Leave Massachusetts law provides for 24 hours of unpaid small necessities leave for FMLA-eligible employees to be used for the following: (1)to participate in school activities directly related to the educational advancement of their children (e.g., parent-teacher JURY DUTY & VOTING conferences); (2) to accompany their children to routine medical In the event a BB&N employee is called for jury duty, the and dental appointments (e.g., vaccinations or checkups); and (3) employee should promptly notify their manager. While to accompany a relative (at least 60 years old and related by blood recognizing that jury duty is a civic responsibility, BB&N or marriage) to routine medical, dental, or other professional care may ask the court to relieve the employee from jury duty appointments (e.g., nursing home interviews). if the absence would result in a signi昀椀cant hardship for the This unpaid leave may be taken intermittently or on a reduced school. Employees serving on a jury are expected to report leave schedule. BB&N requires, however, that employees apply any to work when the court schedule permits. accrued but unused vacation time for such leave. The substitution BB&N will provide pay in full for the 昀椀rst 3 days of of paid leave does not extend the 24 hours of leave granted under documented jury duty that falls on an employee’s normally this policy. scheduled workday. For jury duty that extends beyond 3 Bereavement Leave days, the employee will be paid the di昀昀erence between their rate of pay and jury duty pay. The employee must BB&N grants bereavement leave for the death of an immediate provide proof of service and any pay received. family member. Employees are eligible for up to 5 days paid leave. BB&N de昀椀nes “immediate family” as the employee’s spouse, parent, In the event of a federal state or local election, during spouse’s parent, child, sibling, grandparent, grandchild, or member of the 昀椀rst 2 hours that polls are open, employees may use the employee’s household. accumulated vacation or unpaid time to vote. For example, if polls in the employee’s district open at 7:00 am, the BB&N requests that the employee notify their manager as soon as employee may be absent for the 昀椀rst half-hour of the work possible of an intention to take bereavement leave. Employees may, day (from 8:30 am - 9:00 am). with their manager’s approval, use any additional and available time o昀昀 as necessary (e.g., vacation leave, unpaid leave). - 17 -

WORKING FOR BB&N/GENERAL POLICIES Leave for Victims of Domestic Abuse School Closures Any BB&N employee or family member who is a victim of domestic In the event of inclement weather, communicable disease outbreak, or abuse is allowed up to 15 days of unpaid leave in a 12-month period other unsafe conditions, the Head of School takes into consideration under the following circumstances: (1) the employee, or a family travel conditions and safety measures in determining whether to member of the employee is a victim of abusive behavior; (2) the close or delay school. For weather-related closures, the decision is employee is using the leave from work to: seek or obtain medical communicated via the school website and a rapid communication attention, counseling, victim services or legal assistance, secure housing, service that delivers voice and text messages to each employee’s obtain a protective order from a court, appear in court or before a personal phone number. Employees may also tune into local TV and grand jury, meet with a district attorney or other law enforcement radio stations. School closures for other reasons will be communicated o昀케cial, or attend child custody proceedings or address other issues directly from the Head of School. directly related to the abusive behavior against the employee or family member of the employee, and (3) the employee is not the perpetrator For weather-related closures, faculty, administrators, and sta昀昀 (except of the abusive behavior. required emergency personnel) are not required to come to work and will receive pay if scheduled to work. Employees who have portable For purposes of this leave, a family member is: projects are encouraged to plan to work from home. Sta昀昀 with • A person to whom you are married; ongoing projects or responsibilities for the following day should only • A person with whom you are in a substantive dating relationship come to work if safe to travel. For other closures, instructions will be and with whom you reside; communicated by the school. • A person with whom you have a child together, regardless of whether you have ever married or resided together; Professional Development • A parent, stepparent, child, stepchild, sibling, grandparent, or BB&N o昀昀ers professional development programs and resources to help grandchild; or faculty and sta昀昀 develop and grow as educators and professionals. All • A person with whom you are in a guardian relationship. current Professional Development (“PD”) information can be found An employee seeking leave under this policy must 昀椀rst exhaust all paid on the BB&N Go site under TLO and PD Resources. It is expected that time o昀昀, including vacation, sick, and personal time. faculty and sta昀昀 who attend professional workshops and conferences will, upon request, share what they have learned with other BB&N community members. Care for Children on Professional Development Days Care is o昀昀ered for children of faculty and sta昀昀 who are participating in professional development on certain days before the school year starts and during the school year. Care is o昀昀ered during the three days of school year opening meetings for all children of faculty and sta昀昀 who are ages 4 (September 1 of the school year) to grade 6. Care is o昀昀ered for BB&N-enrolled children in grades Beginner through 6 during the school year. - 18 -

GENERAL POLICIES Admissions and Financial Aid for Children of BB&N Employees BB&N values having the children of our faculty and sta昀昀 attend our school. Employee children are priority applicants only in entry years (Beginners, Grades 6, 7, & 9). Faculty and sta昀昀 are encouraged to submit applications for these entry grades. Applications for non-entry grades are discouraged due to space and 昀椀nancial aid constraints. All applicants must go through the standard admissions process. There is no tuition remission for children of faculty and sta昀昀. The primary bene昀椀t 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 in the 昀椀nancial aid process that meets full demonstrated 昀椀nancial need Care is sta昀昀ed by the After School team and Educational Fellows as for every admitted student. Both enrollment and 昀椀nancial aid packages follows: are contingent upon continued employment at BB&N. • Three days of school year opening meetings (open to BB&N and Copyright Law non-BB&N children of faculty and sta昀昀) • October All School Professional Day It is the responsibility of BB&N employees to follow copyright laws. See a Campus Director for further information. • Lower School/Middle School November Conference Day • Lower School January Admissions Day Criminal History Checks • February All School Professional Day BB&N is committed to fostering a safe and healthy learning, teaching, • April Lower School Conference Day and working environment for all our community members. As such, • June All School Professional Days BB&N requires comprehensive criminal history background checks of all employees during the hiring process. Individuals who may Both programs require pre-registration and are o昀昀ered on a 昀椀rst-come, have direct and unmonitored contact with BB&N students on BB&N 昀椀rst-served basis dependent on sta昀케ng levels. BB&N-enrolled children property or at a BB&N-sponsored activity or event must complete may only participate in school year opening care if all of their requisite a criminal history background in advance of any such contact. health and related forms have been completed and cleared by the BB&N’s Criminal History Checks Policy, including CORI, SORI, and Lower School nurse. Children of employees not enrolled at BB&N are 昀椀ngerprinting is available here and on BB&N Go. required to complete health forms and other registration materials to ensure they can safely participate in the program. Crisis Management/Media Relations BB&N has written plans and procedures for handling various crises. In Tutoring order for BB&N to deliver a consistent, accurate, and uni昀椀ed message, Full-time faculty members are not allowed to tutor BB&N students for inquiries from the media regarding the school, employees, or students pay during the academic year. Any faculty member who would like to must be immediately referred to BB&N’s Director of Communications tutor a BB&N student during the summer (cross campus only) must with notice to the appropriate Campus Director. obtain permission from both Campus Directors. Faculty should never tutor students on their own campus. 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. Only employees who are 21 years or older with a valid U.S.-issued driver’s license for more than one year and a clean driving record are authorized to drive on school business or drive a school - 19 -

GENERAL POLICIES vehicle. Any employee who is authorized to drive a BB&N vehicle and Employment of Relatives receives a moving violation (whether at work or not) must report the BB&N does not hire current students of BB&N for any positions other violation to the Transportation Coordinator immediately. than for summer camp or bus monitoring. BB&N does not hire the It is highly recommended that all employees who use a school vehicle spouse/partner or immediate family member of a current employee take the United Educators Defensive Driver Safety Course [a requirement when there is potential for both employees to directly report to the for drivers in the 25-26 school year] and, if planning to drive a BB&N same manager or one another. In extenuating circumstances, the Head 15-Passenger Van, take the United Educators 15-Passenger Van Safety of School may make an exception to this policy. Course [a requirement for these drivers in the 25-26 school year]. If you Please refer to the Bene昀椀ts and Human Resources section of BB&N have any questions, contact the Human Resources O昀케ce. Go or contact the Human Resources O昀케ce for additional information Employees should comply with all applicable laws regarding operation of regarding hiring practices. school vehicles. Cell phone use is prohibited while operating any school Fundraising Projects vehicle, unless a hands-free device is utilized, and then only to the extent Any employee-initiated fundraising projects must be submitted to the permitted by applicable law. Fines, penalties, fees, and surcharges for Campus Director and then to the Chief Advancement O昀케cer for prior tra昀케c and parking violations are not considered reimbursable costs under approval. this Motor Vehicle Use Policy. All tra昀케c and parking violations are the sole responsibility of the driver. Performance Management BB&N supports and encourages ongoing feedback and dialogue Please consult the Campus Director or the Chief Operating/Financial between employees and managers on a regular basis as well as formal O昀케cer before driving a personal car for school business. Employees who performance management processes. The goal of all performance drive their own cars on school business are 昀椀rst covered by their personal management tools is to provide fair, timely, and comprehensive auto insurance. Employees may not drive students who are not their feedback on a regular basis. children in their personal vehicles for school programs or activities. When employees are asked to drive a school vehicle, the school’s insurance Reasonable Accommodation for Quali昀椀ed provides coverage. Regular drivers of school vehicles will be subject to Employees with Disabilities additional screening and testing. To comply with applicable laws ensuring equal employment Electric Bicycles/Scooters opportunities to quali昀椀ed individuals with disabilities, BB&N will make reasonable accommodation(s) that are medically necessary for Electric bicycles, scooters, and other similar devices may not be stored the known physical or mental impairments of an otherwise quali昀椀ed or charged in the school buildings due to the risk of 昀椀re. They must be employee with a disability, unless BB&N determines, in its sole discretion, stored outside on existing bicycle racks. that such accommodation(s) would result in undue hardship to the Employment At Will school. BB&N will also make accommodations to those who are nursing All BB&N employees are at will. Either BB&N or the employee can in accordance with the state Pregnant Workers Fairness Act. terminate the employment relationship at any time, with or without Any employee who seeks an accommodation must comply with the cause, with or without notice. This at-will employment relationship following process: exists regardless of any other written statements or policies contained in • Notify manager and Human Resources O昀케ce with the request for this Handbook or any other BB&N documents or any verbal statement an accommodation to perform the essential functions of the job. to the contrary. - 20 -

GENERAL POLICIES • Provide the Human Resources O昀케ce written documentation from a medical provider supporting the need for an accommodation. The written documentation must include the name of the medical provider, the anticipated duration of the need for an accommodation (e.g., temporary for a speci昀椀ed number of months or permanent accommodation), the medical basis for the accommodation, and the speci昀椀c functional limitation the employee is experiencing. After receiving the required medical information, the Director of Human Resources will meet with the employee to engage in an interactive dialogue regarding the functional limitations caused by the disability and potential reasonable accommodations, if any, that are available and do not create an undue hardship. BB&N will then do one of the following: approve the requested Reimbursement accommodation, o昀昀er a reasonable alternative, or deny the requested The school prefers to pay vendors directly for services rendered. accommodation. The Human Resources O昀케ce will notify the employee However, there are times when it is necessary for employees to incur of the school’s decision. expenses on behalf of the school. Record Retention and Employee Files The school will reimburse employees for all usual and reasonable All 昀椀les and records including student 昀椀les, admission applications, expenses related to travel, meetings, and entertainment conducted personnel records, medical information, and recruitment materials, on behalf of the school in accordance with the school’s Travel and including resumes, are the property of BB&N, and are subject to BB&N Entertainment Expense Reimbursement Policy. Reimbursement policies and procedures for record retention. will be made in a timely and e昀케cient manner upon the receipt of a completed Travel & Entertainment Expense Reimbursement BB&N maintains a personnel 昀椀le for each employee. The personnel Form (found on BB&N Go) along with the appropriate supporting 昀椀le generally includes the employee’s job application, resume, records documentation and approval. of training, documentation of performance evaluation, and other employment records. Required Trainings Employees will be noti昀椀ed of all training requirements. In the event an Employees who wish to review and/or obtain a copy of their own employee is absent from a particular training, they are required to make personnel 昀椀le must submit a written request to the Human Resources up the session in a timely fashion. O昀케ce. Within 5 business days following the receipt of a written request, an employee may review their personnel 昀椀le at BB&N’s o昀케ces and/or Separation from Employment obtain a paper or digital copy of their personnel 昀椀le. An employee may Upon separation from employment at the school, all BB&N property request access to personnel records no more than twice per calendar must be immediately returned to the appropriate department. Examples year. If an employee does not agree with information included within of BB&N property include, but are not limited to, access cards, keys, their personnel 昀椀le, they may submit a written statement to the 昀椀le laptops, school parking tags, and cell phones. Typically, non-faculty email explaining their position. and voicemail accounts will be closed upon separation. - 21 -

GENERAL POLICIES Acceptable Use Policy personal account information that may be accessed from a BB&N BB&N provides technology devices, software, and systems access computer, documents drafted on BB&N technology resources, internet (collectively the “Systems”) for business purposes so that employees sites accessed, and/or phone calls and any messages made or received may perform the essential functions of their positions. Use of the from any phone systems owned, leased, rented, or maintained by Systems must be consistent with BB&N’s policies and mission. Use BB&N. of the Systems that is discriminatory, harassing, negatively impacting All passwords and security used in connection with BB&N technology school business, or infringing on copyright laws will not be tolerated resources are BB&N’s property and must be available to BB&N, upon and may be grounds for separation from employment. Use of the request, for any reason. The use of passwords by employees does not Systems for solicitation of non-BB&N business is prohibited. preclude authorized persons to access BB&N’s technology resources. Employees must take proper care in safeguarding BB&N’s Systems from damage or inappropriate access. Employees may not modify or Social Media Policy install any software or hardware on the Systems without 昀椀rst obtaining For purposes of this policy, “social media” includes all means of permission from the Technology O昀케cer. Employees must also keep communicating or posting content of any kind on the internet or any any passwords con昀椀dential and not allow third parties to access the other system. Employees should not access social media during work Systems. hours for personal use, unless such access is work-related. The Systems are all BB&N property in which there is no expectation Employees may not “friend” or “follow” students. Employees should of content privacy. Any information transmitted, received, or stored keep all personal social media accounts private so that students do not via the Systems is retrievable and BB&N has the right to access and have access to them. Employees should consider these same rules for monitor the same at any time. Content on the Systems may also be recent graduates of BB&N. subject to production in response to a public records request. The posting of discriminatory, harassing, or other illegal material is No Expectation of Privacy prohibited. The posting of defamatory or con昀椀dential information Users should have no expectation of privacy in connection with the concerning the BB&N community is prohibited. Employees may also entry, creation, transmission, receipt, or storage of information via not post information on personal accounts that creates the impression BB&N’s technology resources (laptops, iPads, phones issued by BB&N). they are expressing views on behalf of BB&N. As members of a school Users waive any right to privacy in such information, and consent to community, employees must exercise appropriate judgment and access and disclosure of such information by authorized personnel. As discretion in their social media postings. Social media postings on with all other property, BB&N technology resources and information is personal accounts, even if made on personal devices o昀昀-site and during subject to inspection, search, and disclosure without advance notice by non-work hours, may have a disruptive e昀昀ect on BB&N’s operations. persons designated or acting at the direction of the BB&N, as required BB&N will, in its sole discretion, determine whether any particular by law or as necessary to ensure the e昀케cient and proper administration posting, communication, or action violates this Policy. and operation of BB&N’s technology resources. Authorized persons may inspect and search BB&N’s technology resources and disclose information to investigate theft, disclosure of con昀椀dential business or proprietary information, personal abuse of the system, or to simply monitor work 昀氀ow or productivity. This includes, without limitation, individual hard drives and any information on any computer owned, leased, rented, or maintained by BB&N, which may include emails to or from any BB&N-issued email account, any - 22 -

OPERATING PRACTICES, STANDARDS, AND POLICIES Guest Speaker Vetting Policy Concerns and Reporting The purpose of the BB&N Guest Speaker Vetting Policy is to carefully If, after following the aforementioned guidelines, any member of select and screen outside speakers to ensure that their presentations, the BB&N community has concerns about the appropriateness of a interactions, and contributions align with our school mission and particular speaker, they are encouraged to take the following steps: promote a safe, respectful, and inclusive atmosphere for all members of our community. 1. Discuss the concerns with relevant colleagues and administrators to gather additional perspectives and insights. All outside speakers invited to present to BB&N students, sta昀昀, 2. If the concerns persist, contact the Executive Assistant and families must be vetted to assess their compatibility with our to the Head of School at heads_o昀케[email protected], to share institution’s mission, values, and educational goals. This policy applies information and seek guidance on how to proceed. to both in-person and virtual engagements and should be followed for both new and repeat speakers on an annual basis. BB&N family 3. Collaborate with the Head of School’s O昀케ce to assess the members who attend classroom activities rooted in the curriculum situation and determine the appropriate course of action, do not need to be vetted. which may include further investigation, dialogue with the speaker, or not inviting the individual to speak. Guidelines for Guest Speaker Vetting Vetting Outside Organizations This work should occur at least two weeks prior to the scheduled BB&N employees who lead e昀昀orts to formally partner with an outside speaking engagement: organization should conduct a search to ensure that the organization’s • Mission Alignment: Review the speaker’s biography, mission, purpose, and values align with those of BB&N. If there are publications, and past presentations to ensure they align with concerns, please adhere to the aforementioned steps. BB&N’s mission and values.; • Reference Check: Contact at least one other school or Continuous Review organization where the speaker has presented previously to BB&N will periodically review and update the Speaker Vetting Policy inquire about their experience and the impact of the speaker’s based on feedback, lived experience, and the evolving needs and presentation. priorities of the community. • Digital Footprint/Screening Process: Review any online presence of the speaker, including social media accounts and public statements, to ensure they do not engage in divisive, discriminatory, or harmful behavior. Conduct an internet search to gather information about the speaker’s background, a昀케liations, and previous engagements. • Content Review: Request an outline or summary of the speaker’s proposed presentation to assess its relevance, appropriateness, and potential impact on the BB&N community. - 23 -

OPERATING PRACTICES, STANDARDS, AND POLICIES Transgender Employment Policy • Transition: The process of changing one’s gender from the BB&N does not discriminate in any way on the basis of sex, sexual sex assigned at birth to one’s gender identity. There are many orientation, gender identity, or gender expression. This policy is designed di昀昀erent ways to transition. For some people, it is a complex to create a safe and productive workplace environment for all employees. process that takes place over a long period of time, while for This policy sets forth guidelines to address the needs of transgender and others it is a one- or two-step process that happens more gender non-conforming employees and clari昀椀es how the law should quickly. Transition may include “coming out” (telling family, be implemented in situations where questions may arise about how to friends, and coworkers); changing the name and/or sex on protect the legal rights or safety of such employees. This policy does not legal documents; and, for many transgender people, accessing anticipate every situation that might occur with respect to transgender medical treatment such as hormones or surgery. or gender non-conforming employees, and the needs of each • Sexual orientation: A person’s physical or emotional attraction transgender or gender non-conforming employee must be assessed to people of the same and/or other gender. Straight, gay, and on a case-by-case basis. In all cases, the goal is to ensure the safety, bisexual are some ways to describe sexual orientation. Sexual comfort, and healthy development of transgender or gender non- orientation is distinct from gender identity and expression. conforming employees while maximizing the employee’s workplace Transgender people can be gay, lesbian, bisexual, or straight, integration and minimizing stigmatization of the employee. just like non-transgender people. De昀椀nitions O昀케cial Records The de昀椀nitions provided here are not intended to label employees but BB&N will change an employee’s o昀케cial record to re昀氀ect a change rather to assist in understanding this policy and the legal obligations in name or gender upon request from the employee. Certain types of BB&N. Employees may or may not use these terms to describe of records, like those relating to payroll and retirement accounts, themselves: may require a legal name change before the person’s name can • Gender identity: A person’s internal, deeply-felt sense of being be changed. Most records, however, can be changed to re昀氀ect a male, female, or something other or in-between, regardless of the person’s preferred name without a proof of a legal name change. A sex they were assigned at birth. transgender employee has the right to be addressed by the name • Gender expression: An individual’s characteristics and behaviors and pronouns corresponding to the employee’s gender identity. (such as appearance, dress, mannerisms, speech patterns, and As quickly as possible, BB&N will make every e昀昀ort to update any social interactions) that may be perceived as masculine or feminine. photographs so the transition employee’s gender identity and • Transgender: An umbrella term that can be used to describe expression are represented accurately. If a new or transitioning people whose gender identity and/or expression is di昀昀erent from employee has questions about school records or identifying their sex assigned at birth. documents, please contact the Human Resources O昀케ce. - A person whose sex assigned at birth was female but who identi昀椀es Names/Pronouns as male is a transgender man (also known as female-to-male An employee has the right to be addressed by the name and transgender person, or FTM). - A person whose sex assigned at birth was male but who pronouns that correspond to the employee’s gender identity, upon identi昀椀es as female is a transgender woman (also known as request. A court-ordered name or gender change is not required. male-to-female transgender person, or MTF). The intentional or persistent refusal to respect an employee’s gender - Some people described by this de昀椀nition do not consider identity (for example, intentionally referring to the employee by themselves transgender – they may use other words, or may a name or pronoun that does not correspond to the employee’s identify simply as a man or woman. A person does not need to gender identity) can constitute harassment and is a violation of this identify as transgender in order for nondiscrimination policies to apply to them. policy. If you are unsure what pronoun a transitioning coworker • Gender non-conforming: This term describes people who have, might prefer, politely ask how they would like to be addressed. or are perceived to have, gender characteristics and/or behaviors that do not conform to traditional or societal expectations. These expectations can vary across cultures and change over time. - 24 -

OPERATING PRACTICES, STANDARDS, AND POLICIES Transitioning on the Job the employee’s sex assigned at birth. That is, transgender women Employees who transition on the job can expect the support of must be permitted to use the women’s restroom, and transgender management at BB&N. Campus Directors and Human Resources men must be permitted to use the men’s restroom. That decision will work with each transitioning employee individually to ensure should be left to the transgender employee to determine the most a successful workplace transition. The Workplace Transition Plan appropriate and safest option for them. will include determining the date when transition will o昀케cially and formally occur, how and in what format the coworkers should be Locker Room Accessibility made aware of the transition, what training, if any, will be provided All employees have the right to use the locker room that to coworkers, what updates need to be made to the transitioning corresponds to their gender identity. Any employee who has a employee’s records, and determining dates of any leave that may be need or desire for increased privacy, regardless of the underlying needed for medical procedures. reason, will be provided with a reasonable alternative when possible. Any alternative arrangement for a transgender employee Sex-Segregated Job Assignments will be provided in a way that allows the employee to keep their For sex-segregated jobs, transgender employees will be classi昀椀ed and transgender status con昀椀dential. assigned in a manner consistent with their gender identity, not their sex assigned at birth. Dress Code BB&N does not have dress codes that restrict employees’ clothing Restroom Accessibility or appearance on the basis of gender. Transgender and gender Employees shall have access to the restroom corresponding to their non-conforming employees have the right to dress in a manner gender identity. Any employee who has a need or desire for increased consistent with their gender identity or gender expression. privacy, regardless of the underlying reason, will be provided access to a single stall, when available. No employee, however, shall be required to use such a restroom. All employees have a right to safe and appropriate restroom facilities, including the right to use a restroom that corresponds to the employee’s gender identity, regardless of - 25 -

OPERATING PRACTICES, STANDARDS, AND POLICIES General Conduct caution and to report any concerns regarding abuse or neglect. No BB&N requires that all of its business be conducted with the highest adverse action or retaliation will be taken against any individual legal and ethical standards. All employees are considered agents who, in good faith, reports suspected abuse or neglect. Any of the school, and should refrain from actions (both personal employee who is aware of abuse or neglect of a child and does not and professional) that damage the integrity and reputation of the comply with their legal responsibility to report under Massachusetts school. It is imperative that all actions and behaviors promote a law will be subject to disciplinary action, up to and including favorable image of the school. termination. Non-compliance with this requirement has serious repercussions and may result in the employee’s loss of coverage Adult/Student Relationships under the school’s liability insurance policy. BB&N encourages the formation of healthy relationships between adults and students. To foster these healthy relationships, it is Tobacco, Vaping, Alcohol, and Drug Use by Employees important to cultivate an environment of mutual respect between Employees may not use tobacco or vaping products, alcohol, or adults and students. Adults should be aware of the imbalance of illegal drugs in any school building, on any school grounds, at any power that exists among adults, students, and recent graduates of school athletic or school-sponsored event, or in any vehicle used BB&N, and should establish boundaries in order to create respectful for school purposes. In addition, impairment by tobacco products, relationships with students and recent graduates. BB&N prohibits alcohol, or illegal or legal drugs during work hours is not tolerated at romantic, dating, or sexual relationships between its employees BB&N. Employees who violate this policy may face discipline, up to and students. BB&N employees should not engage in any physical and including termination. or other conduct with students and recent graduates that could be perceived as inappropriate. Employees must also follow the school’s Regulated employees (e.g., bus drivers) are subject to additional Social Media Policy regarding online activity and students. rules, policies, and practices, as well as drug and alcohol testing as required by federal law. To obtain a copy of the o昀케cial drug Employees who engage in inappropriate behavior with students testing policy for regulated employees, please contact the Human are subject to immediate termination. In addition, BB&N may be Resources O昀케ce. obligated to report such conduct to the appropriate authorities, including the Massachusetts Department of Children and Families Smoking and Vaping/Tobacco Policy and law enforcement. A tobacco product is de昀椀ned by the school as any product containing, made, or derived from tobacco, nicotine, or cannabis Mandatory Reporting Policy (51A) that is intended for human consumption, whether smoked, chewed, BB&N employees are required, as mandated reporters under state absorbed, dissolved, inhaled, vaped, snorted, sni昀昀ed, or ingested law, M.G.L. c. 51A, to immediately report to the Department of by any means. Tobacco products include, but are not limited to, Children and Families (“DCF”) when, in their professional capacity, cigarettes, cigars, chewing tobacco, pipe tobacco, snu昀昀, as well they have reasonable cause to believe that a child under the age as electronic cigarettes, electronic pipes, vape pens and JUULs, of eighteen years is su昀昀ering from abuse or neglect. All employees regardless of nicotine content. Tobacco products do not include any at BB&N are required to report any physical or emotional injury FDA-approved products for smoking cessation or for other medical resulting from abuse, including sexual abuse; or any indication of a purposes. neglect, including malnutrition. BB&N is a smoke-free and vape-free campus. Smoking and vaping Any person at BB&N who believes that a BB&N student is su昀昀ering are not allowed. Because we believe that engaging in this behavior from abuse or neglect must contact the appropriate Campus is a health hazard, we do not allow it in school buildings, in school Counselor and/or Director, or the Director of Student Support vehicles, on school grounds, or at school-sponsored events. Services, who will in turn notify the Head of School and DCF, as the law requires. BB&N employees are urged to err on the side of See Appendix B for the full Smoking & Tobacco/Vaping Policy. - 26 -

OPERATING PRACTICES, STANDARDS, AND POLICIES Alcohol Policy BB&N also recognizes that chemical dependency by another person in BB&N prohibits the use or possession of alcohol while working with the employee’s life can create stress, which may be detrimental to job students and while operating school vehicles. The use of alcohol performance. An employee confronted with such a problem is urged o昀昀 the job that impairs performance on the job is prohibited and to speak with their manager or the Human Resources O昀케ce, who will may result in disciplinary action. This includes employees who are assist the employee in 昀椀nding appropriate resources. responsible for students on international, athletic, or other o昀昀-site activities, programs, and trips. Employees who are o昀케cially o昀昀- Theft/Vandalism duty on trips must avoid impairment at all times as they may be Any incidents of theft or vandalism should be reported immediately called upon in the event of emergency situations. Employees who to a Campus Director or the Director of Facilities or Associate Director choose to drink alcohol at approved school events are expected to of Security. The school will not assume responsibility for the personal exercise good judgment and to refrain from becoming intoxicated property of employees. Theft and vandalism by an employee is or impaired. categorized as gross misconduct and is cause for termination. Illegal Drugs Weapons Plan Other than law enforcement o昀케cers, no individual may carry a BB&N prohibits the possession or use of all illegal drugs which 昀椀rearm, loaded or unloaded, or other dangerous weapon in any school are made unlawful under federal, state, or local law, including building or on school grounds, pursuant to Massachusetts law M.G.L. prescription medications not used as and for whom prescribed. c.269, §10(j). The school prohibits the possession, display, or use of BB&N also strictly prohibits the use, sale, attempted sale, any 昀椀rearm or other dangerous weapon on school property or at any conveyance, distribution, manufacture, purchase, possession, school-sponsored activity. A “weapon” includes, but is not limited to: cultivation, and/or transfer of illegal drugs. Employees who violate • A 昀椀rearm, shotgun, ri昀氀e, BB gun, paintball gun, air ri昀氀e, knife, this policy may face discipline, up to and including termination. cutting tool, or any other instrument capable of in昀氀icting serious Prescription Drugs bodily harm. The school permits the use of drugs that are legally prescribed • A 昀椀rearm which is not loaded or lacks a clip or other component to render it immediately operable. under applicable law so long as the use neither impairs an • Components that can be readily assembled into a weapon. employee’s ability to perform job functions nor compromises • Any “look-alikes” of the above. safety. Employees who are on physician-prescribed medications or over-the-counter medicine for an illness which contains a warning Individuals violating this policy will face serious disciplinary consequences label that suggests usage might impair an employee’s ability to and possible criminal charges. perform job functions or compromise safety must promptly notify Bullying Prevention & Intervention Plan their manager or the Human Resources O昀케ce so that appropriate options may be considered. Federally regulated employees, such as BB&N expects that all members of our school community will treat bus drivers, are subject to additional rules, policies, and practices each other with civility and respect. It is the school’s policy to provide regarding prescription medication as required by federal law. and maintain a learning environment that is free of bullying and any other verbal or physical misconduct, which disrupts the learning Treatment for Chemical Dependencies environment or makes it unsafe. BB&N follows Massachusetts law and BB&N encourages employees to make the decision to seek its Bullying Prevention and Intervention Plan. treatment for chemical dependencies before a problem arises See Appendix C for the full policy applicable to employees and students. at work. The Head of School, Campus Directors, the employee’s manager, and/or the Human Resources O昀케ce are prepared to respond to requests for assistance or to initiate the process. These matters will be treated con昀椀dentially on a need-to-know basis and with respect for individual privacy. - 27 -

OPERATING PRACTICES, STANDARDS, AND POLICIES Equal Employment and Non-Discrimination It is the policy of our school to maintain a working environment free BB&N is committed to hire and employ individuals quali昀椀ed for from harassment, insults, or intimidation. Harassment of an employee positions by virtue of education, training, experience, and personal by a manager or co-worker creates a harmful working environment and quali昀椀cations. BB&N does not discriminate on the basis of race, is illegal under state and federal law. Verbal or physical conduct by a color, religion, creed, age, sex, gender, national origin or ancestry, manager or co-worker, which has the e昀昀ect of creating an intimidating, military experience, sexual orientation, physical or mental ability hostile, or o昀昀ensive work environment, unreasonably interfering with or disability, gender identity, genetic information, or any other the employee’s work performance, or adversely a昀昀ecting the employee’s protected status. The school welcomes employees who enhance employment opportunities, is prohibited. diversity. Employees with complaints concerning this policy should Please note that while this policy sets forth our goals of promoting an follow the steps in the Harassment Policy below. environment that is free of sexual and other unlawful harassment, this No Retaliation policy is not designed to limit the school’s authority to discipline for BB&N is committed to no retaliation in its equal employment, conduct which is deemed unacceptable, whether or not it rises to the harassment, and non-discrimination policies. Federal and state level of unlawful harassment. law prohibit retaliation against any employee for reporting, Sexual Harassment 昀椀ling, testifying, assisting, or participating in any manner in any investigation, proceeding, or hearing conducted by BB&N or a Sexual harassment is a form of unlawful harassment and is illegal. federal or state enforcement agency concerning allegations of Sexual harassment includes any unwelcome sexual advances, requests equal employment violations, harassment or discrimination on the for sexual favors, and other verbal or physical conduct of a sexual nature basis of sex, race, color, religion, creed, age, sex, gender, natural when: origin or ancestry, military experience, sexual orientation, physical • Submission to such conduct is made either explicitly or implicitly a or mental ability or disability, gender identity, genetic information, term or condition of an individual’s employment; or any other protected class. Retaliation will not be tolerated by • Submission to or rejection of such conduct by an individual is used BB&N. Please report any retaliation to your manager or the Head of as a basis for employment decisions a昀昀ecting such individual; or School. Any report of retaliatory conduct will be immediately and • Such conduct has the purpose or e昀昀ect of unreasonably interfering objectively investigated. Violations of this policy will be treated as a with an individual’s work performance or creating an intimidating, serious violation of BB&N’s professional standards. hostile, or o昀昀ensive work environment. Although not an exhaustive list, the following are examples of the type Any employee who believes that they have been discriminated or of conduct prohibited by the policy against sexual harassment: retaliated against in violation of this policy may also 昀椀le a complaint • Unwelcome sexual advances from a co-worker or manager, such as with the Equal Employment Opportunity Commission, Boston Area unwanted hugs, touches, or kisses; O昀케ce, 15 New Sudbury Street, Boston, MA 02203 (800-669-4000) • Unwelcome attention of a sexual nature, such as degrading, or the Massachusetts Commission Against Discrimination, One suggestive, or lewd remarks or noises; Ashburton Place, Boston, MA 02108 (617-994-6000). • Dirty jokes, derogatory or pornographic posters, cartoons, or Harassment Policy drawing; and BB&N is committed to maintaining an environment for learning and • The threat or suggestion that continued employment teaching that is free of all forms of unlawful harassment. advancement, assignment, or earnings depend on whether or not the employee will submit to or tolerate harassment. Unlawful harassment includes harassment based on race, religion, color, creed, age, national origin or ancestry, sex, physical or mental disability, sexual orientation, gender, military experience, gender identity, genetic information, or any other basis made unlawful by any applicable law, ordinance, or regulation. Unlawful harassment may be found in a single episode, as well as in persistent behavior. - 28 -

OPERATING PRACTICES, STANDARDS, AND POLICIES Complaint Procedures BB&N will not tolerate harassment or victimization of the Infractions of all discrimination and harassment and other BB&N complainant and will make every e昀昀ort to protect the complainant’s policies should be reported immediately to the Director of Human identity. However, it is important to note that malicious allegations Resources and/or the Chief Operating/Financial O昀케cer. BB&N takes may result in disciplinary action. BB&N also encourages employees to complaints seriously and will respond promptly. put their names to allegations to allow the school to properly follow- up and complete an investigation into the complaint. Concerns In the event of a complaint against a BB&N employee requiring an expressed anonymously will be investigated, taking into account the investigation, the employee will be noti昀椀ed of the steps involved in seriousness of the issue raised, the credibility of the concern, and the the investigatory process, which may include paid administrative likelihood of con昀椀rming the allegation from attributable sources. leave during the pendency of the investigation, and whether third parties will be involved in the investigation. Employees on paid BB&N encourages employees to report ethical concerns or administrative leave generally do not report to work or perform allegations internally. The school has also implemented a program any work-related tasks. Con昀椀dentiality will be maintained to the through NAVEX to provide an anonymous and con昀椀dential method extent that it is practical under the circumstances. When BB&N has of reporting misconduct. To submit a report, contact NAVEX by completed its investigation, to the extent appropriate, the person calling 844-516-3777 or going online at NAVEX Reporting. 昀椀ling the complaint and the employee subject to the complaint will be informed of the results of the investigation. Whistleblower Policy BB&N is committed to the highest possible standards of ethical, moral, and legal business conduct. In line with this commitment and the school’s commitment to open communication, the Whistleblower Policy applies to all BB&N employees, including part- time, temporary, and contract employees, and aims to provide an avenue for employees to raise concerns and reassurance that they will be protected from reprisals or victimization for whistleblowing in good faith. The Whistleblower Policy is intended to cover serious concerns that could have an impact on the school, such as actions that: • May lead to incorrect 昀椀nancial reporting; • Are unlawful; • Are not in line with school policy, including the community standards; • Otherwise amount to serious improper conduct. - 29 -

OPERATING PRACTICES, STANDARDS, AND POLICIES Communicable Disease Prevention and Infection Control Control Policy Any BB&N employee diagnosed with a communicable disease such The health and safety of our employees, students, and the larger as COVID-19, H1N1, SARS, chicken pox, measles, tuberculosis, etc., school community is of the utmost importance to BB&N. The must follow the recommended or required protocols by federal, monitoring of communicable diseases is critical to this goal. In an state, and local agencies in connection with absence from and e昀昀ort to follow recommendations from Cambridge Public Health return to work. Recommendations and requirements may include Department (“CPHD”), the Massachusetts Department of Public self-quarantine for a prescribed period of time. BB&N reserves the Health (“MDPH”) and the Center for Disease Control (“CDC”) right to exclude individuals from school and to reassign or change regarding communicable illnesses, BB&N has adopted measures an employee’s duties to cover absences, if necessary. that focus on prevention, early detection, and appropriate control of the exposure to and spread of any communicable illness. By taking a proactive stance, we aim to limit exposure and increase protection for all members of the BB&N community. Prevention The spread of communicable diseases can be controlled through COMMUNICATION good prevention and infection control practices. Hand hygiene In the event of a communicable illness outbreak or and respiratory etiquette are standard precautions. Employees possible exposure to a communicable illness, BB&N should wash hands often with soap and warm water for at least will notify employees. In addition, the Director 20 seconds. Coughs and sneezes should be made into the elbow. of Student Support Services, with assistance from In addition, employees who exhibit 昀氀u-like symptoms should stay the Campus Nurses, will collaborate with the at home and remain at home until such time as is recommended CPHD, the BB&N School Physician, and the BB&N or required by federal, state, and local agencies. This aids in early Administration to implement a communication plan identi昀椀cation and treatment of any ill employees or students. BB&N that best serves the entire BB&N community. Our Nurses work in close collaboration with intra-campus departments goal is to keep the channels of communication open such as facilities, dining services, and athletics in maintaining strict and to alert employees of a potential health problem sanitation procedures that follow federal, state, and local protocol and advise them what to do. and procedures. These prevention measures support the goal of maintaining a healthful environment. - 30 -

AS ALWAYS, THANK YOU VERY MUCH FOR YOUR ATTENTION TO READING THIS HANDBOOK. WE APPRECIATE YOUR ADHERENCE TO THE IMPORTANT POLICIES AND STANDARDS THAT ARE COVERED HERE. IF YOU HAVE ANY QUESTIONS, PLEASE CONTACT THE HUMAN RESOURCES OFFICE AT [email protected]. Note - Appendices follow this page thank you! HONOR ~ SCHOLARSHIP ~ KINDNESS

APPENDIX A DEFINITION OF A FULL-TIME TEACHING POSITION AND STIPEND BANDS Last Updated April 2024 The question of how to equitably distribute the many responsibilities and opportunities required of teaching faculty at BB&N is a long- standing and complex one. While no one solution is perfect, we are committed to continually reviewing the standard workload with an eye toward eliminating the largest inequities. The underlying ethos is one of teamwork, commitment to student growth and development, and providing a robust educational and extracurricular program to our students. We know that our roles at BB&N necessitate our willingness to step up and lend a hand and take on additional responsibilities when necessary in order to best serve our students. We also acknowledge that this new methodology moves away from using percentages and we believe this new methodology better encapsulates the complexity associated with de昀椀ning a full time teaching position. LOWER SCHOOL 25-32 (with a minimum of 24) instructional & duty contact periods per week. Considerations include: • Length of periods • Half groups vs. Full Groups • Academic vs. Duties Additional attendance/involvement expectations of all faculty include: • All-School professional days (August, October, February, June) • Afternoon all-school meetings four times per year • Opening Orientation Meetings • Re昀氀ecting upon and preparing for the next school year • Faculty Meetings • Admissions events (i.e. Open House, revisit days, evening receptions) • Back to School Night • * Possible additional night in the future • Family Correspondence • Report Writing • Conference Days • Responsive Classroom Training • Setting up learning environments • Documentation of student work for a public audience • Grade 6 Closing Ceremonies Faculty-speci昀椀c expectations • Admissions Evaluation Days • Grade 6 Hulbert Trip (4day/3night) • Grade 6 Preparation & Musical Night • Grade 5 Overnight • Science Saturdays (Science Teachers) - 32 -

MIDDLE SCHOOL Generally, full-time teachers in the Middle School are responsible for the following as part of their job: • Teach 3-4 classes • Serve as Advisor: ~Every day: Co-lead Homeroom & lead Advisee meetings (Refer to Advisor 411 to understand all components of this role at the MS for full list of ongoing expectations and more detail w/both internal and external roles) ~Every day: Supervise E Block/ Supervise designated campus spaces on MS rotation and meet with Advisees & students: (Manage daily E Block Trackers, goal/re昀氀ections, LP, attendance tracking documents, etc.) • Teach Co-Curriculum: ~Co-teach Grade Level Co-Curriculum/Advisory Curriculum each week (Prep for Thursday class w/ Homeroom partner each week) ~Grade Teamwork: Contribute to curriculum building and grade-based discussions/meetings about student well-being, growth, and development on a regular basis • At the MS level, as developmentally appropriate, daily faculty duties and supervision are signi昀椀cant and required to ensure the safety and wellbeing of our students. All MS faculty members are expected to participate in the regular rotation of the following faculty duties: ~Break: Snack set up/Distribution/Supervision: inside/outside ~Lunch: Set up//Clean up/ Supervision: inside/outside ~Driveway: AM/PM ~Cell phone: AM/PM ~Daily E Block supervision: space rotation/ indoor& outdoor and/or access for direct extra help, 1:1 time with students • Ful昀椀ll additional responsibilities beyond the classroom as follows:to be determined in consultation with the Campus Director and/or Athletic Director ~Leadership position ~One Group A responsibility and One Group B responsibility ~Three Group B responsibilities Middle School teachers who take on two Group A responsibilities will be eligible for a $1,000 stipend. Note that responsibilities and duties may change as the needs of the Middle School program shift. Additional responsibilities beyond the classroom can be categorized as follows: • Leadership Positions: These roles involve signi昀椀cant time on task, both during and outside of the school day, as well as summer. Most of the time these positions reduce the need to ful昀椀ll additional responsibilities. In a limited number of circumstances, often when someone assumes more than one leadership position, 昀椀lling these positions may result in a reduction in teaching/advising responsibilities. ~Department Head ~Grade Dean role ~Advisory Co-Curriculum Team Leader ~New Faculty Mentor role - 33 -

• Group A Responsibility: Approximately 5 hours/week throughout the year, or 15 hours/week during one season. ~Service Learning Coordinator ~MS Global Trip Coordinator/Leader ~Model UN Team Leader ~Yearbook ~Hiring Committee Coordinator/New Faculty ~Group A Coaching Positions • Group B Responsibility: ~ 2-4 hours/week throughout the year, or 6 -10 hours/week during one season ~Clubs/Activities: -Spark -Robotics -Debate -Community Service -MathTeam -Science -Clay -Lit Club -Improv Players -Rainbow Club ~Coordinator of 8-9 Transition ~Coordinator of Display Spaces/MasterDuty Driveway ~Coordinator of MS Orientation ~Coordinator of Girls Angle Programs ~Coordinator of Morning Meetings/Student Role/Voices ~Group B Coaching Positions Additional attendance/involvement expectations of all faculty include: • Opening Orientation Activities • MS Community Ice Cream Social • MS Back to School Night (BTSN) • Weekly Class/ Morning Meetings • CABs/MS Assemblies/Special Events • MS MIX - Chaperones • BB&N Grade 6-8 Fall Sports Fest • Teacher Conference Days/ Zoom -Day #1,(1pm-7:15pm), Day #2 (7:30am - 2pm) • Community Days throughout the year • MS/ Grade speci昀椀c Field Trips Chaperone • All MS Faculty meetings: Tuesday morning and Wednesday afternoons. • All Department meetings • All Grade Level/TEAM meetings • All-school professional days (August, October, February, June) • Afternoon all-school meetings four times per year (unless involved in a school obligation, such as coaching ) • Community Grade Night Events/ Performances/Games to support students and colleagues (choose at least 2) • Admissions events (i.e. Open House, revisit days, evening receptions) • MS Closing Ceremonies and US Graduation • Re昀氀ecting upon and preparing for the next school year - 34 -

UPPER SCHOOL Generally, full-time teachers in the Upper School are responsible for the following as part of their jobs: • Teach four classes (4 class meetings per week, typically 2 or 3 class preps) • Advise a group of 4-8 students in grades 10-12 (beginning in year 2 of employment) • Ful昀椀ll additional “standard” responsibility outside of the classroom, to be determined in consultation with the Campus Director, Athletic Director, Department Head, Dean of Students, and/or DEIG Practitioner Additional attendance/involvement expectations include: • All department meetings, FACT Meetings, Friday Stand-Up Meetings • All-School professional days (August, October, February, June) • Afternoon all-school meetings four times per year (unless involved in a school obligation, such as coaching or theater rehearsal) • Admissions events (e.g., Open House, revisit days, evening receptions) • Closing Ceremonies and Graduation • Opening Orientation Activities • Back-to-School Night • Weekly Assemblies • Re昀氀ecting upon and preparing for the next school year Additional responsibilities outside of the classroom can be categorized as follows: 1. Leadership Positions: These roles involve signi昀椀cant time on task, both during and outside of the school day. Typically, these involve a course reduction. ~Academic Department Head + Stipend ~Senior Spring Project Coordinator ~Bivouac Director ~Math Placement Coordinator ~Grade Level Dean (in some circumstances; under review) ~Vanguard Faculty Advisor 2. Standard +:- Responsibilities (comes with a stipend to re昀氀ect the time and e昀昀ort beyond that of a standard responsibility) 8-10 hours of work per week for the year (on average) ~Debate ~Category 2 Coaching positions (standard responsibility + coaching; see below for recruiting/non-recruiting di昀昀erential) 3. Standard: Responsibilities include those which represent 3-5 hours of work per week, full year (on average) or 15 hours/week in 1 athletic season ~Service Learning Coordinators (2) - DEIG ~Student Council ~Diversity Steering Committee/Student Diversity Steering Committee - DEIG ~Publication Supervisors (CHASM, POV, Spectator, Society) ~Travel Exchange Coordinator/Global Education Ambassador Program - DEIG ~Robotics Club ~Math Team ~Disciplinary Committee ~GAINS ~Model UN ~French Language Coordinator - 35 -

~Spanish Language Coordinator ~GOA Coordinator - DEIG ~Semester Away Coordinator - DEIG ~APUSH Boot Camp Coordinator ~Petropoulos Program Coordinator ~Afternoon Arts Teacher ~Eco Reps Coordinator (2) ~Biology/Experimental Club ~Science Subdivision Coordinator and Lab Maintenance (Biology, Chemistry, Physics) ~Assembly Coordinator ~Musical Accompaniment ~Sophomore Guides ~Film/Video Inventory ~Makerspace/Woodshop Coordinator ~Art Gallery ~Athletic activity leader (2 seasons) ~A昀케nity Group leader (pending review by DEIG) ~Category 3 Coaching for 1 season (assistant V, JV/3rds) ~9th grade advisor (group of 12) ~Two Category 4 Coaching/Athletic responsibilities ATHLETICS/COACHING Grades 6-8 Program/MS: Middle School Coaching Assignments are categorized as Group A or B responsibilities based upon the time working with students, the expectations in responding to parents and the number of games and matches outside of the regular practice schedule. • Fall - Group A ~Soccer ~Field Hockey ~Flag Football ~Volleyball ~Cross Country - Head coach only • Fall - Group B ~Rowing ~Mind & Movement ~Instructional Soccer ~Cross Country • Winter - Group A ~Basketball ~Hockey ~Squash • Winter - Group B ~Rock Climbing - 36 -

~Mind & Movement ~Winter Running ~Intramural basketball ~Fencing ~Wrestling • Spring - Group A ~Lacrosse ~Baseball ~Softball ~Tennis ~Track & Field - Head Coach only • Spring - Group B ~Golf ~Rowing ~Mind & Movement ~Track & Field Middle School Athletic Stipends are as follows (when coaching in addition to a full time role):: • Group A Coaching - $3,000 (external coaches receive $2,500) • Group B Program - $2,500 • Faculty with two Group A Coaching Responsibilities - $1,000 Upper School Upper School Coaching Assignments are broadly categorized as Category 1-4 responsibilities based upon the time working with students, the expectations in responding to parents, and the number of games and matches outside of the regular practice schedule. • Category 1 Coaching - Varsity Head Coach for an athletic program designated by the Board of Trustees as a program with recruiting responsibilities. ~Stipend range: $12,500 to $14,500 • Category 2 Coaching - Varsity Head Coach of non-designated recruiting programs, Assistant Varsity Coach ~Stipend range: $3,000 to $8,500 • Category 3 Coaching - JV or Thirds Head Coach and Assistant Coaches ~Stipend range: $2,000 to $6,000 • Category 4 Athletics Duty - Athletic Activities leader or program supporter ~Stipend range: $2,500 to $4,000 - 37 -

STIPENDS ON TOP OF A FULL WORKLOAD A Tier 1 stipend is for activities beyond an employee’s full-time responsibilities that meet on a weekly basis for approximately one to two hours total a week. Most often this will mean supporting a weekly club or any other consistent, but not too intensive, activity. This might also be an activity that is intensive for a time period, but not throughout the year. ($1,000) A Tier 2 stipend is for activities beyond an employee’s full-time responsibilities that require signi昀椀cant attention more than once a week totaling approximately three or four hours of work a week, understanding that in some instances that work happens outside of the activity/ meeting. ($2,000) A Tier 3 stipend is for activities beyond an employee’s full-time responsibilities that meet or require daily attention totaling approximately 昀椀ve to seven hours a week, understanding that in some instances that work happens outside of the activity/meeting. Most often this will mean assuming some sort of consistent leadership role with faculty or supporting an intensive student program. ($4,000) A Tier 4 stipend is for activities beyond an employee’s full-time responsibilities that require multiple touch points each day totaling approximately seven to ten hours a week, understanding that in some instances that work happens outside of the activity/meeting. Most often this will mean assuming some sort of signi昀椀cant leadership role with faculty, taking on a signi昀椀cant administrative task, or supporting an intensive student program that requires consistent travel and/or signi昀椀cant responsibilities beyond the typical school day/week. ($5,500) Stipends would be paid for activities beyond a full time teaching role. Stipend amounts will be re-evaluated every 2-3 years. - 38 -

APPROVED STIPENDS FOR THE 2024-2025 SCHOOL YEAR - 39 -

- 40 -

APPENDIX B SMOKING & VAPING/TOBACCO POLICY Updated August 14, 2023 BB&N is a smoke-free and vape-free campus. Because we believe that engaging in this behavior is a health hazard, we do not allow it in school buildings, in school vehicles, on school grounds or at school-sponsored events. RATIONALE The use of tobacco products is the leading cause of preventable death in the United States. The use of tobacco products in schools and on school grounds is hazardous to the health, safety and welfare of students, employees and visitors. The nicotine in tobacco products and THC in cannabis products are highly addictive and can harm the brains of developing children. Even nicotine-free vaping products contain harmful chemicals with unknown long-term health e昀昀ects. DEFINITIONS Tobacco Product: Any product containing, made or derived from tobacco, nicotine or cannabis that is intended for human consumption, whether smoked, chewed, absorbed, dissolved, inhaled, vaped, snorted, sni昀昀ed, or ingested by any means. Tobacco products include, but are not limited to, cigarettes, cigars, chewing tobacco, pipe tobacco, snu昀昀, as well as, electronic and vaping cartridges, regardless of nicotine content. Tobacco products do not include any FDA-approved products for smoking cessation or for other medical purposes. Tobacco Paraphernalia: Any device used to aid, light, burn, vaporize, ingest or consume any Tobacco Product as de昀椀ned in this Policy. RESTRICTIONS No person may, at any time, use a Tobacco Product in any school building on any school grounds, at any school athletic or school-sponsored event or in any vehicle used for school purposes. No student may, at any time, use or possess any Tobacco Product or Tobacco Paraphernalia in any school building, on any school grounds, at any school athletic or school-sponsored event or in any vehicle used for school purposes. When there is evidence that a student is in possession of any Tobacco Product or Tobacco Paraphernalia, BB&N administrators may con昀椀scate such items. PENALTIES Students who violate this Policy 昀椀rst will be referred to the guidance counselor, school nurse or other health or counseling service for health information, counseling, and referral. For subsequent violations, students may face discipline. Parent(s)/guardian(s) will be noti昀椀ed of all violations and actions taken by BB&N. Employees who violate this Policy may face discipline, up to and including termination. Visitors who violate this Policy will be asked to refrain while on school property. Visitors who refuse to refrain will be asked to leave the premises. - 41 -

APPENDIX C BULLYING PREVENTION AND INTERVENTION PLAN Updated Fall 2022 I. Introduction At BB&N, we expect that all members of our school community will treat each other with civility and respect. It is the policy of the school to provide and maintain a learning environment that is free of bullying, cyberbullying, retaliation, and any other verbal or physical misconduct which disrupts the learning environment or makes it unsafe. The BB&N Bullying Prevention and Intervention Plan (the “Plan”), set forth below, is in accordance with the Massachusetts laws against bullying and is an integral part of our e昀昀orts to promote learning and to prevent behavior that can impede the learning process. The Plan spells out BB&N’s comprehensive approach to addressing incidents of bullying, cyberbullying, and retaliation. Pursuant to the Plan, the school will promptly investigate any report of bullying, cyberbullying, or retaliation. Upon determining that bullying, cyberbullying, or retaliation has occurred, we will immediately take action to stop the behavior and address the safety concerns for any member of the community who has been impacted. BB&N recognizes that “certain students may be more vulnerable to becoming a target of bullying or harassment based on actual or perceived di昀昀erentiating characteristics, including race, color, religion, ancestry, national origin, sex, socioeconomic status, homelessness, academic status, gender identity or expression, physical appearance, pregnant or parenting status, sexual orientation, mental, physical, developmental or sensory disability or by association with a person who has or is perceived to have 1 or more of these characteristics.” It is important that the Plan is reviewed by all members of the BB&N community. The Head of School and the Campus Directors are responsible for the implementation and administration of the Plan and any questions or concerns related to the Plan may be referred to any of those individuals. The school will provide written notice of the Plan to students and parents/guardians annually. The noti昀椀cation to students will be in age- appropriate terms. The Plan is included in the Student Handbooks and the All School Employee Handbook. The Plan is also posted on the BB&N website. The Plan will be reviewed and updated biennially. The school will provide annual training on the Plan to faculty and sta昀昀. The training at a minimum will include a review of the reporting obligations for all faculty and sta昀昀 and the processes that the school will follow in response to a report of bullying, cyberbullying or retaliation. II. Prohibition against Bullying, Cyberbullying, and Retaliation The school will not tolerate any form of bullying or cyberbullying. We will also not tolerate retaliation against any person who reports bullying or cyberbullying, or who in good faith provides information during an investigation of bullying. Bullying, cyberbullying, and retaliation are prohibited on school grounds and at school-sponsored events activities, functions, and programs, including athletic practices and games that occur at o昀昀-campus locations. Bullying, cyberbullying, and retaliation are also prohibited at school bus stops, on school buses and on other vehicles owned, leased, or used by the school. It is also prohibited through use of technology or electronic devices owned, leased, or used by the school. In addition, bullying, cyberbullying and retaliation at a location, activity, function, or program that is not school-related, or through the use of technology or an electronic device that is not owned, leased, or used by the school, are prohibited if that conduct creates a hostile school environment for a targeted student, infringes on the rights of a student at school, or materially and substantially disrupts the educational process. - 42 -

III. De昀椀nitions of Bullying, Cyberbullying, and Retaliation Massachusetts law, M.G.L. Chpt. 71 sec. 37O governs the prohibition of bullying and the adoption of bullying prevention and intervention plans. As governed by law and as used in the Plan the following de昀椀nitions apply: Bullying: Bullying means “the repeated use by one or more students or by a member of a school sta昀昀 including, but not limited to, an educator, administrator, school nurse, cafeteria worker, custodian, bus driver, athletic coach, advisor to an extracurricular activity or paraprofessional of a written, verbal or electronic expression or a physical act or gesture or any combination thereof, directed at a victim that: (i) causes physical or emotional harm to the victim or damage to the victim’s property; (ii) places the victim in reasonable fear of harm to himself or of damage to his property; (iii) creates a hostile environment at school for the victim; (iv) infringes on the rights of the victim at school; or (v) materially and substantially disrupts the education process or the orderly operation of a school. For the purposes of this section, bullying shall include cyberbullying. Cyberbullying: Cyberbullying is “bullying through the use of technology or any electronic communication, which shall include, but shall not be limited to, any transfer of signs, signals, writing, images, sounds, data or intelligence of any nature transmitted in whole or in part by a wire, radio, electromagnetic, photo electronic or photo optical system, including, but not limited to, electronic mail, internet communications, instant messages or facsimile communications. Cyberbullying shall also include: (i) the creation of a web page or blog in which the creator assumes the identity of another person or (ii) the knowing impersonation of another person as the author of posted content or messages, if the creation or impersonation creates any of the conditions enumerated in clauses (i) to (v), inclusive, of the above de昀椀nition of bullying. Cyberbullying shall also include the distribution by electronic means of a communication to more than one person or the posting of material on an electronic medium that may be accessed by one or more persons, if the distribution or posting creates any of the conditions enumerated in clauses (i) to (v), inclusive, of the de昀椀nition of bullying.” Perpetrator: A Perpetrator includes “[a] student or a member of a school sta昀昀 including, but not limited to, an educator, administrator, school nurse, cafeteria worker, custodian, bus driver, athletic coach, advisor to an extracurricular activity or paraprofessional who engages in bullying or retaliation.” Hostile Environment: A hostile environment is a situation in which bullying causes the school environment to be permeated with intimidation, ridicule, or insult that is su昀케ciently severe or pervasive to alter the conditions of a student’s education or work environment. Retaliation: Retaliation is any form of intimidation, reprisal, or harassment directed against a student who reports bullying or who witnesses and/or provides information during an investigation. Legal De昀椀nitions and School Policy: Stricter standards of behavior may apply under the school’s policies to prevent inappropriate verbal and physical conduct before a student has been subject to bullying, cyberbullying, or retaliation as it is de昀椀ned under the law. For example, although the Plan de昀椀nes bullying as “repeated use” of certain expressions, acts, and/or gestures, the school reserves the right to apply disciplinary measures and other corrective/remedial action in a case of a single expression, act or gesture, if the school determines that it is of su昀케cient severity to warrant disciplinary measures or other corrective/remedial action. III. Prevention of Bullying, Cyberbullying, and Retaliation The school’s values, faculty professional development, parent programming, and student support services focuses on the development of a collaborative and safe community in which all members feel welcome and connected. From the moment a student becomes a member of the school community, they learn that as members of our community they have a right to be treated with civility and respect. Our curriculum emphasizes respect for di昀昀erences, and faculty are clear in their expectations for student - 43 -

behavior. As stated in our Community Expectations document, parents are expected to reinforce the standards for membership in the BB&N community. Each of our campuses provides annual programming to educate our students in bullying prevention skills and strategies to either prevent or respond to bullying, cyberbullying, and retaliation: • The Lower School utilizes age-appropriate programs such as Responsive Classroom, Common Sense Media resources, teacher/counselor created programming, and outside consultants and speakers. • The Middle School integrates the programming into the advisory program as well as the Co-Curriculum (a two year character development program). • The Upper School o昀昀ers an advisory program, peer counseling, formal consultants and speakers, and integration of these strategies into wellness initiatives. IV. Reports of Bullying, Cyberbullying, or Retaliation Any member of the school community can and should report any incident of bullying, cyberbullying or retaliation. Faculty and sta昀昀 are required to report. Con昀椀dentiality: The school is aware and understands that reporting bullying, cyberbullying, or retaliation can be emotional and complex. Therefore, the school is committed to protecting the con昀椀dentiality of all parties involved in an investigation, to the extent possible, and provides information on a legitimate, need-to-know basis Students: Any student who is the target of bullying, cyberbullying, or retaliation or has witnessed an incident of bullying, cyberbullying, or retaliation or otherwise has relevant information about bullying, cyberbullying, or retaliation is strongly encouraged to promptly report the matter orally or in writing to a member of the BB&N faculty, sta昀昀 and/or administration. Students who knowingly make a false report of bullying, cyberbullying or retaliation will be subject to disciplinary action. Parents and Families: A parent or family member of a student who is the target of bullying, cyberbullying, or retaliation, or of a student who has witnessed or otherwise has relevant information about bullying, cyberbullying, or retaliation is strongly urged to promptly notify the applicable Campus Director. Furthermore, any parent or family member who has witnessed bullying, cyberbullying, or retaliation or has relevant information concerning such an incident is strongly urged to contact the Campus Directors. Faculty and Sta昀昀: Any member of the faculty or sta昀昀 of the school who witnesses or otherwise becomes aware of bullying, cyberbullying or retaliation is required to report it immediately to the applicable Campus Directors. There are no exceptions. In addition, faculty and sta昀昀 may not make anonymous reports concerning a student. Finally, a member of the faculty or sta昀昀 may not make promises of con昀椀dentiality to a student, parent, or co-worker who informs him/her of an allegation of bullying cyberbullying, or retaliation and is required to report the allegation to the applicable Campus Director. Anonymous Reports: As noted above faculty and sta昀昀 may not make reports anonymously concerning a student. Although Massachusetts law permits anonymous reports, the school urges students and their families not to make reports anonymously. This is because it is far more di昀케cult to investigate and address anonymous complaints. V. Investigation and Response to a Report of Bullying,Cyberbullying, or Retaliation A. Preliminary Considerations When a complaint or report of bullying, cyberbullying, or retaliation is brought to the attention of a Campus Director, an assessment is made as to whether any initial steps need to be taken to protect the well-being of students and to prevent disruption of the learning environment while the investigation is being conducted. As appropriate, strategies such as increased supervision or a safety plan during an investigation may be implemented. - 44 -

B. Investigation Once a complaint/report has been made, the applicable Campus Director or his/her designee has a duty to conduct an investigation. The investigation may include, but is not limited to, individual interviews with: (i) the person who made the report or complaint; (ii) the student who was the target of the alleged bullying, cyberbullying or retaliation; (iii) the person or persons against whom the complaint was made, and; (iv) any students, faculty, sta昀昀 or other persons who witnessed or who may otherwise have relevant information about the complaint. The interviews will be documented and will remain con昀椀dential on an otherwise legitimate need-to-know. C. Parent Noti昀椀cation The school to notify the parents of any student who is an alleged target of bullying, cyberbullying, or retaliation and the parents of any student who may have been accused of engaging in such behavior after a complaint has been made, during the course of the investigation. D. Determination, Resolution, Noti昀椀cation, and Follow-Up Following interviews and any other investigation undertaken, as the school deems appropriate, the Campus Director will determine whether and to what extent the allegation of bullying or retaliation has been substantiated. If it is determined that the allegation is substantiated as bullying or retaliation, the Campus Director will determine what disciplinary action and/or other remedial action is appropriate and how it will be implemented. In all circumstances where dismissal is considered as a disciplinary action, the Head of School will be consulted and will make the 昀椀nal determination. The goal of an investigation, and any resulting disciplinary or other remedial action that is imposed following that investigation, is to correct the situation to the extent it is reasonably possible and to take such steps as can be taken to prevent there being a repetition of the incident and to prevent the student or students targeted and others who participated in the investigation from being subject to retaliation. If appropriate, such as when a crime may have been committed or a child may have been subject to abuse or neglect of the type that is reportable under Section 51A of the Massachusetts laws, law enforcement or any appropriate government agency will be noti昀椀ed. Upon completion of the investigation, the Campus Director or designee who conducted the investigation will meet individually with the student or students who were the target of the alleged incident and the person or persons against whom the complaint was made. Parents will be informed of the results of the investigation and, where disciplinary or other corrective/remedial action is determined to be appropriate, the steps that will be taken to correct the situation. The Campus Director or designee will comply with applicable laws regarding disclosure of con昀椀dential information when informing students and parents. No disciplinary action may be taken against a person solely on the basis of an anonymous report. The Campus Director or designee who conducted the investigation, in consultation with the school counselor, may refer perpetrators, victims, and family members of such students for counseling or other services as appropriate. The Campus Director will insure that there are check-ins made with any student found to have been targeted in violation of this policy and his/her parents to inquire as to whether there have been any further incidents. The Campus Director will keep a 昀椀le on all reports of bullying, cyberbullying or retaliation, the investigation, and any actions taken in response to a 昀椀nding of bullying, cyberbullying or retaliation. VI. Conclusion BB&N is committed to the prevention of bullying, cyberbullying, and retaliation. This Plan is consistent with our Community Standards and Values that strive to create a safe and welcoming environment for all of our community members.