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 -