STAFF HANDBOOK

Prepared for the Benefit of Employees of Mystic Seaport Museum

Revised June 6, 2018

INTRODUCTION This handbook was developed as a guide to acquaint employees of Mystic Seaport Museum with some expectations of their jobs and to outline Mystic Seaport Museum’s policies, programs, and benefits. This handbook is intended to provide a summary of some general information and is not a comprehensive and detailed description of all of the Museum’s policies, programs and benefits. Employees should familiarize themselves with the contents of this handbook as soon as possible, for it will answer many questions about employment with Mystic Seaport Museum. Because there may be times when circumstances change, Mystic Seaport Museum reserves the right to revise, modify, delete or add to this handbook and any and all policies, programs, and benefit plans at any time and without advance notice. Where a policy, program, or benefit is described in general terms, the official current policy, program or benefit plan document will always be controlling. We will do our best to keep employees informed of changes, but employees should contact Human Resources or their direct supervisor to obtain the most current information. This handbook is not an employment contract – express or implied – and none of the policies, programs, or benefits described in the handbook is intended to confer any special rights or privileges upon specific individuals or to entitle any employee to employment for a definite duration. Employment at Mystic Seaport Museum is at-will, which means that employees of Mystic Seaport Museum may terminate the employment relationship at any time, for any reason, and without notice. At-will employment can only be changed by a written document signed by the President of Mystic Seaport Museum that expressly states that a particular employee is no longer an employee at-will and has a contract for a definite duration.

Contents EMPLOYMENT PRACTICES......................................................................................................................... 1

Employment Terms ................................................................................................................................... 1

Equal Employment Opportunity ............................................................................................................... 1

Orientation ................................................................................................................................................ 2

Employee References ............................................................................................................................... 2

Employment Application .......................................................................................................................... 2

Employment of Relatives .......................................................................................................................... 2

COMPENSATION & PAYROLL PRACTICES ................................................................................................ 3

Wages and Salaries ................................................................................................................................... 3

Payday ....................................................................................................................................................... 3

Payroll Classifications ................................................................................................................................ 3

Direct Deposits .......................................................................................................................................... 3

Payroll Deductions .................................................................................................................................... 3

Social Security ........................................................................................................................................... 3

Unemployment ......................................................................................................................................... 3

Break & Meal Periods ............................................................................................................................... 3

Time Cards ................................................................................................................................................ 4

Holiday Pay ............................................................................................................................................... 4

Storm Closing ............................................................................................................................................ 4

Procedures............................................................................................................................................. 5

Compensation for Storm Closings ......................................................................................................... 5

Overtime ................................................................................................................................................... 5

Changing Work Schedule .......................................................................................................................... 6

Resignation of Employment ...................................................................................................................... 6

Service Dates ............................................................................................................................................. 6

BENEFITS ..................................................................................................................................................... 6

Benefit Programs ...................................................................................................................................... 6

Retirement Plan & Supplemental Retirement Plan .................................................................................. 8

Supplemental Retirement Annuity ........................................................................................................... 9

Training ..................................................................................................................................................... 9

Admissions ................................................................................................................................................ 9

Discounts ................................................................................................................................................... 9

Credit Union .............................................................................................................................................. 9

Library Privileges ....................................................................................................................................... 9

Additional Perks ...................................................................................................................................... 10

TIME OFF & LEAVES .................................................................................................................................... 11

Leave of Absence .................................................................................................................................... 11

Family and Medical Leave ....................................................................................................................... 11

Short Term Disability .............................................................................................................................. 11

Parental Leave......................................................................................................................................... 11

Jury Duty ................................................................................................................................................. 12

Bereavement Leave ................................................................................................................................ 12

Sick Leave ................................................................................................................................................ 12

Workers' Compensation Insurance ......................................................................................................... 13

Vacation Plan .......................................................................................................................................... 13

Personal Days .......................................................................................................................................... 14

Unpaid Time Off ...................................................................................................................................... 14

SAFETY & SECURITY ................................................................................................................................. 14

Drug-Free Workplace Policy ................................................................................................................... 14

Drug Testing ............................................................................................................................................ 14

Smoke Free Environment........................................................................................................................ 15

Identification Badges .............................................................................................................................. 15

Safety and Health .................................................................................................................................... 15

Injuries and Illness (Visitors) ................................................................................................................... 15

Security Procedures ................................................................................................................................ 15

Fire .......................................................................................................................................................... 16

Personal Property ................................................................................................................................... 16

POLICIES .................................................................................................................................................... 17

Mystic Seaport Museum Institutional Code Of Ethics ............................................................................ 17

Harassment Prohibited ........................................................................................................................... 17

Dress Code .............................................................................................................................................. 20

Solicitation and Distribution ................................................................................................................... 20

Disciplinary Actions & Standards of Conduct ......................................................................................... 22

Dispute Resolution .................................................................................................................................. 23

Peer Review ............................................................................................................................................ 24

Performance Counseling Procedures ..................................................................................................... 25

Attendance.............................................................................................................................................. 26

Reporting and Non-Retaliation Policy ..................................................................................................... 26

Children in the Workplace ...................................................................................................................... 27

Service Animals & Pet Policy ................................................................................................................... 28

Use of Electronic Systems ....................................................................................................................... 28

Employee Use of Social Media ................................................................................................................ 29

GENERAL INFORMATION ......................................................................................................................... 32

Staff Bulletin – Human Resources........................................................................................................... 32

Duty Officers ........................................................................................................................................... 32

Staff Intranet ........................................................................................................................................... 32

Job Postings ............................................................................................................................................ 32

Personnel Records .................................................................................................................................. 32

Anniversary Awards ................................................................................................................................ 33

Employee Suggestions ............................................................................................................................ 33

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OUR EMPLOYEES The Mission of Mystic Seaport Museum is “to inspire an enduring connection to the American Maritime Experience.” Our success in fulfilling this mission relies on the effective utilization of our greatest asset– the employees of Mystic Seaport Museum. Our team members work hard, are passionate about the museum, and are committed to sustaining the Museum’s reputation as a national center for maritime research, collections and education. Therefore, we strive to provide the best possible working environment by subscribing to the following commitments:

Pursue our objectives with a commitment to personal integrity and high professional standards;

Promote an environment that encourages new ideas, high quality work, and professional achievement;

Treat employees honestly and fairly; ensure equal opportunity for employment and advancement; and protect them from illegal harassment;

Conduct ourselves so as to enhance and preserve the reputation of the Museum;

Encourage two-way communication through all levels of the Museum; and

Provide safe and healthful working conditions.

EMPLOYMENT PRACTICES

This section defines and explains certain terms and conditions related to your employment.

Employment Terms 1. Regular, Full-Time (RFT) - employees who are scheduled to work more than 30 or more

hours per week year round;

2. Regular Part-Time (RPT) - employees who are scheduled to work less than 30 hours per week year round;

3. Seasonal - employees who are not scheduled to work year round;

4. Temporary - employees who are hired for a short term activity or project that has a duration of 18 months or less, any employees employed by a third party vendor are excluded; and

5. Substitute - works as needed year round.

Seasonal, Temporary, and Substitute employees do not accrue service and are therefore not eligible to participate in all of the employee benefit plans.

Equal Employment Opportunity It is the policy of Mystic Seaport Museum to provide equal opportunity in employment to qualified individuals regardless of race, color, religion, age, sex, marital status, national origin, ancestry, physical or mental disability, sexual orientation, genetic information, gender expression or identity, or any other legally protected class in accordance with all applicable laws. This commitment extends to all employment decisions, including, but not limited to, recruiting, hiring, promotion, training, compensation, discipline and discharge, and to all terms, benefits, privileges, and conditions of employment. Discrimination in violation of this policy is prohibited and will not be tolerated.

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Orientation A multi-part orientation program has been developed for all new regular full- and part-time employees. This program has been designed to help ease the transition into Mystic Seaport Museum and a new work environment. During the first part of the process, new employees will receive information about the Museum, its operations, policies, programs and a review of available employee benefits. At this time, employees are asked to complete all new hire paperwork. Following the Human Resources orientation, employees will receive additional information concerning individual departmental procedures, position duties, and department objectives from their own department. All new hires will be scheduled for a general orientation; this general orientation will take place over multiple days and will provide new hires with a greater overview of the operations of Mystic Seaport Museum.

Employee References All requests for employment references must be directed to Human Resources. No other supervisor or employee is authorized to release reference information for current or former employees of Mystic Seaport Museum. The Museum’s policy as to references for employees who have left the Museum is to disclose only dates of employment, and position held. If an employee has authorized disclosure in writing, Human Resources will also verify salary.

Employment Application The employment application is an important form in the hiring procedure and becomes a part of the employee’s record. All information submitted on the application form is subject to verification. Mystic Seaport Museum reserves the right to dismiss any employee who has falsified the information on his or her application. The employment application can be found at https://www.mysticseaport.org/staff/hr/jobs/

Employment of Relatives Members of an employee's immediate family will be considered for employment on the basis of their qualifications. Immediate family may not be hired, however, if employment would: (i) Create a supervisor/subordinate relationship with a family member; (ii) Have the potential for creating an adverse impact on work performance; or (iii) Create either an actual conflict of interest or the appearance of a conflict of interest. This policy must also be considered when assigning, transferring, or promoting an employee. For the purpose of this policy, immediate family includes: spouse, domestic partner, parent, child, sibling, in-law, aunt, uncle, niece, nephew, grandparent, grandchild, members of household. This policy also applies to romantic relationships. Employees who become immediate family members or establish a romantic relationship may continue employment as long as it does not involve any of the above. If one of the conditions outlined should occur, attempts will be made to find a suitable position within the Museum to which one of the employees will transfer. If employees become immediate family members or establish a romantic relationship, the Company will make reasonable efforts to assign job duties so as to minimize problems of supervision, safety, security, or morale. If accommodations of this nature are not feasible, the employees will be permitted to determine which of them will resign. If the employees cannot make a decision, Mystic Seaport Museum will decide in its sole discretion who will remain employed.

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COMPENSATION & PAYROLL PRACTICES

Wages and Salaries Mystic Seaport Museum is committed to providing competitive wages, salaries, and benefits. All positions at the Museum have a grade level, title, and job description. Your compensation level rate is set at the time you are hired in accordance with the pay scale for your position.

Payday All employees are paid bi-weekly on Friday. Your supervisor will inform you as to when and where your check will be available.

Payroll Classifications All employees are classified under the wage and hour laws as follows:

Non-exempt - these are employees paid on an hourly basis and who are paid time and one-half for hours worked in excess of 40 in a work week.

Exempt - these are employees paid on a salary basis whose duties fit within a specific exemption, i.e. executive, administrative, professional, outside sales. Exempt employees are not paid overtime.

Direct Deposits All staff are strongly encouraged to participate in Mystic Seaport Museum's direct deposit payroll program. With direct deposit, your paycheck is deposited into the bank/credit union account(s) of your choice and is immediately available on payday, regardless of whether you are present at work that day. Further information on this service is available from Human Resources.

Payroll Deductions Mystic Seaport Museum is obligated to deduct from your pay various state and federal withholdings, such as federal and state income taxes and social security. The stubs of your paychecks are your record of the amount of compensation paid and of amounts deducted.

Social Security Mystic Seaport Museum contributes to employees’ social security accounts. Social Security provides eligible recipients with retirement, disability, hospitalization, and medical benefits. Social Security also provides certain spousal and family benefits in certain circumstances.

Unemployment Employees who are terminated involuntarily for reasons other than willful misconduct may be eligible to receive unemployment compensation benefits. Information can be obtained by contacting your local unemployment office.

Break & Meal Periods Break and meal periods for non-exempt employees are scheduled by each employee’s supervisor to ensure that the employee’s position and duties will be covered during periods of breaks. Breaks and meal periods are intended to provide employees an opportunity for rest and relaxation. Accordingly, they should be enjoyed away from the employee’s work area. Employees should not perform any duties during such periods. An employee break room is provided in some areas of the Museum for these purposes. Employees who receive paid breaks must remain on the Museum property throughout the break period.

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Breaks and meal periods are scheduled by supervisors. Breaks may not be combined or added to an employee’s lunch period or taken at the beginning or end of a shift period.

Time Cards Non-exempt employees must keep complete and accurate time sheets of the hours they work each day. Depending on the nature of your departments work, your time card may be paper or electronic and should be completed daily. Paper time cards must be signed and submitted to your supervisor for approval by close of business each Friday; electronic timecards bear your login signature and are reviewed and approved electronically by your supervisor. Each supervisor, after reviewing the timecard and resolving any discrepancies, will approve the card and forward it to payroll for processing.

Holiday Pay Regular Full-Time Employees (RFT) – Employees who are not required to work on a holiday will receive a regular day's pay. Employees who work on a holiday, will receive a regular day's pay plus straight time for all hours worked on the holiday. Regular Part-Time Employees (RPT) – Employees who are not required to work on a holiday will receive holiday pay (straight time) equal to 20 percent of the hours credited for their normal work week. If an employee is required to work they will receive holiday pay (straight time) equal to the number of hours worked, or 20 percent of the hours credited for their normal work week, whichever is greater. In addition, employees will receive straight time for all hours worked on the holiday. Seasonal, and Substitute Employees - Will receive holiday pay as well as straight time for all hours worked on the holiday. A list of Museum-designated holidays will be issued by Human Resources each year.

Storm Closing Each individual must use good judgment as to personal safety, and no one is expected to jeopardize life and limb. At the same time, resident New Englanders should plan to cope with most weather conditions as a matter of course. On questionable days, it is the responsibility of each staff member to report to work unless the staff member has established from a reliable source that the Museum is closed. All staff are responsible for keeping up to date contact information with HR in order to ensure timely notification of closures via the automated call or text system. Procedures When in consideration of the safety of visitors and staff, it becomes necessary to close the Museum, employees will receive a text or voicemail from the automated notification system. Mystic Seaport Museum operational status will also be posted on Mystic Seaport Museum’s homepage at www.mysticseaport.org The Museum has two kinds of closings and a delayed opening:

Closed to General Admission Visitors is declared when it is hazardous for unescorted visitors to be on the grounds. Visitor Reception and Interpretive staff will report for training sessions or reassignment to special projects. All other staff are expected to report to or remain at work in a normal fashion. Some staff may be delayed in getting to work and a few will feel that conditions in their particular location are unusually severe and will use good judgment in staying home.

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Closed to General Admission Visitors and Staff is declared when conditions are unusually hazardous. In this case, most staff, except Security and those notified by their department director as being required to aid in preparation or clean up, or to handle scheduled visiting groups, will not report to work.

Delayed Opening is declared when conditions are appropriate for opening but additional time is needed to complete snow removal, sanding pathways, clearing and salting vessels and other physical plant tasks.

When one of the above conditions is declared, it will be the responsibility of each department head to consult with their Vice President regarding the status of group admissions, special tours, lectures, evening programs, overnight groups, and other scheduled activities for which their department is responsible. If it is agreed that any of these activities need NOT be canceled it will be the department director's responsibility to coordinate all aspects of the activity with other departments that which might be affected, and with all staff who will be involved. Particular concern must be shown for the safety of all participants. Staff required to report for work for any of these or other necessary activities will be notified by their respective department director. Compensation for Storm Closings Storm days that require the closing of the Museum to "General Admission Visitors and Staff' will be treated as a normal work day, i.e., staff scheduled to work will receive their normal day's pay. Non- exempt staff requested by their department director to perform work when the Museum Is closed will receive time and a half pay for time worked on-site while the Museum was closed due to storm conditions. This is in addition to their normal day's pay. On those days when the Museum opens late or closes early due to inclement weather, non-exempt staff who report to work for the partial day will be paid for the full period they were scheduled to work. Staff who are unable to report to work due to the weather will be paid storm pay for the period of closure, and may use personal or vacation time for the balance of their scheduled day. Staff who were previously scheduled to be off will not receive storm pay.

Overtime Eligibility for Overtime: Non-exempt employees are paid on an hourly basis and will be paid overtime at a rate of one and one-half times their regular hourly rate of pay for all hours worked in excess of 40 hours in a workweek. Where an employee in a single workweek works at two or more different types of work for which different straight-time rates have been established, the regular hourly rate for that week is the weighted average of such rates. That is, the earnings from all such rates are added together and this total is then divided by the total number of hours worked at all jobs. Absences such as sick, vacation, holiday pay, Family and Medical Leave Act (FMLA) leave, military leave, jury and witness duty, bereavement leave, and voting time off, whether this time is paid or unpaid, are not counted as hours worked for the purposes of calculating overtime. The one exception is storm pay, which will be counted as hours worked. Exempt employees are paid on a salary basis and their salary covers all of the hours they are required work in a workweek in order to perform the duties of their position. Exempt employees will not be paid overtime.

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Scheduling and Working Overtime Non-exempt employees must have overtime hours approved in advance by their Department Director and the CFO. The Seaport may require non-exempt employees to work overtime in certain circumstances to meet operational needs.

Changing Work Schedule Mystic Seaport Museum may change your daily or weekly work schedule from time to time due to operational requirements. Changes in work schedules will be announced as far in advance as practicable.

Resignation of Employment Resignations should be in writing and Mystic Seaport Museum requests at least two weeks’ advance notice.

Service Dates A person's Museum service is the length of time, beginning with the date of hire, that the individual has

been continuously employed by the Museum on a full-time or part-time basis, including periods of

authorized leaves of absence. Museum service ends with termination of employment.

An individual with one or more years of regular full or part-time service who terminates employment

then returns to service in a regular full or part-time position will have service restored as long as it is

within a 6 month period for all purposes.

Any reinstatement of a break of service lasting longer than 6 months will ONLY count towards Service

Stars and anniversary recognition.

Employees should contact Human Resources to reestablish any service credit.

BENEFITS

Benefit Programs Mystic Seaport Museum offers a wide range of employee benefits from medical and dental care to short term disability insurance. Employees scheduled to work a minimum of thirty (30) hours per week are currently eligible to participate in the health plans by sharing in the premium costs for themselves and their dependents. Currently, employees become covered by the designated programs at the first of the month following 60 days from their date of hire. Summary plan descriptions are provided to employees at the time of hire, but if there is any conflict between the content of the booklets and the plan documents, the plan documents will control. In addition, Mystic Seaport Museum reserves the right to change or modify these programs as it deems necessary. Currently, the following benefits are offered to eligible Mystic Seaport Museum employees:

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Medical insurance Dental insurance (20+ hours per week) Life insurance Short Term Disability Supplemental Insurance Programs Supplemental Retirement Annuity Employee Assistance Program Health Care Savings Accounts (HSA’s) Flexible Spending Accounts

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Retirement Plan & Supplemental Retirement Plan Mystic Seaport Museum has established a retirement program to assist eligible staff members in postemployment years. You are encouraged to begin planning for retirement early in your career so that Mystic Seaport Museum retirement benefits, benefits from Social Security, and income from your personal savings can grow together to provide future financial security. Our retirement plan is a defined contribution plan to which the Museum currently contributes 4% of your gross earnings*. You are eligible to become a member in our plan after you have completed two years of service(minimum 1000 hours/year) in an eligible category, and have attained the age of 21. You are fully vested in our plan immediately upon joining. Once you are eligible to participate in the plan, you will receive information describing the plan in more detail. Mystic Seaport Museum reserves the right to change or modify the Retirement Plan as it deems necessary.

*Vacation payout for terminating employees is not eligible for the employer contribution.

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Supplemental Retirement Annuity Mystic Seaport Museum has established a supplemental retirement annuity plan that is available to all employees. Its purpose is to encourage eligible staff members to save on a pre-tax basis and to build a financial reserve for retirement. Under the plan, you may elect to have a portion of your gross compensation withheld through salary reduction (to a maximum established by the IRS annually) and contribute that amount to the plan as a savings contribution. You may suspend your contributions at any time and may also increase or decrease the amount of your contribution by completing the Salary Reduction Request Form available at the Human Resources Office or on the Staff Intranet. The value of your account at retirement depends on a number of factors, such as how long you have been contributing, how much you have contributed and investment gains or losses. If you are interested in this plan, you may obtain documents describing the plan at the Human Resources Office.

Training Mystic Seaport Museum will provide training as needed to ensure that staff members are qualified to perform their job functions and enhance the productivity and quality of work performed. Training topics may include, but are not limited to: orientation, safety, quality, Equal Employment Opportunity, and sexual harassment awareness sessions. External training programs may be made available to employees to enhance their skills and increase their efficiencies on the job. Programs should be directly related to the employee’s position or the mission of Mystic Seaport Museum and approved by the employee’s supervisor.

Admissions All staff members and their parents, spouses, children and grandchildren are welcome to enter Mystic Seaport Museum grounds without charge during regular hours. All guests should enter the Museum through a designated entrance to be ticketed. RFT and RPT employees will be issued eight guest tickets each January to give to non-family members for free admittance to Mystic Seaport Museum.

Discounts All staff members are entitled to a 25 percent discount at the Seaport Stores and Bake Shop. Employees must show their ID badge or card. Employees are also entitled to a discount on most classes and programs offered by Mystic Seaport Museum. Staff Members are entitled to a 15 percent discount at the Galley Restaurant, Spouter Tavern and Latitude Restaurant. In addition, the Galley offers a “buy four get one free” punch card for meals purchased at the Galley only. Cards are seasonal and available at the Galley.

Credit Union As an employee, you are entitled to join the Core Plus Federal Credit Union. For details please contact Human Resources. Payroll deduction is available for RFT and RPT employees.

Library Privileges Employees are invited to become acquainted with the various services available in the Museum’s Library, located in the Collections and Research Center (CRC). Please contact the Library for information on the collection and borrowing privileges.

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Additional Perks Please contact Human Resources for list of additional perks for employees of Mystic Seaport Museum.

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TIME OFF & LEAVES

Leave of Absence If you wish to go on a leave of absence, without pay, you must obtain written approval in advance. An unpaid leave of absence may be granted for personal reasons, military service, or education. For additional information, please contact Human Resources. The following is an overview of the types of leaves available to Mystic Seaport Museum employees. For full policies and forms please contact Human Resources.

Family and Medical Leave Under certain conditions an employee may request time off without pay for a limited period with job protection and no loss of accumulated service if the employee returns to work. Leave may be taken:

Upon the birth of the employee's child;

Upon the placement of a child with the employee for adoption or foster care;

When the employee is needed to care for a child, spouse, or parent who has a serious health condition;

When the employee is unable to perform the functions of his or her position because of the employee's own serious health condition;

When there is a qualifying exigency arising out of the fact that the employee’s spouse, child, or parent is a covered military member on active duty, or has been notified of an impending call or order to active duty;

When the employee is needed to care for a covered service member with a serious injury or illness if the employee is the spouse, child, parent, or next of kin of the service member;

For a more thorough description of this policy, as well as how it relates to our short term disability policy, please contact Human Resources.

Short Term Disability

A regular full or part-time employee, who has completed one year of continuous and active employment

and has performed a minimum of 1,000 hours of service for the Museum is eligible to apply for Short

Term Disability (STD) when he or she is unable to perform the duties of his or her job due to a non-work-

related injury or illness (including a pregnancy-related disability). STD pays 100% for a specified amount

of time and then 60% of an employee’s regular salary minus all regular deductions. STD payments begin

once an employee is totally disabled for a continuous period of five (5) days. STD ends after 26 weeks of

disability. All accrued sick time will be utilized during the disability period. For additional information

and forms please contact Human Resources.

Parental Leave Mystic Seaport Museum will offer paid leave for eligible regular full time and part-time staff following the birth of a child or the placement of a child through adoption. As set forth below, the duration of the leave will depend on whether the individual is the full-time primary care parent for the child.

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To be eligible for paid leave under this policy, employees must meet the eligibility standards for Family and Medical Leave as set forth above, i.e. the employee must have been employed by the Museum for a period of at least 12 months prior to the requested leave and, during the 12 months preceding the requested leave, must have: (1) performed at least 1,000 hours of service for the Museum in order to receive leave provided under the Connecticut FMLA, and (2) performed at least 1,250 hours of service for the Museum in order to receive the benefits provided under the federal FMLA. Eligible employees who are the full-time primary care parents for a newborn or newly adopted child may take eight (8) continuous weeks of leave paid at their regular rate of pay immediately following the birth of a child or the placement of a child through adoption. Eligible employees who become parents to a newborn or a newly adopted child and are not the full-time primary care parents may take two (2) continuous weeks of leave paid at their regular rate of pay immediately following the birth of a child or the placement of a child through adoption . Except in limited circumstances, adoption of a spouse’s or partner’s child(ren) is excluded from this policy. ( This policy is to read in conjunction with Mystic Seaport Museum’s Family and Medical Leave and Short Term Disability Policies. Leave under this policy shall run concurrently with any federal or state family leave to which the employee may be entitled. Any disability leave to which an employee is entitled under Mystic Seaport Museum’s Short Term Disability Policy shall also run concurrently with any paid leave granted under this policy.

Jury Duty If you are a RFT or RPT employee and you are summoned for jury duty, Mystic Seaport Museum will pay your regular rate of pay for normal hours worked, up to a maximum of 40 hours. You must provide evidence of the summons and service notice. Seasonal and Temporary employees will receive the time off without pay.

Bereavement Leave If you are a RFT or RPT employee, you are eligible for up to three paid days off from work after the death of a family member. Seasonal, Temporary, and Substitute employees will be granted up to three unpaid days off from work. A family member is defined as spouse, domestic partner, children, sister, brother, mother, father, grandparents, legal guardian, mother-in-law, father-in-law, aunt, or uncle or other member of your household.

Sick Leave Sick leave with pay is allowed if you are confined to your home or hospitalized because of illness or injury. Sick leave may also be used for a doctor's appointment or if you must provide care for an ill or injured member of your immediate family. Immediate family is defined as spouse, domestic partner, children, mother, father or legal guardian. Regular Full-Time Employees - are allowed 5 days sick leave each calendar year. You must be employed for 90 days before you are eligible for paid sick leave Regular Part-Time Employees - will be allowed one hour sick leave with pay for each 52 hours worked during the previous calendar year. You must be employed for 90 days before you are eligible for paid sick leave. A doctor's certificate may be required at any time by a supervisor or by Human Resources.

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Employees whose 90 day waiting period is completed prior to the end of a calendar year will have their paid sick leave computed on a prorated basis to cover the rest of the year. Employees may carry over up to the equivalent of one week of sick days per year. Sick leave is not an earned benefit and therefore no payment is made for unused sick leave at the end of any calendar year or in the event of termination of employment.

Workers' Compensation Insurance In the event you suffer a work-related injury or illness, you will likely receive workers' compensation benefits. The amount of benefits payable and the duration of payment depend upon the nature of your injury or illness. In general, however, all medical expenses incurred in connection with a work-related injury or illness are paid in full, and workers’ compensation payments are provided beginning with the fourth consecutive day of your absence from work. If your absence is less than six consecutive days, however, Mystic Seaport Museum will pay your regular pay for the first three days. Employees are required to report immediately any work-related injury or illness to their supervisor.

Vacation Plan Mystic Seaport Museum grants annual paid vacations to all RFT and RPT employees. The amount of vacation to which you are entitled depends on your length of service as of your anniversary date, and the number of hours you work during the year, as follows:

Years of Service Vacation Formula Annual Allowance

0 – 5 Hours worked/year x .0385 2 weeks

6 – 10 Hours worked/year x .0577 3 weeks

11 years or more Hours worked/year x .0770 4 weeks

Eligibility Newly hired RFT and RPT employees may not take vacation prior to the completion of 90 days of service. Vacation Carryover Vacation may be taken as it is granted at any point during the year. Unused vacation time may be carried over to the next year, but allowed vacation time may not exceed the employee’s one year’s maximum allowance.

Pay in Lieu of Vacation Employees are required to take their vacation. No payments will be made in lieu of taking vacation. Holiday within Vacation Period In the event a holiday observed by Mystic Seaport Museum falls within an employee’s scheduled vacation, the employee will not be charged vacation time for that day, but will receive holiday pay.

Vacation Scheduling Vacations may be taken as weekly periods or as individual days as long as the period chosen meets with departmental approval. Because of operating schedules, some departments and divisions have

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restrictions on when vacations may be taken. Employees should submit vacation requests to their supervisor at least two weeks prior to the start of the requested date.

Vacation Pay for Terminating Employees Accrued, unused vacation time will be paid out to employees who resign with at least 2 weeks’ notice and to employees whose positions are eliminated due to a reduction in staff or reorganization. If these conditions have not been met, vacation time will be forfeited. Vacation time cannot be used during an employee’s 2 week notice period.

Personal Days RFT employees have two personal days each calendar year to take care of personal business, if necessary, during working hours. Personal days may also be used for religious observance and other events of personal significance. Personal days may not be used to extend scheduled vacations or holidays.

Employees must make their request for personal days to their supervisor at least one week in advance, except in emergency situations. Requests will normally be granted unless there are work load priorities that may require that the employee choose a different day. Unused personal days may not be carried over to the next year. There will be no payment made for unused personal days at the end of any calendar year or in the event of termination of employment.

Unpaid Time Off Employees may only use unpaid time off if it is covered under an FMLA or Disability Leave. Any other usage of unpaid time off must be approved in advance by the employee’s supervisor and Director of Human Resources. Employees who take unpaid time off without prior approval will be subject to disciplinary action up to and including termination.

SAFETY & SECURITY

Drug-Free Workplace Policy The manufacture, distribution, dispensation, use, being under the influence of, possession, transportation, or sale of controlled substances, narcotics, illegal drugs, or drug paraphernalia by any staff member while on duty or in a Mystic Seaport Museum vehicle is prohibited.

Drug Testing Certain positions within Mystic Seaport Museum will be subject to drug testing as required by Federal Law. Employees requiring a license from the Department of Transportation or the Coast Guard are subject to drug testing on the following basis: pre-employment, random, periodic, post-accident and where reasonable suspicion or cause exists to believe that the employee is under the influence of drugs or alcohol. Employees or applicants who refuse to take a drug test cannot be employed in a regulated position. Employees who fail a drug test will be removed from the regulated position. They will not be reinstated in that position until they have completed rehabilitation and have been declared fit to return by the Medical Review Officer.

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All results are confidential and will be discussed only with those individuals who have a direct need to know.

Smoke Free Environment To protect the health of all our staff, volunteers, visitors, as well as our collections, Mystic Seaport Museum is Smoke Free environment.

Identification Badges Employees will be issued an identification badge with their name on it. This badge must be worn at all times on the grounds so visitors may easily identify you as a staff member.

Safety and Health Mystic Seaport Museum is committed to providing a safe and healthful environment in which to work and visit. The responsibilities of all employees in this regard include:

1. Exercising maximum care and good judgment at all times to prevent accidents and injuries.

2. Reporting to a supervisor and seeking first aid for all injuries, regardless of how minor.

3. Reporting unsafe conditions, equipment, or practices to supervisory personnel.

4. Using safety equipment provided by the Museum at all times.

5. Observing conscientiously all safety rules and regulations at all times.

Injuries and Illness (Visitors) If a visitor is injured or becomes ill, report the medical emergency to 911 then call ext. 5555 from any Mystic Seaport Museum phone or (860) 572-5310. Report your name and the location of the victim immediately so that the proper response can be initiated and treatment received. Please report ALL accidents, no matter how minor they may seem.

Security Procedures

1. Calls In/Out - Employees who want to use their office or work area during off hours should obtain advance authorization from their supervisor and call Security (ext. 5310) upon entering and before leaving.

2. Automobiles - Employees must register their automobile with the security office.

3. Museum Keys - If authorized in writing by your Department Director, employees may be issued keys. Please safeguard these keys. Do not loan or give them to anyone. Keys must be returned to Security immediately upon separation from employment; lost keys must be reported to Security immediately.

4. Alarms – Employees who are given access codes to activate / deactivate an alarm system must not share the number with anyone. If you believe that your number has been compromised, please notify Security immediately.

5. Parking - Employees may park in any Mystic Seaport Museum parking lot except employees may be required to use alternative parking areas on high attendance days in order to make more spaces available to our visitors.

6. Lost and Found - Lost items must be immediately reported and turned in to Security.

7. Security Escort - Security will provide an officer to escort you to your vehicle at your request. Call ext. 5310.

8 CODE YELLOW – If you find yourself in a situation where you feel at risk due to the behavior of a

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another person, call the Security office at ext. 5555 and tell the officer where you are and that you have a Code Yellow situation. Security will respond to your location.

Fire Staff members must be thoroughly familiar with the procedure to be followed in case a fire emergency occurs:

1. Report a fire emergency to 911;

2. Dial 5555 on a Mystic Seaport Museum phone or (860) 572-5310;

3. Report: YOUR NAME AND LOCATION OF THE FIRE;

4. Evacuate all visitors and staff from the area;

5. DO NOT reenter the area.

Additional information on fire prevention, fire training, and firefighting responsibilities is included in the Fire/Safety section of the Emergency Preparedness Manual.

Personal Property Mystic Seaport Museum is not responsible for a staff member's personal property. Staff are urged to leave valuables at home. Under no circumstances should wallets, purses, or other valuables be left unattended.

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POLICIES

Mystic Seaport Museum Institutional Code Of Ethics Mystic Seaport Museum is a private, non-profit institution, whose collections, facilities, and programs exist to serve the public. The work of the Museum must be carried out in a transparent manner that sustains public trust and encourages broad engagement. The Museum’s public trust is reflected in the government's affirmation of the institution as an educational resource worthy of tax-exempt status; it is reflected in our donors' belief that their financial support is wisely monitored, invested, and spent in the furtherance of our stated mission; and in the trustee, staff, and volunteer belief that their efforts for the Museum are well-expended. In all activities Mystic Seaport Museum trustees and staff must act with integrity and in accordance with the ethical principles articulated in the Museum’s Trustee and Staff Handbooks and the Collections Policy (1997). Mystic Seaport Museum subscribes to the AAM Code of Ethics for Museums and the AFP Donor Bill of Rights. The Museum is deeply committed to serving present and future generations in its role as a collector, preserver, and interpreter of American maritime culture and heritage. Mystic Seaport Museum will hold and present its materials (whether owned, borrowed, or fabricated; on site, in print, digital, or online) with accuracy, honesty, sensitivity, exemplary stewardship, and concern for their original integrity.

Harassment Prohibited Mystic Seaport Museum is committed to maintaining a collegial work environment in which all individuals are treated with respect and dignity and which is free of harassment. In keeping with this commitment, Mystic Seaport Museum will not tolerate harassment, including sexual harassment, as defined in this Policy, of employees by anyone, including any supervisor, manager or department director, co-worker, vendor, client or customer, visitor, volunteer or trustee, whether in the workplace, at assignments outside the workplace, at Mystic Seaport Museum sponsored social functions, or elsewhere. Prohibited Conduct Harassment is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of the individual’s race, color, religion, sex, sexual orientation, age, ancestry, national origin, disability, marital status, gender expression or identity, or any other characteristic protected by law that has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment is defined as unwelcome or unwanted sexual advances, requests for sexual favors, or other physical, verbal, or visual conduct based on sex when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Examples of sexual harassment include unwanted sexual advances; explicit sexual propositions; demands for sexual favors in exchange for favorable treatment or continued employment; repeated sexual innuendos, suggestive comments, sexually oriented kidding, teasing, or practical jokes; jokes about gender-specific traits; foul or obscene body language or gestures; display of foul or obscene printed or visual material (including but not limited to e-mail); and physical contact, such as touching, patting, pinching or brushing against another's body. The offender or the victim of harassment may either be a man or a woman and, in addition, harassment can occur involving persons of the same or opposite sex.

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Reporting If any employee believes that he/she is being harassed, the employee should clearly and promptly notify the offender that the behavior is unwelcome. If for any reason an employee does not wish to confront the offender directly or if such confrontation does not successfully end the harassment, the employee should immediately notify Human Resources. The employee also has the option of reporting the harassment to his/her supervisor. In such a case the supervisor must immediately report the complaint to Human Resources. Although Mystic Seaport Museum has chosen not to impose a limited time frame for reporting harassment complaints, prompt reporting is strongly encouraged. It allows for rapid response and resolution of objectionable behavior or conditions both for the complaining employee and any other affected employees. No Retaliation Mystic Seaport Museum will not retaliate against any employee who makes a report of harassment, nor will Mystic Seaport Museum permit any employee to do so. Any form of retaliation against anyone who has reported harassment is strictly forbidden. The Investigation Mystic Seaport Museum’s policy is to take all complaints of harassment seriously, and all such complaints will be promptly and thoroughly investigated. Confidentiality To the fullest extent practical and appropriate under the circumstances, Mystic Seaport Museum will treat complaints and the terms of their resolution as personal and confidential. Corrective Action If an investigation confirms that harassment has occurred, Mystic Seaport Museum will take corrective action, including discipline up to and including immediate termination of employment. Review If either party directly involved in a harassment investigation is dissatisfied with the outcome or the resolution, that individual should submit a written request to the Director of Human Resources to have the decision reconsidered. Mystic Seaport Museum recognizes that this policy may not address every set of circumstances which may arise in the workplace related to harassment. It does, however, provide reasonable guidelines which will probably cover most situations. If unanticipated situations arise, contact Human Resources immediately.

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Dress Code This code provides the general requirements concerning dress at Mystic Seaport Museum. Individual Departments may have more restrictive or additional requirements based on safety or visitor contact considerations. Certain staff may be required to meet special dress, grooming and hygiene standards, such as wearing uniforms or protective clothing, depending on the nature of their job. Because Mystic Seaport Museum is a public place, staff are expected to present a neat appearance and are not permitted to wear ripped, frayed or disheveled clothing, athletic wear, tight, revealing or otherwise inappropriate clothing.

Guidelines:

1. Clothing must be neat, clean, and appropriate to the Department and situation in which you are working.

2. In those areas where shorts are permitted, they must be appropriate to the job and situation and not create a safety hazard.

3. In those jobs involving regular contact with the public or who work in the public view on a regular basis, will be required to wear shirts and hats supplied by Mystic Seaport Museum. Shirts, jackets, or hats with writing, images, or advertisements are not permitted. All staff must adhere to this rule when working in the public areas.

4. Footwear must be appropriate to the job. The safety of the staff member should be the prime concern. Footwear that could create a trip/fall or other safety hazard may be restricted. Safety footwear may be required in some jobs.

Enforcement & Accommodations: All staff are expected to meet the requirements stipulated in this code. Staff members who do not meet these standards may be asked to correct their appearance. Repeated violations of these standards will also be cause for disciplinary action up to and including termination. This code is not intended to interfere with any staff member’s religious observance or a medical condition requiring special clothing or outfitting. Staff members requiring an accommodation for these reasons should contact Human Resources.

Solicitation and Distribution Solicitation, distribution of literature or trespassing by non-employees on Mystic Seaport Museum property is prohibited. Solicitation by a Mystic Seaport Museum employee of another Mystic Seaport Museum employee is prohibited while either employee is on working time, that is, while either employee is working or assigned to perform work. Working time does not include time when an employee is not working or assigned to perform work; for example, meal periods, scheduled breaks, and time before and after a shift. Distribution by a Mystic Seaport Museum employee of advertising material, handbills, or printed or written literature of any kind in working areas is prohibited at any time. Working areas include visitor and member areas and those areas where employees perform work, such as exhibit areas, administrative offices, workshops and similar areas. Examples of non-working areas are meal and break areas.

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Disciplinary Actions & Standards of Conduct Mystic Seaport Museum has established certain minimum standards of personal conduct and performance. The following list contains some examples of conduct that may lead to the imposition of discipline, including the possibility of immediate termination.

Poor work performance, sleeping on the job, excessive time away from work station;

Intentional or careless damage to Museum, customer or coworker property;

Theft, including stealing or removing without express permission, any property not owned by the employee;

Dishonesty, including falsification of records, furnishing false information concerning absence from work;

Possession of a weapon or dangerous materials such as explosives, toxic substances, flammable substances on Museum property or while engaged in Museum business;

Disorderly or disruptive conduct including fighting, derogatory name-calling, abusive or profane language, harassment, intimidation, threatening behavior, violence, horseplay;

Failure to use safety equipment, or any activity creating a safety hazard, or failure to report a safety hazard to management;

Possession, being under the influence of, use, sale or distribution of illegal drugs or prescription drugs without a valid prescription or alcohol on the Museum’s premises or while engaged in Museum business;

Insubordination, including refusal of a work assignment, abusive or improper language or conduct toward a supervisor or management representative, or failing to comply with a direct request from a supervisor;

Refusal or failure to cooperate with any investigation conducted by the Museum;

Excessive unauthorized absences from work, including repeated tardiness;

Actions posing a security risk for the Museum, including refusing to cooperate with the instructions or activities of security personnel;

Unauthorized use or disclosure of the Museum’s proprietary or confidential information;

Failure to promptly report work-related accidents or property damage;

Conviction of any crime that would injure the reputation of the Museum;

Inappropriate jokes, slurs, or use of obscene or abusive language;

Misuse or abuse of the Museum’s computers or other Museum property;

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Use of employee or Museum issued system login privileges for personal purposes and/or use of work time or resources for personal gain; and

Other misconduct affecting the job, coworkers or customers.

Dispute Resolution In the event you have a dispute, complaint, or problem involving some aspect of your employment at Mystic Seaport Museum, and you believe you need help in reaching a fair resolution, you are encouraged to take the following steps: Step 1 - Discuss the matter with your supervisor. (It is often the case that a frank talk with your supervisor is the most effective way to deal with a problem.) Step 2 – If you are not satisfied with the outcome, present the issue in writing to your department director within 5 working days of the discussion you had with your supervisor. State the facts and circumstances as accurately as you can, and your department director will investigate and provide you with a decision as soon as possible, usually within 10 working days. Step 3 - If you are still not satisfied, forward a copy of your written complaint and the department director’s decision to your Vice President together with a written statement of the reasons why the department director’s decision was not satisfactory. This information should be submitted within five (5) working days of your receipt of the department director’s decision. The vice president will provide you with a written decision as soon as possible, usually within 10 working days. If an employee has a conflict with their immediate supervisor, manager, or department director; they can address their concerns directly to Human Resources.

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Peer Review If you do not believe the dispute resolution process resulted in a fair and just outcome, you may appeal the vice president’s decision to the Peer Review Committee (“PRC”) by filing a written complaint with Human Resources within five (5) working days of your receipt of the vice president’s decision. You should include the information you submitted and received during the Dispute Resolution Process and a statement of the reasons why the outcome remains unsatisfactory to you.

Once your appeal is received, the following process will be started and administered by Human Resources:

1. Human Resources will convene a panel of PRC members within five (5) working days.

2. The PRC panel will schedule a hearing and make a recommendation within five (5) working days of being convened.

3. The PRC panel may call upon you and other Mystic Seaport Museum employees if it decides such testimony would be relevant and necessary.

4. The PRC panel will render its decision after a review of all facts and testimony. In reaching its decision, the PRC panel will vote “yes” or “no” on whether the evidence demonstrates that the initial decision was unfair under the circumstances presented. If the majority vote is "yes," the panel will discuss and decide the appropriateness of the complainant's requested remedies and alternative remedies. If the majority vote is “no,” the initial decision will stand.

5. The PRC panel will provide a copy of its decision and recommendations to you and your department director and Human Resources within five (5) days.

6. If the PRC panel’s decision is the initial decision was unfair, the department director will notify you and Human Resources in writing of the steps that will be taken to remedy the situation.

7. The PRC panel’s majority decision and recommendations are final and binding; however, in extraordinary circumstances, the President of Mystic Seaport Museum may intervene to prevent a potential legal or security risk.

The PRC will be comprised of regular full-time or part-time employees who have completed 12 months of employment and have not received written discipline in the preceding 12 months.

The PRC members will be trained on the PRC process and will be required to sign a confidentiality agreement protecting the information they receive in the PRC process.

The PRC panel will be selected as follows:

Three (3) PRC members will be randomly selected by Human Resources. Members will not be chosen from the complainant’s department. No one who was personally involved in the matter being reviewed will be selected.

Two (2) PRC members who are trained supervisor will be selected at random by the 3 PRC members selected by Human Resources.

One (1) representative from Human Resources will serve as the non-voting chair of the panel.

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Human Resources will inform PRC panel members of policies and/or procedures that might be relevant to the appeal and will provide them with information on prior interpretations of the policies as needed to facilitate their review.

The PRC must apply Mystic Seaport Museum policies as they are written but it does not have any authority to change policies, work rules, pay levels, benefits, or job grades.

Any employee of Mystic Seaport Museum who retaliates in any way against an individual who has brought a complaint pursuant to this policy, or who has participated in the PRC process, is subject to disciplinary action, up to and including termination.

Performance Counseling Procedures Developing and maintaining solid work performance is a shared responsibility between Mystic Seaport Museum and its employees. Following are various steps supervisors may take to help improve employee performance. The Museum reserves the right to omit any or all steps of the processes outlined below, and will determine the response or action required under each set of circumstances. Coaching for Improvement When issues arise they can usually be resolved by bringing the situation to the employee’s attention, and asking for the employee’s agreement to comply with acceptable standards. The employee then has the responsibility to demonstrate that positive change has taken place. Mystic Seaport Museum strives to bring any performance or conduct concerns to an employee’s attention before job performance or the working relationship deteriorates. Mystic Seaport Museum believes that these coaching sessions between a supervisor and employee are the most effective in recognizing good performance or correcting deficiencies. Formal Counseling There are times when an informal coaching method fails to produce the desired change or the infraction is too serious for an informal approach. In these circumstances, Mystic Seaport Museum will apply a formal system of counseling in a fair and consistent way for each party to discuss the issue and collaboratively resolve the deficiency. Reaching any of the following levels should be considered an indication that the conduct or performance infraction is serious and can affect continued employment with The Museum: Action Plan This is the first step in the formal counseling process. Employees are given an opportunity to thoroughly understand the Museum’s goals for success and they are required to outline their personal plan for improvement. Employees will be asked to sign the Action Plan, which will then be placed in their personnel file. Written Warning There are two instances when a Written Warning may be issued: 1) if an employee has not complied with the goals and standards outlined in the Action Plan; 2) if an infraction occurs that is serious enough to require this level of counseling without any previous discussions. A supervisor will document this meeting on a form which an employee will be asked to sign, and it will be placed in their personnel file.

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Final Written Warning There are at least two instances when a Final Written Warning may be issued: 1) if an employee has not complied with the goals and standards outlined in prior levels of counseling; 2) if an infraction occurs that is serious enough to require this level of counseling without any previous discussions. A supervisor will discuss the performance issues with the employee, any previous agreements on the employee’s part to comply, and the employee’s reasons for not doing so, if applicable. The employee will be expected to recommit to positive performance and communicate what the Museum can do to support the employee’s success. These conversations will be documented on a form that the employee will be asked to sign. The signed form will be placed in their personnel file.

Attendance To maintain effective operations Mystic Seaport Museum counts on employees to be present during their scheduled work hours. All employees are expected to notify their supervisor before their scheduled start time if they will be absent or late for any reason. Employees with a pattern of excessive tardiness or absenteeism will be counseled. Continued excessive absenteeism or tardiness can lead to disciplinary action.

Reporting and Non-Retaliation Policy Mystic Seaport Museum does not condone actions that are detrimental to its resources, facilities, community members, or image or that violate applicable laws or Mystic Seaport Museum policy. Mystic Seaport Museum has created the following policy so that its employees may effectively report known or suspected wrongful conduct without fear of personal or professional retaliation or adverse employment action. Policy In this policy, "wrongful conduct" means any action or behavior that is (i) a violation of Mystic Seaport Museum policies or procedures or applicable laws, or (ii) detrimental to the Mystic Seaport Museum’s resources, facilities, visitors, employees, or reputation. Employees are expected to promptly report any known or suspected wrongful conduct in accordance with this policy. Retaliatory or adverse employment action against any employee as a result of a good faith report under this policy will not be tolerated. Procedure All Mystic Seaport Museum employees are encouraged to report in good faith any known or suspected wrongful conduct to their supervisor or Human Resources. The recommended reporting method is contacting the Director of Human Resources. The reporting party will not be subject to any retaliatory action or adverse employment action by Mystic Seaport Museum or any of its members for any good faith report made pursuant to this policy. All good faith reports may be made verbally or in writing and should contain the following, at a minimum:

1. A clear description of the conduct that is the subject of the report, containing as much specific information as possible such as dates, locations, persons involved, and any other pertinent information.

2. The name(s) of the person filing the report. This policy does not allow for “anonymous” reports.

The reporter’s identity will be kept confidential to the extent possible within the limitations of law and the need to conduct a competent investigation.

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If a preliminary review of the report indicates that the alleged conduct constitutes wrongful conduct (as defined in this policy) and there is adequate specific information to be investigated, the appropriate Mystic Seaport Museum person will investigate the matter and assure that senior management is apprised of relevant information as necessary. Appropriate corrective action will be taken if warranted by the results of the investigation. Follow-Up A member of senior management will report back to a person who makes a good faith report in accordance with this policy that they will or will not be investigating their report. The actual results and/or findings of any investigation will be handled appropriately and will not be separately reported back to the reporting party. Retaliation Individuals who believe they have been the subject of retaliation or adverse employment action in violation of this policy should report such actions to Human Resources immediately. Human Resources will promptly investigate such reports, in consultation with other appropriate Museum officials as necessary, and appropriate corrective action will be taken if warranted by the results of the investigation.

Children in the Workplace Employees are expected to arrange childcare away from the work site. Employees are not permitted to bring children into the workplace, except when the Museum has given advance written notice that employees’ children are welcome at a special Museum event, and, in rare instances, when an employee’s supervisor has given the employee advance permission to bring a child to the Museum.

Permission will only be granted when the supervisor decides that all of the following conditions are met:

1. The employee’s need to bring the child to work is urgent, compelling, not recurring, and of short duration (no longer than half a day).

2. The only alternative to bringing the child to campus is the employee’s absence from work.

3. The Museum derives a clearly identifiable benefit from the employee being at work at that particular time (e.g., meeting a deadline).

4. Arrangements for the safety and supervision of the child are satisfactory to the supervisor.

5. The supervisor believes that distractions for the parent or custodian and distractions for other employees are minimal.

If approval is granted but the supervisor subsequently determines that one or more of conditions 3, 4, or 5 is no longer met, the employee will be directed to leave the workplace and the balance of the day will be recorded as an approved absence (e.g. vacation, personal, leave without pay, vacation time, etc.). Employees are welcome to bring children to the Museum outside of scheduled work hours.

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Service Animals & Pet Policy While Mystic Seaport Museum is a pet-friendly environment the Museum does not permit pets in our work areas during regular working hours.

Only Service Animals Permitted Animals are not allowed in the buildings or exhibits of Mystic Seaport Museum except service animals are permitted in all areas where employees and visitors are allowed. Service animals are animals that are trained to perform a specific task for the benefit of a person with a disability. An employee may be asked what task(s) the service animal performs.

Animals Not Allowed The following types of animals are not permitted:

Comfort Animals: Animals not trained to perform a specific task, but which are said to provide emotional support or to relieve anxiety simply by their presence (for example, by the employee holding or stroking the animal).

Pets: Animals for which no claim of any service is made.

Control of Your Service Animal You must keep your service animal under control at all times. The animal should always be on a leash, harness or other tether, unless either the handler is unable because of his/her disability to use a harness, leash or other tether, or the use of a harness, leash or other tether would interfere with the service animal's safe, effective performance of work or tasks, in which case the service animal must be otherwise under the handler's control.

An employee may be required to remove a service animal from the premises if:

1. The animal is out of control and you do not take effective action to control it (for example, a dog causes a significant disturbance by barking repeatedly and uncontrollably or is not housebroken) or;

2. The animal poses a direct threat to the health or safety of others.

A service animal must stay with the employee and cannot be left unattended.

Walking Your Service Animal Employees are totally responsible for cleaning up and sanitizing immediately after accidents and for supplying effective products to do so. Waste bags must be sealed and discarded in outside receptacles.

Use of Electronic Systems Mystic Seaport Museum’s e-mail and voice mail systems are the property of the Museum and are intended for conducting Museum business only. All messages transmitted via e-mail or voice mail will be treated as business messages with the Museum retaining the right to enter the system at any time, to review, copy, or delete any messages, and disclose such messages to others. The use of passwords and PIN numbers to gain access to these systems is for the protection of the Museum and not the staff member. Department directors may maintain a list of their staffs’ passwords and PIN numbers. The use of the “staff” e-mail message is intended for Museum related news or information of interest or importance to all staff. It is not to be used for advertisement or solicitation.

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Employee Use of Social Media Social media can be a fun and rewarding way to share your life and opinions with family, friends, and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for the appropriate use of social media. This policy applies to all staff who work for Mystic Seaport Museum.

Guidelines In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with Mystic Seaport Museum, as well as any other form of electronic communication.

The same principles and guidelines found in Mystic Seaport Museum policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow staff, or otherwise adversely affects members, customers, suppliers, people who work on behalf of Mystic Seaport Museum or Mystic Seaport Museum’s legitimate business interests may result in disciplinary action up to and including termination.

Know and follow the rules Carefully read these guidelines and ensure your postings are consistent with these policies. Inappropriate postings that may include but are not limited to discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be respectful Always be fair and courteous to fellow staff, volunteers, customers, members, donors, visitors, suppliers or people who work on behalf of Mystic Seaport Museum. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your co-workers than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, staff, volunteers or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or company policy.

Be honest and accurate Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about Mystic Seaport Museum, fellow staff, volunteers, members, customers, suppliers, people working on behalf of Mystic Seaport Museum or competitors.

Post only appropriate and respectful content Maintain the confidentiality of Mystic Seaport Museum trade secrets and private or confidential

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information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications. Respect financial disclosure laws. Do not create a link from your blog, website or other social networking site to a Mystic Seaport Museum website without identifying yourself as a Mystic Seaport Museum staff member.

Express only your personal opinions. Never represent yourself as a spokesperson for Mystic Seaport Museum. If Mystic Seaport Museum is a subject of the content you are creating, be clear and open about the fact that you are a staff member and make it clear that your views do not represent those of Mystic Seaport Museum, fellow staff, volunteers, members, customers, suppliers or people working on behalf of Mystic Seaport Museum. If you do publish a blog or post online related to the work you do or subjects associated with Mystic Seaport Museum, make it clear that you are not speaking on behalf of Mystic Seaport Museum. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of Mystic Seaport Museum.”

Using social media at work Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your supervisor.

Do not use Mystic Seaport Museum email addresses to register on social networks, blogs or other online tools utilized for personal use.

Retaliation is prohibited Mystic Seaport Museum prohibits taking negative action against any staff member for reporting a possible deviation from this policy or for cooperating in an investigation. Any staff member who retaliates against another staff member for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Media contacts Staff members should not speak to the media on Mystic Seaport Museum’s behalf without contacting the Director of Communications. All media inquiries should be directed to the Director of Communications.

If you have questions or need further guidance, please contact Human Resources.

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GENERAL INFORMATION

Staff Bulletin – Human Resources The Staff Bulletin is a weekly information sheet published by Mystic Seaport Museum that is distributed bi-weekly and also posted internally. The publication dates coincides with paydays. It includes information on new policies, important meetings and other matters that are specific to employees of Mystic Seaport Museum.

Duty Officers A Mystic Seaport Museum Duty Officer will be on hand on weekends and holidays. The Duty Officer will act as the manager of the Museum and will be the final authority as to the implementation or alteration of policy or procedure. You can reach the Duty Officer by calling the Security Office ext. 5310. Some departments also have duty officers to oversee the operation of their specific areas. Duty officer assignments are listed weekly in the Staff Bulletin.

Staff Intranet The Staff Intranet was created to increase communication throughout the museum and make information more easily accessible to all employees. You will be able to find an updated staff directory, museum news, human resources information, and more. The site will continue to expand over time. Please note that the intranet is located behind the museum’s firewall and therefore is only accessible on a Mystic Seaport Museum device.

Job Postings Job openings will be posted on the Mystic Seaport Museum website as well as in the Staff Bulletin. An employee who would like to know more about an opening should contact the Human Resources Department. Employees who wish to apply for an opening should complete an application found online at https://www.mysticseaport.org/staff/hr/jobs/

Personnel Records It is important that the personnel records of Mystic Seaport Museum be kept up to date. You must, therefore, notify your supervisor and the Human Resources Office in any of the following cases:

1. When your name is legally changed;

2. When you are married, legally separated, or divorced;

3. When there is a change in the number of your dependents;

4. When your address or telephone number is changed;

5. When in an emergency we should notify a person other than the one you originally specified;

6. When you obtain additional qualifications, i.e., high school or college diploma.

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Anniversary Awards Mystic Seaport Museum recognizes employees for their continued service. Employees will have a gold star added to their name badge after five (5) years of service. An additional star will be added for each five-year anniversary thereafter.

Employee Suggestions You are encouraged to make constructive suggestions, preferably in writing, for making Mystic Seaport Museum a better place for its visitors and staff members. Your ideas should be freely discussed with your supervisor, who will be responsible for implementing your suggestion where practicable or, if necessary, communicating it to higher authority for reply. We hope you will find this handbook helpful. We have attempted to provide a general description of our benefits and personnel policies and procedures, realizing that this manual cannot address every question or situation that may arise. Policies and statements in this handbook may change to meet changing conditions and may be added to, amended, or superseded by new Museum policies at any time. Changes will be communicated to you as soon as possible. Always feel free to consult your supervisor or the Human Resources Department for any further information you require.