Issuu

2026-2027

Team Baron Handbook

Teaching Boys to Reach TEAM BARON HANDBOOK version 2627.1

273 MAYO DRIVE ST. GEORGE, VA BLUERIDGESCHOOL.COM 1

TEAM BARON HANDBOOK 2026–2027 TABLE OF CONTENTS PART I — WELCOME & INSTITUTIONAL OVERVIEW…………….…….....................................……….PAGE 6 1. About Blue Ridge School a. History b. Code of Character Values 2. Institutional Leadership a. Philosophy b. Mission c. Objectives d. Accreditation e. Board of Trustees f. Business Operations Team g. Curricular Operations Committee h. Student Faculty Disciplinary Committee i. Honor Council j. Prefects/Proctors k. Parent Association PART II - GENERAL EMPLOYMENT POLICIES............................................................……………….Page 12 3. Equal Employment Opportunity 4. Nature of Employment 5. Form I-9 Compliance 6. Employment Application 7. References and Background Checks 8. Criminal Record/Fingerprinting 9. Social Services Background Check 10. Employment Classifications a. Exempt and Non-exempt Employees 11. Pay Periods 12. Pay Stubs 13. Employee Expectations 14. Access to Personnel Files 15. Personal Data Changes 16. Employment Information 17. Employment References 18. Moving/Relocation 19. Performance Evaluations and Pay Adjustments 20. Whistleblower Policy: Internal Reporting and Anti-Retaliation 21. Confidential and Proprietary Information 22. Travel Expenses 23. Termination of Employment TEAM BARON HANDBOOK version 2627.1

PART III - THE WORKPLACE……..........................................…………………………………………………PAGE 27 24. Employee Conduct 25. Sexual and Other Harassment 26. Employment of Relatives/Fraternization 27. Open Door 28. Appearance and Dress Code 29. Electronic Communication 30. Social Media 31. Media Contacts 32. Passwords 33. Data Backup 34. Remote Access 35. IT Procurement 36. Technology and Equipment Disposal 37. Use of School and Personal Vehicles 38. Use of School Facilities 39. Use of the Gibson Memorial Chapel for Weddings 40. Pets on Campus 41. Solicitation and Distribution 42. Housing Agreement for Employees Living in School Residences 43. Children of Faculty Not Enrolled Living On Campus 44. Video Surveillance on Campus 45. Visitors in the Workplace PART IV - HEALTH AND SAFETY……………………………………........................................…………….PAGE 43 46. Safety Program 47. OSHA and EPA Compliance 48. Communicable Illnesses 49. Medical Accommodations and the Americans with Disabilities Act 50. Drug-Free Workplace 51. Anti-Corporal Punishment 52. Discrimination 53. Child Abuse Reporting a. Anonymous Reporting - FaceUp / Threat Assessment Team 54. Staff-Student Boundaries and Sexual Misconduct Policy PART V - COMPENSATION AND HOURS OF WORK………....................................……………………PAGE 55 55. Attendance and Punctuality 56. Time and Attendance Reporting 57. Flexible Work Arrangements 58. Accommodations for Pregnancy, Childbirth, and Nursing 59. Paycheck Policy 60. Emergency Closings 61. Telecommuting or Telework PART VI - BENEFITS…………………….....................................…………....………………………………….PAGE 60 62. Employee Benefits 63. 403(b) Savings Plan 64. Health Insurance TEAM BARON HANDBOOK version 2627.1

65. Dental Insurance 66. Vision Insurance 67. COBRA 68. Section 125 Cafeteria Plan 69. Flexible Spending Accounts 70. Life Insurance 71. AD&D Insurance 72. Short-term Disability 73. Long-term Disability 74. Wellness 75. Professional Development Assistance 76. Educational Assistance Plan 77. Meals 78. Tuition Remission 79. Workers’ Compensation Insurance PART VII - TIME OFF……………………………………..........................................……………………..…….PAGE 65 80. Paid Time Off 81. Illness and Calling Out Sick 82. Paid Holidays 83. Bereavement Leave 84. Family and Medical Leave 85. Jury & Witness Duty 86. Military Leave 87. Parental Leave 88. Volunteer Emergency Responder Leave Policy 89. Performance Improvement PART VIII - LIVING IN A BOARDING SCHOOL COMMUNITY………......................................………PAGE 80 90. Living On Campus 91. Hall Parenting 92. Swimming Pool Use 93. Mountain Use Policies and Procedures PART IX - ADVISING……….........................................…………………...…………………………………….PAGE 83 94. Advisory and Meetings with Advisees 95. Innings and Outings PART X - DUTY……………….……………………………………………..........................................…………..PAGE 85 96. Duty Responsibilities 97. Job Descriptions 98. Duty Assignment Descriptions 99. Movie Trips 100. Movie and Video Game Guidelines PART XI - STUDENT DISCIPLINE………………………………………............................................………PAGE 95 101. General Guidelines a. Bullying, Cyberbullying, and Hazing Prevention Policy 102. Offenses Which Will Subject a Student to Expulsion 103. Program of Disciplinary Response Procedures TEAM BARON HANDBOOK version 2627.1

104. Searches 105. Procedures for Handling Confiscated Items 106. In-School Suspension (ISS) 107. Procedures for Students Dismissed From School 108. Student “Red Flag” Information 109. Releasing Student Information PART XII - CO-CURRICULAR PROGRAMS………….........................................……………………….PAGE 103 110. Overview 111. Athletic Participation Policy 112. Athletics 113. Awards and Letters 114. Performing Arts 115. Outdoor Program 116. Community Service 117. Spiritual Life 118. Assemblies PART XIII - SERVICES……..………………….........................................……………………………………..PAGE 110 119. Dining Hall Operations 120. Student Health Center 121. Maintenance Work Request Policy 122. Emergency Repair Situations PART XIV - EMERGENCY PROCEDURES…………………..........................................…………………..PAGE 113 123. Emergency Driver Responsibilities 124. Medical Emergency Procedures 125. Tornado Emergency Procedures 126. Fire Emergency Procedures APPENDICES…………………………………………………….........................................……………………...Page 117 A. Board of Trustees B. Faculty and Staff C. Student Leaders D. School Organizational Chart E. NAIS Principles of Good Practice: Secondary School Educators F. NAIS Principles of Good Practice: Supervisors of Teachers G. Campus Map H. Conflicts of Interest Policy I. Key Events Calendar J. Sustainability Statement & Goals K. Technology Policies HANDBOOK ACKNOWLEDGEMENT AND RECEIPT...............................................................................141

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PART I WELCOME & INSTITUTIONAL OVERVIEW 1. ABOUT BLUE RIDGE SCHOOL 1a. History Blue Ridge School was founded in 1909 as The Blue Ridge Industrial School (BRIS) by Rev. George P. Mayo of the Virginia Diocese of the Episcopal Church. As the name indicates, the School’s early mission was to provide a vocational education for a coed student body. In fact, there was no road network in this part of rural Virginia by which children from the surrounding “hollows” could get to public schools. Blue Ridge School, which still requires students to attend chapel twice per week, held its first commencement in 1918. Enrollment grew steadily in the School’s early years, and the campus continued to expand alongside it. The original campus, located 20 miles from Charlottesville, Virginia, at the foothills of the historic Blue Ridge Mountains, has grown considerably over the decades. The campus features a lake, several ponds, and scenic countryside views. Many of the original stone buildings, such as the Robert A. Gibson Memorial Chapel, the Martha Bagby Battle House, and the old St. George Post Office, remain as campus cornerstones. For the first 50 years, BRIS was a mission school, a working farm, and an industrial school all in one. Its main purpose was to prepare boys and girls with the life skills they would need following graduation. Few graduates went on to college during the early years. BRIS was predominantly a day school, grades K-12, for boys and girls. By the late 1950s, enrollment declined alongside the expansion of public education in the area. A Blue Ribbon Panel was then formed to determine the future of the institution and the property. In 1961, the School re-formed its Board of Trustees and reorganized into a college preparatory boarding school for boys, many of whom had not realized their potential in other settings. Major campus expansions and renovations have continued through the decades since, including new academic, residential, dining, athletic, and library facilities. Enrollment has fluctuated over the decades; the School today maintains an intentionally small enrollment to preserve close relationships between students and faculty. Blue Ridge School is dedicated to providing a transformative college-prep educational experience for capable and willing young men. Blue Ridge is a supportive, structured community where self-esteem is bolstered through accomplishments in the classroom, on the athletic fields, in the arts, and in a host of co-curricular activities. The diversity of our student body is one of the School’s strengths. Our students represent many U.S. states and foreign nations, as well as many of the world’s religions and every socio-economic category. Our students are instructed by a staff and faculty who serve as advisors, teachers, and coaches. Many of our TEAM BARON HANDBOOK version 2627.1

professional staff live on campus, including in the dorm halls with the boys. In summary, Blue Ridge has been two schools over the course of its history. For the first 50 years, we were a co-ed mission school with a vocational focus. Since 1961, we have been a college preparatory boarding school for boys. Today and into the future, we remain committed to continuing the inspiring Blue Ridge mission and legacy. 1b. Code of Character Values Our Code of Character Values is the linchpin and ethical compass upon which Blue Ridge stands. The purpose of our Character Education program is to encourage boys to internalize the values expressed in the Code of Character Values. While we set aside specific times to focus on these values as a community, Character Education works best when it is an integral part of every aspect of a student’s experience. Everything we do in the classroom, playing fields, dormitories, chapel, and advising should emphasize the concepts of the Golden Rule, integrity, respect, responsibility, moral courage, work ethic, healthy lifestyles, and Brother’s Keeper. Our policies and systems are designed with these ends in mind.

B A R O N B R O T H E R S’ CODE OF CHARACTER VALUES Purpose I will seek to find meaning beyond myself that contributes to the greater good. Discipline I will govern myself in accordance with the habits of a healthy mind, body, and spirit. Fortitude I will persevere through adversity and failure while standing up for my beliefs. Citizenship I will value and respect others’ way of being Knowledge & Wisdom I will actively listen to others and be open to new experiences Honor I will make my community a better place through my actions

2. INSTITUTIONAL LEADERSHIP 2a. Philosophy At the heart of the Blue Ridge School community is a deep commitment to compassion, connection, and authentic relationships. We believe that students thrive when they are truly known, understood, and supported by faculty who are dedicated to their academic growth and overall success. A strong, caring, highly qualified, and knowledgeable faculty and staff form the foundation of our holistic learning environment. An environment where students feel both challenged and connected. Our team works tirelessly to TEAM BARON HANDBOOK version 2627.1

foster meaningful relationships that encourage students to reach beyond their perceived limits. Through our unique all-boys boarding model, we create a brotherhood built on shared experiences, where strong friendships and leadership skills naturally develop. This focused environment minimizes distractions and provides the space for students to grow academically, socially, and personally. A comprehensive co-curricular program is a vital part of the learning and growth experience at Blue Ridge School. Through sports, the arts, clubs, service learning, outdoor adventures, and social activities, students cultivate their unique talents and passions while developing self-esteem, resilience, leadership, and teamwork skills. Our intentionally designed program offers diverse, meaningful opportunities that spark curiosity and foster personal growth, including a nationally recognized outdoor program, a competitive athletics program, and studentcentered academic experiences. Every student is supported through personalized, engaging, and appropriately challenging opportunities that empower them to reach their fullest potential. Residence Life is a vital part of the Blue Ridge School experience. The quality of life and sense of belonging each boy feels within his living environment greatly influence his readiness to learn and deepen his connection to the school community. Life in a communal setting offers rich opportunities to develop essential life skills, including responsible decision-making, time management, empathy, acceptance of differences, and the ability to work collaboratively as part of a team. Our Code of Character Values is the linchpin and ethical compass upon which Blue Ridge stands. The purpose of our Character Education program is to encourage boys to internalize the values expressed in the Code of Character Values. While we set aside specific times to focus on these values as a community, Character Education works best when it is an integral part of every aspect of a student’s experience. Everything we do in the classroom, playing fields, dormitories, chapel, and advising should emphasize the concepts of the Golden Rule, integrity, respect, responsibility, moral courage, work ethic, healthy lifestyles, and Brother’s Keeper. Our policies and systems are designed with these ends in mind. 2b. Mission We specifically focus on helping boys reach their potential through personalized, structured, innovative learning practices in a college preparatory, all-boarding community. 2c. Objectives Blue Ridge offers an academic experience unmatched by any school. At the heart of our curriculum is our objective to prepare young men to thrive in college and in life. Students are challenged by a rigorous but supportive and engaging college preparatory curriculum delivered by a passionate team of educators who know what their students need to be successful, and who embrace the philosophy of relational teaching and learning. To best facilitate these relationships, individualize our instruction, and give each boy opportunities to succeed, no class has more than 15 students, and our average class size is 11. Every Blue Ridge boy is known by each of his teachers, and also by advisors, hall parents, and coaches, who help him develop his strengths and overcome his TEAM BARON HANDBOOK version 2627.1

weaknesses. While college readiness is a top priority, it is not the only thing we want for our graduates. Above all else, we want them to grow into men of character who have developed the skills necessary for success in the 21st century. We want our curriculum and programs to produce young men who are confident in their scholastic abilities and use them to lead lives of purpose. We do not want graduates who spent high school simply memorizing and repeating information. Our curriculum undergoes regular revision and evaluation so that it can be effective in achieving six important aims beyond college readiness. Our goal is to produce Blue Ridge School graduates who are: (1) critical thinkers, (2) effective communicators, (3) artistically literate and appreciative of the visual and performing arts, (4) stewards of the natural environment, (5) aware of the diverse cultures, societies, and religions around the globe; and (6) empowered to live independent and healthy lives. A key question for any school to answer about its curriculum is, “What makes your curriculum rigorous?” For far too many schools, rigor is defined simply by the volume of work that students are expected to complete. Blue Ridge School strives to measure the rigor and efficacy of all our curricular programs by asking whether they challenge the young men in our care to meet high but achievable expectations. In doing this, we build self-esteem through successes in the classroom, on the playing fields, and in the arts, and our students begin to realize their potential and discover their passions. As an all-boys school, the Blue Ridge campus is a space in which some of the negative but pervasive versions of masculinity that have resulted in a behavioral health crisis among boys in America today can be forcefully challenged. In their place, positive and healthy versions of manhood that are centered on our School’s Code of Character Values can be modeled and established. Character Education For The Blue Ridge School Graduate Our objective is for the Blue Ridge graduate to move into the world as a man of character. It is much easier to state this goal than to define it through quantitative measures. In many ways, “character” is how the boy conducts himself when no one is there to judge him - how he holds himself accountable for his own decisions. While we will plant the seeds of character in the Blue Ridge boy during his experience here, the actual fruits of this experience may not be visible until later in his life. We have incorporated into the school program many activities that we believe will promote growth toward our goal: •

We want our boys to discover and embrace a set of personal values that demonstrates respect for themselves, their loved ones, and the greater community. To that end, we intentionally weave the core values of the BRS Code of Character Values through every element of the School experience. We also expect teachers to seize teachable moments wherever they may occur: in the Chapel, the classroom, during advisory meetings, the dormitory, the stage, the outdoors, the playing field, or the community surrounding Blue Ridge.

•

We have established throughout the several facets of the School a program that promotes the desired

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traits of purpose, discipline, fortitude, citizenship, knowledge and wisdom, and honor. Knowing that competition in one form or another is frequently present in our boys’ lives, we offer a wide range of activities in both the academic and co-curricular programs that teach our boys good sportsmanship, the benefits of teamwork, the value of learning from failure, and the difference between healthy and unhealthy competition. We recognize the value of providing models of desired behavior for the boys to observe and emulate, so each faculty and staff member adheres to the same standard expected of the boys and is willing to talk openly about the constant effort that goes into being a person of good character. Our advising program and Saturday morning programs frequently include lessons and activities to promote character growth. The capstone event of our Character Education Program is the Rites of Passage Expeditions (ROPES), which occur each spring. Organized by grade level and designed sequentially to facilitate personal growth over time, the expeditions are a three-day school-wide set of field trips with a major service component, each to be followed by a debriefing session to process lessons learned from the experience. 2d. Accreditation Blue Ridge is accredited by the Virginia Association of Independent Schools (VAIS). The School holds professional memberships in the National Association of Independent Schools (NAIS), the Virginia Council for Private Education (VCPE), and the International Boys Schools Coalition (IBSC). Blue Ridge School undergoes reaccreditation review on a recurring ten-year cycle. 2e. Board of Trustees Blue Ridge School is governed by a Board of Trustees and managed by a Head of School who is selected by the Board. The Board is an elected, self-perpetuating body. 2f. Business Operations Team The Business Operations Team is a group of management leaders who meet regularly to coordinate the overall operations of the School. Overseen by the Head of School, members of this team include the Associate Head of School for External Affairs, Chief Financial Officer, Director of Communications & Marketing, Director of Facilities, Chief of Staff Director, Director of IT, and the Director of Natural Resources. 2g. Curricular Operations Team Overseen by the Assistant Head of School for Instructional Programs, the Curricular Operations Team includes the Head of School, the Assistant Head of School for Student Affairs, Dean of Academics, the Athletic Director, the Residence Life Director, the Director of Parent Relations and Communication, and one teacher, who serves annually as an elected representative of the faculty. The team is responsible for approving and overseeing TEAM BARON HANDBOOK version 2627.1

implementation of any major changes to the school’s internal programs as well as the School’s curriculum and its graduation requirements. 2h. Student Faculty Disciplinary Committee This Committee conducts hearings for student discipline cases involving allegations of misconduct other than cheating, stealing, or lying. Three faculty members, appointed by the Head of School, serve a three-year term. The member with the longest tenure on the committee serves as chair. Three or four seniors, elected by faculty and peers, also serve. The Committee then provides a written recommendation of consequences to the Head of School. The Head of School exercises his sole and absolute discretion to decide what sanctions, if any, shall be imposed. 2i. Honor Council The Honor Council is composed of up to eleven elected seniors and one faculty member, appointed by the Head of School, who serves as a non-voting moderator. This Council conducts hearings involving allegations of student cheating, lying, or stealing. The accused student’s advisor serves as his advocate. The Honor Council then provides a written recommendation of consequences to the Head of School. The Head of School exercises his role and absolute discretion to decide what sanctions, if any, shall be imposed. 2j. Prefects/Proctors Students are elected to the position of Prefect (9-10 seniors) and Proctor (9-10 juniors) by vote of the students and faculty, with a final appointment decision made by the Head of School. They are the big brothers for each hall family. They assist the hall parent in almost every task and act as advisors. They are expected to represent and maintain the standards of the school in attitude, conduct, dress, effort, spirit, sportsmanship, and teamwork. They are the first line of mediators for student conflict. As such, they work with peers to find acceptable and positive solutions to programs. Prefects are allowed to have a single dorm room and enjoy other privileges as determined annually by the Head of School. 2k. Parent Association The Parent Association seeks to nurture parent-to-parent and school-to-parent communication and foster participation in school activities. All Blue Ridge parents are members of the Association by having an enrolled student. Through a network of volunteers, the Association fosters faculty recognition and appreciation, assists the School with fundraising initiatives to support school programs, makes recommendations to the Head of School, and enhances the boys’ experience while away from home. The Association is served by a president and gradelevel leaders. Their role is to coordinate the various initiatives, activities, and events sponsored by the Association. The President of the Parent Association also serves as a voting member of the Board of Trustees.

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PART II GENERAL EMPLOYMENT POLICIES 3. EQUAL EMPLOYMENT OPPORTUNITY Blue Ridge School is committed to providing a work environment that values and respects each employee as an individual and an important member of a culturally diverse team. In keeping with this commitment, Blue Ridge is committed to providing a work environment free from discrimination based upon race (to include traits historically associated with race, including “hair texture, hair type, and protective hairstyles such as braids, locks, and twists”), color, religion, national origin, ancestry, gender identity, pregnancy, age, sexual orientation, gender expression, covered veteran and military status, marital status, mental or physical disability, medical condition, political affiliation, or any other classification protected by law. This policy applies to all areas of employment, including recruitment, hiring, transfer, discipline, training, promotion, compensation, and benefits. This policy prohibits discrimination against and/or harassment of other employees, contractors, customers, vendors, or visitors. This policy applies to all employees, including non-supervisory personnel, supervisors, managers, and executives. Prohibited discrimination and harassment include, but are not limited to, verbal, non-verbal, physical, and visual conduct.

4. NATURE OF EMPLOYMENT Employment with the school is at-will, and both the employee and the school have the right to terminate employment, with or without cause and with or without notice. The at-will relationship can only be waived or modified through a written agreement explicitly designating a different relationship signed by both the employee and the Head of School.

5. FORM I-9 COMPLIANCE The Blue Ridge School hires only individuals with the authorization to work in the United States and does not unlawfully discriminate based on citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present acceptable documentation establishing identity and employment eligibility within three days of hire. Former employees who are rehired will be required to complete a new I-9 form, and their documentation will be validated. Employees whose initial documentation of the right to work expires will be required to present acceptable documentation of their continuing right to work in the U.S. If you need more information on immigration law issues and E-Verify, please contact the Chief of Staff. In addition, you may raise questions or issues about immigration law compliance without fear of reprisal.

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6. EMPLOYMENT APPLICATION All persons, internal or external, who are interested in a job posting must visit the “Job Opportunities” section of the School’s website to complete the online job application, submit a resume, and ideally a cover letter, to be officially considered for that available position. Blue Ridge School prohibits unlawful discrimination based on race, color, religion, ethnic or national origin, sex, pregnancy, childbirth or related medical conditions, age, marital status, sexual orientation, gender identity, disability, or military or veteran status, citizenship or immigration status, genetic information, or any other status protected by applicable federal, state, or local law, in its education programs and activities, including employment.

7. REFERENCES AND BACKGROUND CHECKS The School will conduct reference checks and background investigations on all applicants/new hires, internally and via a third-party background check company. The information obtained from these checks/investigations could be used by the School to make decisions about your employment. All new employees will be required to provide transcripts from all post-secondary education and at least three professional references. All employees will also be subject to recurring background checks, administered by a third-party vendor, every three (3) years. All adults living in dormitory apartments, regardless of employment or volunteer status, will also be subject to a background check upon moving in and every three (3) years thereafter. If decisions are being considered by the School that would adversely affect employment, you will be notified in writing, provided a copy of the report that was obtained, and a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act”. All employees, volunteers, or residents have the right to dispute the accuracy and completeness of their report prior to an official adverse employment decision being made by the School.

8. CRIMINAL RECORD/FINGERPRINTING In accordance with the Code of Virginia section 22.1-296.3, Blue Ridge School requires any new hire, whether fulltime or part-time, permanent or temporary, to submit to fingerprinting and to provide descriptive information to be forwarded along with the applicant’s fingerprints to the Virginia State Police for the purpose of obtaining their criminal history record information. Useful Information Concerning the Process in Correcting a Criminal Record: Employees who wish to dispute information on their criminal history record may contact the Central Criminal Records Exchange for guidance on obtaining their record from the FBI and/or Virginia State Police. TEAM BARON HANDBOOK version 2627.1

9. SOCIAL SERVICES BACKGROUND CHECK In accordance with 63.2-1726 of the Code of Virginia on Employees, Volunteers, and Contracted Service Providers Affiliated with Children’s Residential Facilities, the School cannot have employees work alone with children until the central registry search has been received. The School is prohibited from hiring anyone who has a substantiated case of child abuse or neglect. Each new hire must complete A Central Registry Release of Information Form.

10. EMPLOYMENT CLASSIFICATIONS Your employment classification is provided to you at the commencement of your employment. However, during the course of your employment, your classification could change. If at any time you are uncertain about your employment classification, contact the Chief of Staff. Permanent, Full-Time: Individuals who are regularly scheduled to work at least 30 hours or more per week. Permanent, Part-Time: Individuals who are regularly scheduled to work less than 30 hours per week. Temporary Employees: Temporary employees may be hired by the School or through an agency. These employees are hired for a finite period of time. As a result of the short-term nature of their employment, temporary employees are not eligible to receive any benefits. Independent Contractors: An independent contractor is an individual who is classified by the School as such. Independent contractors are not employees of the School. Independent contractors are not eligible for any school-sponsored benefits. The School does not pay any payroll taxes or compensation via payroll systems for independent contractors.

10A. EXEMPT AND NON-EXEMPT EMPLOYEES Exempt Employees: Exempt employees are paid on a salary basis and do not lose pay for incidental time away from the job during the workweek. They are generally not covered by minimum wage, overtime, and recordkeeping provisions of State and Federal law. Non-Exempt Employees: Non-exempt employees are paid by the hour and generally are covered by the minimum wage, overtime, and recordkeeping provisions of State and Federal law. Overtime: Employees who are classified as non-exempt will be compensated for overtime hours worked in accordance with all legal requirements. Employees who qualify for exemption within the meaning of the state and federal wage and hour laws do not receive overtime pay and are not subject to this policy. Overtime, which is paid at a rate of “time and a half”, is authorized only when necessary, and all overtime must be planned and approved in advance by a supervisor. It is then the supervisor’s responsibility to meet with the Head of School and the Chief Financial Officer to see if the funds are available to pay the overtime rate. NonTEAM BARON HANDBOOK version 2627.1

exempt employees are not permitted to work overtime without prior supervisor approval. Because unauthorized overtime is against School policy, non-exempt employees who work unauthorized overtime are subject to discipline, up to and including dismissal. When overtime is required, supervisors will attempt to provide as much notice as possible to affected employees. Non-exempt employees who refuse to work overtime without a compelling, verifiable reason are not fulfilling the basic requirements of their position. Refusal to work overtime may result in disciplinary action, up to and including dismissal. Compensatory time, or commonly referred to as “comp time,” is not legal in the State of Virginia. If a non-exempt employee works more than 40 hours in any workweek, those hours must be recorded on the official time sheet and paid at the applicable overtime rate. Employees may not bank excess hours informally, for example, by keeping a personal log of overtime hours worked with the intent of taking equivalent time off later instead of being paid. Doing so is not permissible and could result in disciplinary action.

11. PAY PERIODS For payroll purposes, Blue Ridge School’s workweek starts at 12:01 a.m. on Saturday and ends at midnight on Friday. Exempt classified employees are paid monthly on the last day of each month. If the last day of the month falls on a weekend, employees are paid on the last Friday. Non-exempt classified employees are paid bi-weekly, every other Thursday. When a designated payday falls on a holiday observed by the School, employees will receive their paychecks on the business day before the scheduled payday. Employees are expected to report any errors in their paychecks to the immediate attention of the Chief Financial Officer. Retaliation against employees who file a complaint or institute proceedings to recover unpaid wages is prohibited.

12. PAY STUBS All employee pay stubs will contain the school’s name and address, number of hours worked (if non-exempt), rate of pay, gross wages earned during the particular pay period, and the amount of, and reason for, any payroll deduction. All employees have online access to their pay stubs via identity.payentry.com.

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13. EMPLOYEE EXPECTATIONS Command Performances for all Faculty and Administrators: • All Faculty In-Services • All Student Registration Days • Convocation • Honor Pledge Service • Faculty Meetings • Parent Weekends • Rites of Passage Expeditions (ROPES) Field Trips • Honors Service • Baccalaureate • Commencement There are certain expectations to which all employees must adhere. Compliance with these expectations enhances the teaching and learning experience of the entire community. These expectations are listed below: • Adhere to the NAIS Principles of Good Practice. • Uphold the educational philosophy, mission, and Code of Character Values of the School. • Maintain a collegial relationship with all fellow teachers and staff members. • Support and enforce accrediting agency and school policies. • Keep required records and observe all deadlines. • All members of the faculty and administration are required to be present, on time, and prepared for the scheduled discussion at scheduled faculty meetings. • Maintain the classroom, office, equipment, and other school property in a manner that reflects personal pride and professionalism. • Communicate actively with parents and guardians as required and necessary. Establish constructive dialogue whenever student attitude, behavior, and/or academic performance dictate. Treat parents as full partners in the educational process. Return all communications within 48 hours. • Read, maintain, and fulfill your particular job description. • Participate in all school functions involving other faculty, students, and parents, as requested.

14. ACCESS TO PERSONNEL FILES Employee files are maintained by the Chief of Staff, deemed property of the school, and are considered confidential. These files include, but are not limited to, employment Letters of Intent, resumes, professional development certifications, employment and payroll forms, certain employee benefit forms, and commendations/ concerns that are brought to the attention of the Chief of Staff. Certain items are not placed in personnel files, such as fingerprint cards, drug testing results, medical/dental, and/or other health-related information, along with I-9s. Managers and supervisors, other than the Chief of Staff, may only have access to employee PBSS folders on a need-to-know basis. Personnel file information is never allowed to leave the the Chief of Staff office. TEAM BARON HANDBOOK version 2627.1

Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information. This decision will be made at the discretion of the School in response to the employee’s request, a valid subpoena, or a valid court order. Personnel file access by current employees and former employees upon request may be permitted within 3 days of request with Head of School approval.

15. PERSONAL DATA CHANGES Employees are required to set up an account with the school’s online software Employee Navigator (www. employeenavigator.com). This software maintains employee demographic information, dependent information, personal benefit elections, etc. The Employee Navigator software is directly linked to our health, dental, vision, and life insurance companies. Employees are required to update their own personal information. The Chief of Staff and the respective companies are automatically notified of any changes.

16. EMPLOYMENT INFORMATION The School’s philosophy is to safeguard personal employee information in its possession to ensure the confidentiality of the information. Additionally, the School will only collect personal information that is required to pursue its business operations and to comply with government reporting and disclosure requirements. Personal information collected by the School includes employee names, addresses, telephone numbers, e-mail addresses, emergency contact information, social security numbers, date of birth, employment eligibility data, benefits plan enrollment information, which may include dependent personal information, and school/college or certification credentials. All pre-employment inquiry information and reference checking records conducted on employees and former employee files are maintained in segregated areas and are not used by the School in the course of its business operations. Personal employee information will be considered confidential and, as such, will be shared only as required and with those who need to have access to such information. All hard copy records will be maintained in locked, secure areas with access limited to those who need such access. Personal employee information used in business system applications will be safeguarded under the school’s proprietary electronic transmission and intranet policies and security systems. Participants in the School’s benefit plans should be aware that personal information will be shared with plan providers as required for their claims handling or record-keeping needs. School-assigned information, which may include organizational charts, department titles, and staff charts, job titles, department budgets, company coding and recording systems, telephone directories, e-mail lists, company facility or location information, and addresses, is considered by the school to be proprietary company information to be used for internal purposes only. The School maintains the right to communicate and distribute such company information as it deems necessary to conduct business operations. If an employee becomes aware of a material breach in maintaining the confidentiality of his or her personal information, the employee should report the incident to the Chief of Staff. The Chief of Staff has the responsibility to investigate the incident and take corrective action. Please be aware that a standard of reasonableness will apply in these circumstances. Examples of the release of personal employee information that will not be considered a TEAM BARON HANDBOOK version 2627.1

breach include the following: • Release of partial employee birth dates, i.e., day and month, is not considered confidential and will be shared with department heads who elect to recognize employees on such dates. • Personal telephone numbers or e-mail addresses may be distributed to facilitate company work schedules or business operations. • Employee identifier information used in salary or budget planning, review processes, and for timekeeping purposes will be shared only as needed. • Employee’s company anniversary or service recognition information will be distributed to the Head of School. • Employee and dependent information may be distributed in accordance with open enrollment processes for periodic benefit plan changes or periodic benefits statement updates.

17. EMPLOYMENT REFERENCES Prospective employers, financial institutions, and residential property managers routinely contact employers, including Blue Ridge School, for information on a former or current employee’s work history and salary. All such requests of this type should be referred to and handled by the Chief of Staff. Responses to written requests for verification of employment will be made on the form provided only when the request is accompanied by a former or current employee’s signed authorization to release such information. A written verification of employment form that has been completed by the Chief of Staff will be returned directly to the requesting party. Telephone requests for verification of employment by prospective employers, financial institutions, and residential property managers will be limited to confirming information stated by the external party. Employees of the School are prohibited from sending official reference/recommendation letters for former coworkers, supervisors, or direct reports without approval from the Head of School or Chief of Staff. In accordance with Va. Code 22.1-296.3(E), under no circumstances shall any Blue Ridge School personnel, including the Board of Trustees, administrators, faculty, or staff, assist any individual in obtaining new employment if the assisting individual knows or has probable cause to believe that the individual seeking employment has engaged in sexual misconduct or physical abuse involving a minor or student in violation of the law.

18. MOVING/RELOCATION Newly hired employees who are required to move to campus are eligible to be reimbursed 50% of their relocation costs, including, but not limited to, moving truck, gas, and hotels. Moving plans should be discussed with and approved by the Head of School before making arrangements to ensure all expenses will be approved.

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19. PERFORMANCE EVALUATIONS AND PAY ADJUSTMENTS All Blue Ridge School faculty and staff, exempt and non-exempt, are evaluated each year according to the guidelines of the Performance-Based Salary Structure (PBSS). These evaluations occur at least once each school year. Once evaluations are complete, they are delivered to the appropriate Review Panel member. The Review Panel is made up of the Head of School, Associate Head of School for External Affairs, Assistant Head of School for Student Affairs, Assistant Head of School for Instructional Programs, Dean of Academics, and the Chief of Staff. The PBSS Review Panel meets several times during the winter/early spring to review all elements of the evaluation system and discuss the performance of each faculty member. Staff evaluations occur each August. The Review Panel customarily assigns an initial ranking to each faculty member after discussing that individual and then revisits all rankings once the entire faculty have been reviewed and discussed. The results of that evaluation are then shared with each faculty member individually by a member of the panel. In May, a brief, year-end evaluation meeting between the individual and his or her supervisor may be requested on an as-needed basis. The purpose of this evaluation is to do a final check-in with a faculty member/administrator to discuss any improvements, changes, action plan items, etc. that were mentioned in the mid-year reviews or that needed to have occurred since that time. Employee Letters of Intent can be adjusted upward or downward at any point after the evaluation process if an employee’s performance warrants doing so. Feedback is solicited from immediate supervisors and the students in all of the following areas that apply to the individual: Primary Area of Duty: Faculty members receive separate evaluations for performance in teaching, advising, residence life, and co-curricular activities. Staff members receive evaluations for performance in the areas covered by their job description and also for those areas of School life in which they have chosen to participate (teaching, advising, residence life, co-curricular, etc.). Interactions with the Students: This element is embedded within each of the faculty evaluation pieces and is included as it applies to specific staff positions, such as the Residence Life office, the Business office, the Admissions office, the Development office, and the Housekeeping and Maintenance staff. “Attitude” as evidenced by promoting the School’s mission internally and externally, identifying and sharing the positive elements of any School experience, supporting peers and students, and working with others as part of a successful team. Much, but not all, of the data informing this element of the evaluation will be gleaned from the elements above and the individual’s self-evaluation. Self-Evaluation: Faculty and staff will complete a self-evaluation that includes contributions the individual brings to the School community outside the expectations of his or her job, as well as self-identified areas of need TEAM BARON HANDBOOK version 2627.1

and measurable goals for improvement in those areas. This self-evaluation carries as much weight as any other component of the evaluation process.

20. WHISTLEBLOWER POLICY: INTERNAL REPORTING AND ANTI-RETALIATION In keeping with its policy of maintaining the highest standards of conduct and ethics, Blue Ridge School will investigate any suspected fraudulent or dishonest use or misuse of its resources or property. To that end, all faculty, staff, board members, consultants, or volunteers are encouraged to report suspected fraudulent or dishonest conduct (i.e., to act as a whistleblower), pursuant to the procedures set forth below. Reporting: A person’s concerns about possible fraudulent or dishonest use or misuse of resources or property should be reported to his or her supervisor or, in case of a BRS volunteer, to the staff member supporting the volunteer’s work. If, for any reason, a person finds it difficult to report his or her concerns to a supervisor or staff member supporting the volunteer’s work, the person may report the concerns directly to the Head of School. Alternatively, to facilitate reporting of suspected violations where the reporter wishes to remain anonymous, a written statement may be submitted to one of the individuals listed above. Definitions: Baseless Allegations: Allegations made with reckless disregard for their truth or falsity. Individuals making such allegations may be subject to disciplinary action by Blue Ridge School, and/or legal claims by individuals accused of such conduct. Fraudulent or Dishonest Conduct: A deliberate act or failure to act with the intention of obtaining an unauthorized benefit. Examples of such conduct include: • Forgery or alteration of documents • Unauthorized alteration or manipulation of computer files • Fraudulent financial reporting • Pursuit of a benefit or advantage in violation of Blue Ridge School’s Conflict-of-Interest Policy • Misappropriation or misuse of School resources, such as funds, supplies, or other assets • Authorizing or receiving compensation for goods not received or services not performed • Authorizing or receiving compensation for hours not worked Protected Activities: • An employee (or someone “acting on behalf of the employee”) “in good faith reports a violation of any federal or state law or regulation to a supervisor or to any governmental body or law-enforcement official”. • An employee is “requested by a governmental body or law enforcement official to participate in an investigation, hearing, or inquiry”. • An employee who “refuses to engage in a criminal act that would subject the employee to criminal liability”. TEAM BARON HANDBOOK version 2627.1

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An employee who “refuses an employer’s order to perform an action that violates any federal or state law or regulation and the employee informs the employer that the order is being refused for that reason”. An employee who “provides information or testifies before any governmental body or law-enforcement official conducting an investigation, hearing, or inquiry into any alleged violation by the employer of federal or state law or regulation”.

Rights and Responsibilities: Supervisors are required to report suspected fraudulent or dishonest conduct to the Head of School. Reasonable care should be taken in dealing with suspected misconduct to avoid: • Baseless allegations • Premature notice to persons suspected of misconduct and/or disclosure of suspected misconduct to others not involved with the investigation • Violations of a person’s rights under the law Due to the important, yet sensitive, nature of the suspected violations, effective professional follow-up is critical. Supervisors, while appropriately concerned about “getting to the bottom” of such issues, should not, under any circumstances, perform any investigative or other follow-up steps on their own. Accordingly, a supervisor who becomes aware of suspected misconduct: • Should not contact the suspected person to further investigate the matter or demand restitution. • Should not discuss the case with attorneys, the media, or anyone other than the employee’s supervisor or Head of School. • Should not report the case to an authorized law enforcement officer without first discussing the case with the Head of School. Investigation: All relevant matters, including suspected but unproven matters, will be reviewed and analyzed, with documentation of the receipt, retention, investigation, and treatment of the complaint. Appropriate corrective action will be taken, if necessary, and findings will be communicated to the reporting person and his or her supervisor. Investigations may warrant investigation by independent persons, such as auditors and/or attorneys. Protection: The School will use its best efforts to protect whistleblowers against retaliation. Whistleblowing complaints will be handled with sensitivity, discretion, and confidentiality to the extent allowed by the circumstances and the law. Generally, this means that whistleblower complaints will only be shared with those who need to know so that Blue Ridge School can conduct an effective investigation, determine what action to take based on the results of any such investigation, and, in appropriate cases, with law enforcement personnel. (Should disciplinary or legal action be taken against a person or persons as a result of a whistleblower complaint, such persons may also have the right to know the identity of the whistleblower.) Employees, consultants, and volunteers of Blue Ridge School may not retaliate against a whistleblower for TEAM BARON HANDBOOK version 2627.1

informing management about an activity that person believes to be a violation of any federal or state law or regulation, fraudulent or dishonest, with the intent or effect of adversely affecting the terms or conditions of the whistleblower’s employment. This includes, but is not limited to, threats of physical harm, loss of job, punitive work assignments, or impact on salary or fees. Whistleblowers who believe that they have been retaliated against may file a written complaint with the Head of School or the Chief of Staff. Any complaint of whistleblower retaliation will be promptly investigated, and appropriate corrective measures will be taken if allegations of retaliation are substantiated. This protection from retaliation is not intended to prohibit supervisors from taking action, including disciplinary action, in the usual scope of their duties and based on valid performance-related factors.

21. CONFIDENTIAL AND PROPRIETARY INFORMATION In recognition of the nature and scope of our organization, every employee must at all times, within and outside of the school, respect and maintain a confidential relationship between Blue Ridge School and its students and employees. Access to and use of confidential information, as defined below, shall be limited to those whose job duties necessitate access to and use of such information. For purposes of this policy, confidential information includes, but is not limited to, matters relating to students, parents, employees, donors, and benefactors, and may include student, parent, employee, and donor names; academic records; addresses; financial information; medical information; and other personal and/or financial information. Employees may also become aware of marketing and academic plans and other information that is deemed pertinent and proprietary to the School. This is all collectively referred to as “Confidential Information.” Employees should take all reasonable precautions to prevent the unauthorized disclosure, dissemination, or discovery of confidential information. For confidentiality, all persons employed by or serving the School in any capacity shall maintain confidentiality with respect to students, families, employees, and the School. All employees with job duties that require them to handle confidential information are required to safeguard such information and only use it or disclose it as expressly authorized or specifically required in the course of performing their specific job duties. Misuse of confidential information can be intentional (acts and/or omissions), or a product of negligence or inadvertence. Misuse includes but is not limited to: • Accessing information not directly germane or relevant to the employee’s specifically assigned tasks TEAM BARON HANDBOOK version 2627.1

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Disclosing, discussing, and/or providing confidential information to any individual not authorized to view or access that data, including but not limited to third parties, volunteers, vendors, or other School employees. Reckless, careless, negligent, or improper handling, storage, or disposal of confidential data, including electronically stored and/or transmitted data, printed documents, and reports containing confidential information. Deleting or altering information without authorization. Generating and/or disseminating false or misleading information. Using information viewed or retrieved from the system for personal or any other unauthorized or unlawful use.

Employees who negligently or intentionally share their system passwords or accounts with anyone else for any reason will be held responsible for any resulting misuse of the system by others. Student education records are governed by the Family Educational Rights and Privacy Act (FERPA) and are subject to the school policy. FERPA-protected student education records must not be disclosed under any circumstances absent the express consent of the student (or former student), who is at least 18 years of age, their parent, or as authorized by the School. Employees must notify the School of any violation of these guidelines. Employees may report their concern immediately to their supervisor, department head, or administrator. Employees’ misuse of confidential information and/or systems in which the information is stored is a serious breach of job responsibilities and will result in discipline up to and including termination of employment.

22. TRAVEL EXPENSES This policy on domestic and international travel ensures that Blue Ridge School’s best interests are addressed in a comprehensive, fair, consistent, and thorough manner when undertaking any travel for Blue Ridge School. It applies to all employees of the School. All travel for Blue Ridge School will require an approved Travel Authorization Request. Travel Authorization Form Link: BRS Travel Auth Form All travel costs will be on a per diem basis. Per diem is understood to include hotel, three meals per day, and minor incidentals. Per diem rates, both domestic and foreign, vary from city to city. The School will use per diem rates established by the US General Services Administration (GSA) for domestic travel, and by the U.S. Department of State for foreign travel. TEAM BARON HANDBOOK version 2627.1

GSA rates can be found at https://www.gsa.gov/travel/plan-book/per-diem-rates. U.S Department of State rates can be found at http://aoprals.state.gov/web920/per_diem.asp. With the Head of School’s approval, the traveler may be reimbursed for certain special expenses not covered by per diem, such as official gifts, taxi, tips, rental of rooms for meetings or receptions, laundry (when travel exceeds five days), WiFi connections, and airline charges for normal baggage. Either specific receipts must accompany claims for reimbursement for such expenses, or, where receipts are not obtainable, by a specific certification by the employee. Domestic travel must be approved for faculty and staff by a Head of School at the time based on a Travel Authorization Request before beginning the trip. All international travel will be approved by the Head of School based on a Travel Authorization Request before beginning the trip. Any travel – domestic or international - exceeding $5000 will be approved by the Head of School based on a Travel Authorization Request. All domestic travel by air will be in coach class. All international travel by air will be in coach class, except when one continuous leg exceeds 8 hours; that leg may be via business class. No first-class air travel will be approved. Domestic travel by car may be reimbursed at a rate of 0.50 per mile only if a school vehicle is not available. Domestic travel by train shall not exceed the coach-class plane fare for the same trip. All travelers are responsible for making their own travel arrangements in accordance with this policy. The Travel Authorization Request (TAR) is to be completed and approved at least one week before travel. Advances for travel may be obtained from the Business Office 72 hours before travel, based on the approved TAR. An expense report for the trip and all applicable receipts should be completed, signed, and submitted to the Business Office no later than 5 working days after return. No Travel Authorization Request will be approved for anyone with outstanding expense reports from previous travel until the outstanding expense reports have cleared. Any expense report advancements, without applicable receipts that have not been submitted to the Business TEAM BARON HANDBOOK version 2627.1

Office within 14 days after return, will be deducted from the employee’s payroll check. Local Travel: Local travel is defined as travel within the greater Charlottesville area. If required to use a personal vehicle, mileage for such travel will be reimbursed at 0.50 per mile. Expenses for local travel and all applicable receipts should be completed, signed, and submitted to the Business Office no later than 5 working days after return. Meals are not a locally authorized expense unless they have been pre-approved on a Travel Authorization Request by a Head of School. Expense Reimbursement Report: Employees seeking reimbursement for an expense must submit the expense report form, along with requisite supporting documentation, within six weeks of the date the expense was incurred. Reimbursements received after six weeks may only be approved by the Head of School.

23. TERMINATION OF EMPLOYMENT VOLUNTARY TERMINATION In cases of voluntary resignation by staff, the school requests at least two weeks’ written notice. Thirty days’ written notice or as much notice as possible is requested when a faculty or administration member resigns voluntarily. Failure to report to work as scheduled on three consecutive days without being excused by a supervisor will constitute job abandonment and will be viewed as a voluntary resignation of employment. Involuntary Termination Involuntary separation, initiated by the school, may occur for disciplinary reasons or non-disciplinary reasons such as reduction in workforce, job elimination, reorganization, departmental consolidation or closing, and other organizational requirements. Termination of employment by the school is determined at the sole discretion of the Head of School. Final Pay Following termination of employment, a final paycheck, which includes wages for all time worked and any earned but unused personal time off, will be mailed to the employee’s home along with any personal effects that remain on campus, no later than the next recurring payroll. Termination of Benefits Health, dental, and vision insurance for a terminated employee will terminate on the last day of the month in which the termination becomes effective, unless otherwise noted in a written separation agreement. Short and long-term disability and life insurance will terminate on the day employment is terminated. The Chief of Staff is responsible for terminating all insurance and notifying the employee of their conversion rights.

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Technology Faculty and staff with access to the Blue Ridge School network, Blue Ridge School Information Resources (on or off-campus), and email-related services will have access terminated at the end of employment, except by special arrangement with the Head of School. Faculty Emeritus email access will be retained with limited access to internal network resources as determined by the Director of Technology and Head of School. Return of School Property Upon the termination of employment, employees must turn in all School property (including keys, gate access devices, computers, and other tools/equipment). Employees must also settle any outstanding balances owed to the School and return any travel advances.

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PART III THE WORKPLACE 24. EMPLOYEE CONDUCT Blue Ridge School adopts this Policy to ensure orderly operations and provide the best possible work environment. The School expects employees and others who are engaged to provide services, such as temporary personnel, consultants, and independent contractors, to follow these rules of conduct while on the school’s campus, attending school functions, or otherwise performing work-related activity. In addition to maintaining and enforcing this policy to protect the interests and safety of all employees and the organization, the School complies with all applicable federal, state, and local laws and regulations concerning employer/employee rights and obligations. Procedures: The School is responsible for providing a safe and secure workplace and strives to ensure that all individuals associated with the School are treated respectfully and fairly. Though it is not possible to list all forms of behavior that are unacceptable in the workplace, the following are examples of behavior that would be considered infractions of our rules of conduct. Such behavior may result in disciplinary action, up to and including termination of employment. This list is not intended to be exhaustive: • Theft or inappropriate removal or possession of school property or the property of a fellow employee. • Willful destruction of school property or the property of a fellow employee. • Working under the influence of alcohol or illegal drugs. • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment. • Fighting or threatening violence in the workplace. • Sexual or other harassment. • Using excessively abusive, threatening, or obscene language. • Using intimidation tactics and making threats. • Sabotaging another’s work. • Making malicious, false, and harmful statements about others. • Publicly disclosing another’s private information. • Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace. • Unauthorized disclosure of confidential information. • Falsifying school records or reports, including one’s time records or the time records of another employee.

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25. SEXUAL AND OTHER HARASSMENT Blue Ridge School is committed to providing a working and learning environment for all employees, vendors, alumni, volunteers, students, and guests, free from verbal or physical conduct that harasses, disrupts, or interferes with another’s work performance or creates an intimidating, degrading, offensive, or hostile environment. The School will not tolerate any unlawful discrimination or harassment of any kind. Through the enforcement of this policy and by the education of employees, the School will seek to prevent, correct, and discipline behavior that violates this policy. All employees, regardless of their positions, are covered by and are expected to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any employee who violates this policy. Based upon the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, or termination of employment. Prohibited Conduct Under This Policy: Blue Ridge School prohibits discrimination against and harassment of students and/or school employees based on race, color, sex, religion, ancestry or national origin, age, veteran and/or military status, pregnancy, genetic information, marital status, disability, sexual orientation, gender identity and/or expression, or other legally protected characteristics. Students and employees are entitled to an employment and educational environment that is free of discrimination and harassment. This policy is intended to provide notice of compliance with federal and state civil rights laws to all employees, students, parents/guardians, applicants for admission and employment, and other interested persons, as appropriate. Blue Ridge School will require all persons, agencies, vendors, contractors, and other persons and organizations doing business with or performing services for the school to adhere to this policy and to all applicable federal and state laws about school operations. Blue Ridge School does not tolerate discrimination against, or harassment of, any employee or student based on any legally protected characteristic. Protected class harassment constitutes a form of discrimination that is prohibited by Blue Ridge School policy. Definitions: Harassment in this context is generally defined as severe or pervasive unwelcome conduct by any member or group of the school community (including, without limitation, any teacher, student, guest, or contractor), based on membership in a legally protected class. Sexual harassment is a type of harassment that encompasses unwelcome conduct of a sexual nature, where such conduct: • Is made a condition of access to an educational or employment benefit; • Is severe, pervasive, and objectively offensive; and/or • Consists of stalking, sexual assault, dating violence, or domestic violence, as defined by applicable law. Sexual harassment may include a range of behaviors, depending on the circumstances. These behaviors may include unwanted sexual advances; sexual jokes and innuendo; commentary about an TEAM BARON HANDBOOK version 2627.1

individual’s body; persistent leering or touching; conduct or comments consistently targeted at only one gender, even if the content is not sexual; and other physical, verbal, or visual conduct of a sexual nature. All such conduct by any Blue Ridge School employee, student, contractor, or guest is unacceptable on school grounds and in any school-related settings. Relationship to the Staff-Student Boundaries and Sexual Misconduct Policy (Section 54): This policy governs harassment and discrimination based on a protected characteristic, including sexual harassment, among any members of the school community; employees, students, contractors, or guests. It does not cover suspected sexual abuse of a student or other minor, which is governed by Section 54. Some situations may implicate both policies at once, for example, a pattern of conduct by a staff member toward a student that includes both harassment and suspected abuse. In that case, both policies apply simultaneously: the mandatory external reporting requirements under Section 54 take effect immediately and are not delayed or replaced by the internal investigation process described below. You do not need to determine on your own which policy applies before reporting; report what you know or suspect to the Chief of Staff immediately, and the Chief of Staff will determine which procedure(s) govern and ensure any legally required external reports are made without delay. Reporting and Investigation: Blue Ridge School will promptly investigate all allegations of harassment or discrimination when reported. Blue Ridge School strongly encourages all students and employees to report any potential harassment or discrimination immediately, so that Blue Ridge School can maximize the effectiveness of its investigation. Blue Ridge School also prohibits retaliation, which is defined as any materially adverse action taken because a person participated in a protected activity. Protected activity includes reporting an incident that may be a violation under this policy, participating in the grievance process, or assisting in providing information relevant to an investigation under this policy. If Blue Ridge School determines that unlawful harassment or discrimination has occurred, Blue Ridge School may also impose disciplinary action. Any harassment of students by school employees is considered grounds for disciplinary action, up to and including dismissal. Any harassment of students by other students is considered grounds for disciplinary action, up to and including dismissal. The Head of School will determine appropriate sanctions for harassment of students by persons other than school employees and students. Mandatory Reporter Policy: Under this policy, all employees of Blue Ridge School are designated as mandatory reporters. All employees are expected to report knowledge of or reports of incidents of discrimination or harassment of students or employees that are made to them, or of which they become aware, to the Head of School and may also make a report to law enforcement, when the latter is required or desired by the party involved. The Responsible Employee will act accordingly when an incident is reported to him. If the matter involves possible abuse of a minor, then a report must immediately be made as required under state and/or local law, including to child welfare services and/or local law enforcement.

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Grievance Procedures for Complaints Involving Potential Sexual Misconduct: Any individual who believes he or she has experienced sex discrimination or harassment or believes that a student or employee has been discriminated against or harassed should report their concern promptly in writing to the Chief of Staff. Individuals who are unsure whether discrimination or harassment has occurred, or who need assistance in preparing a written complaint, are encouraged to discuss the situation with the Chief of Staff. If a student does not feel comfortable reporting sexual misconduct to the Chief of Staff directly, he may report any concerns about sexual discrimination or misconduct to any Blue Ridge School employee, who, in turn, will report any complaints to the Chief of Staff. Employees are expected to promptly report possible incidents of discrimination or harassment of students or employees to the Chief of Staff. Parents/guardians and other adults are also encouraged to report any concerns about possible discrimination or harassment of students. If the Chief of Staff receives a report of sexual misconduct that is not a written complaint, the Chief of Staff will promptly contact the Complainant and explain the options and process for filing such a complaint and initiating a formal grievance under this policy. Students, employees, and others will not be retaliated against for making a complaint or participating in an investigation. Retaliation is illegal under state and federal nondiscrimination laws, and any retaliation by students or school staff will result in disciplinary measures, up to and including dismissal. Complaint Handling and Investigation of Complaints Involving Potential Sexual Misconduct: The Chief of Staff shall promptly inform the Head of School and the person(s) who is the subject of any complaint received pursuant to this policy (hereinafter, “Respondent”) that a complaint has been received. If the identified Respondent is a student, the Chief of Staff shall also inform the student’s parents. The Chief of Staff may pursue a prompt and equitable informal resolution of the complaint with the written agreement of the parties involved. Before pursuing informal resolution, the Chief of Staff will provide all parties (and their parents, as applicable) notice of the allegations at issue, the options for informal resolution, and any consequences of such informal resolution. Any party to the complaint may decide to end an informal resolution process and pursue the formal process at any point. The informal resolution is subject to the approval of the Chief of Staff, who shall consider whether the informal resolution is in the best interest of the parties and the school unit in light of the particular circumstances and applicable policies and laws. Blue Ridge School will conduct an adequate, reliable, and impartial investigation. Typically, a complaint will be investigated by the Chief of Staff, unless the Chief of Staff designates another person to investigate it on their behalf. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Head of School should be submitted to the TEAM BARON HANDBOOK version 2627.1

Chair of the Blue Ridge School Board of Trustees, who may consult with legal counsel concerning the handling and investigation of the complaint. The Respondent will be provided with an opportunity to be heard as part of the investigation. The Complainant shall not be required to attend meetings with the Respondent but may choose to do so as part of the resolution process. The Complainant and the Respondent may suggest witnesses and/or submit materials they believe are relevant to the complaint. When the complaint involves allegations relating to conduct that took place away from school property, schoolsponsored activities, or school transportation, the investigation may include inquiries related to these allegations to determine whether they resulted in continuing effects such as harassment or a discriminatory impact in school settings. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws. The Chief of Staff shall keep a written record of the investigation process. The Chief of Staff shall provide interim supportive measures as appropriate to reduce the risk of further discrimination or harassment while the investigation is pending. Examples of interim supportive measures include, but are not limited to, ordering no contact between individuals, changing schedules or classes, etc. The Chief of Staff will reach out to both the Complainant and the Respondent promptly after receiving any report of sexual misconduct (regardless of whether that report is documented in a formal complaint) to explain the availability of supportive measures and offer such measures as are appropriate under the circumstances. The Chief of Staff may consult with the Head of School and/or their designee concerning the investigation, conclusions, and any remedial and/or disciplinary actions. The investigation shall be completed promptly. Typically, investigations are completed within 21 business days of receiving a complaint, if practicable. The Chief of Staff may extend this time frame at their discretion for good cause. The Chief of Staff shall create an investigative report that fairly summarizes all relevant evidence and shall send that report to each party (or the party’s parents, as applicable) for review and written responses. If the Chief of Staff determines that it is more likely than not that discrimination or harassment occurred, they shall, in consultation with the Head of School or their designee: • Issue a written determination of responsibility, which includes identification of the allegations, a description of the procedural steps taken, findings of fact supporting the determination, and applicable TEAM BARON HANDBOOK version 2627.1

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conclusions and rationales; this determination shall be provided to the parties and their parents, as applicable; Determine what remedial action, if any, is needed to end the discrimination or harassment, remedy its effects, and prevent recurrence; Determine what disciplinary action should be taken against Respondent, if any; and Inform both the Respondent and the Complainant in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws). Disciplinary action may include, without limitation, reassigning employment; terminating employment; compensation adjustments; temporary suspension without pay; dismissal or suspension from school; mandated counseling; parental notification and/or educational sanctions; or disciplinary probation.

26. EMPLOYMENT OF RELATIVES/FRATERNIZATION Blue Ridge School prefers not to hire a relative of a current employee if the relative would directly or indirectly supervise or be supervised by the employee, unless careful consideration is granted by the Head of School. For purposes of this policy, a relative is defined as a spouse, parent, in-law, child, grandchild, grandparent, brother, sister, aunt, uncle, niece, nephew, or first cousin. This policy applies to both blood relatives and relatives by marriage or adoption.

27. OPEN DOOR The doors of the Head of School and Associate Heads of School are open to all employees to discuss any issues of concern. This policy invites candor and the exchange of ideas, which will hopefully lead to decisions intended to make us better as a learning community. To optimize the value of this policy and the effectiveness of our chain of command, issues of concern should first be discussed with your immediate supervisor.

28. APPEARANCE AND DRESS CODE One of three categories of attire is appropriate for the various activities in which faculty and staff may participate while at Blue Ridge: (1) professional attire, (2) acceptable attire, and (3) casual attire. Professional Attire: Blue Ridge School maintains the boarding tradition of coat and tie or professional attire for daily wear. Professional attire is expected beginning with breakfast through the end of classes on school days, to chapel, and on other occasions as announced. For men, this means a sports coat and dress slacks or a suit, a dress shirt, a necktie or bow tie, a belt or suspenders, and dress shoes. Slacks with outside pockets at the knees or slacks made from denim fabrics are all inappropriate for professional attire. Slacks must be worn with belts or suspenders. Standard dress shirts are appropriate and must be tucked in. In cold weather, sweaters or sweater vests may be worn over dress shirts and neckties.

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For women, appropriate professional attire includes dresses, skirts, dress slacks, blouses, sweaters, blazers, and other business-professional clothing that is neat, well-maintained, and suitable for interaction with students, parents, colleagues, and visitors. Dress shoes, flats, loafers, boots, or other professional footwear are expected. Clothing should fit appropriately and not be excessively revealing, overly casual, or disruptive to the educational setting. Denim, athletic wear, leggings, clothing with offensive language or graphics, and excessively distressed garments are not considered professional attire. Faculty and staff are expected to model the standards of professionalism and good judgment that support the School’s mission and community values. Acceptable Attire: Acceptable attire may be designated for certain meals, school events, athletic contests, or other occasions when professional attire is not required. Acceptable attire includes khakis, dress slacks, jeans in good condition, appropriate shorts, collared shirts, dress shirts, polo shirts, turtlenecks, flannel shirts, and similar clothing. Appropriate footwear is required at all times. All clothing must be clean, neat, and free from excessive wear, tears, or damage. Clothing displaying offensive, disruptive, or inappropriate language, graphics, or symbols is not permitted. Casual Attire: During personal and leisure time, faculty and staff may dress casually while maintaining standards consistent with the School’s values and community expectations. Clothing that is excessively revealing, contains offensive or inappropriate language, images, or references, or is excessively torn or damaged is not permitted. The School reserves the right to determine whether attire is appropriate for the setting and consistent with the expectations of the Blue Ridge School community.

29. ELECTRONIC COMMUNICATION Blue Ridge School employees are connected online to colleagues, students, parents, and the broader school community. Because the line between personal and professional communication is blurred in the digital world, all staff, including faculty, coaches, tutors, and other employees, are expected to use electronic communication responsibly and in a manner consistent with their role at BRS. Key expectations include: • Staff are accountable for job-related postings and electronic communications, particularly those made using a school email address or BRS property, networks, or resources. • Confidential, proprietary, or protected health information about the School, students, faculty/staff, alumni, or parents may never be posted or shared, consistent with FERPA, HIPAA, and School privacy policies. • Staff may not use personal social media accounts or personal messaging apps (e.g., text messaging, Instagram or Snapchat DMs) to communicate with current students, under any circumstances. See Section 30, “Social Media,” for the full policy. This prohibition is separate from, and does not limit, staff use of school-sanctioned platforms described below. TEAM BARON HANDBOOK version 2627.1

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Staff without a legitimate need to communicate with students through school-sanctioned platforms (e.g., school email, Google Classroom, Blackbaud) may not do so. Parents may restrict direct electronic communication between staff and their child through schoolsanctioned platforms; these preferences must be honored. All communication with a student must be preserved and made available to the Head of School and/or the student’s parents upon request. Staff and students complete mandatory, periodic training on cybersecurity and the responsible use of electronic communication and social media.

See Appendix K, “Electronic Communication Policy,” for the full policy, including the complete list of requirements and the associated training program.

30. SOCIAL MEDIA Blue Ridge School prohibits employees from using personal social media accounts or personal messaging apps to communicate with current students, under any circumstances. This restriction exists to protect the professional boundaries between staff and students, to reduce the School’s exposure to liability, and to support compliance with applicable privacy and child-protection laws, including the Family Educational Rights and Privacy Act (FERPA) and state mandatory-reporting statutes. Staff who need to reach a student for a legitimate school-related purpose must use school-sanctioned channels (school email, Google Classroom, Blackbaud, a school-issued phone or messaging platform, or by contacting the student’s parent or advisor directly). Any staff member who does not have adequate access to a schoolsanctioned channel for a legitimate purpose should contact the Director of Technology or their supervisor to obtain one; this is an access problem to be solved administratively, not a basis for using a personal account. Employees may not “friend,” “follow,” or otherwise establish reciprocal social-media connections with current students on personal accounts. Violation of this policy may result in disciplinary action up to and including termination, and may also trigger reporting obligations to licensing or credentialing authorities, as applicable. If a student discloses, or an employee otherwise becomes aware of, concerns involving self-harm, abuse, violence, or personal danger, the employee must follow the mandatory reporting procedure in Section 53 (Child Abuse Reporting), including immediate notification of the Head of School (or designee) within the timeframe required by Virginia law. Employees may also contact the school counselor and/or campus security for immediate safety support, but doing so does not satisfy the Section 53 reporting obligation.

See Appendix K, “Social Media and Electronic Communications Guidelines for Faculty and Staff,” for further detail.

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31. MEDIA CONTACTS Occasionally, members of the media will contact the school. If the contact is for routine information, such as details for an athletic event, it should be forwarded to the Athletic Director or the Director of Communications. However, if the call pertains to an incident involving Blue Ridge School students and/or staff, or matters about governance, mission, or direction of the school, it should be referred to the Head of School.

32. PASSWORDS Strong password practices are the first line of defense in protecting Blue Ridge School’s sensitive information. This policy applies to both individual user accounts and system accounts managed by the Technology Department. At a high level, employees are required to: • Use strong, unique passwords for every account, never reused, and not based on easily guessed information. • Meet minimum complexity and length requirements, and change passwords as directed by the relevant system. • Never write down, display, or share passwords with anyone, including family members. • Enable two-factor authentication on any account containing PII or confidential information. System administrators are additionally responsible for account lockout thresholds, password expiration, secure default-password changes, and related safeguards.

See Appendix K, “Password Policy,” for the complete requirements for both users and administrators.

33. DATA BACKUP Blue Ridge School maintains a data backup program to protect against data loss from cybersecurity incidents, equipment failure, or human error. This policy applies to all staff, volunteers, and interns, and covers all official BRS data, including PII, financial records, student records, and donor records. In summary: • BRS data must never be stored locally on a personal device; it should reside on the School network or in approved cloud resources (e.g., Google Drive, Blackbaud). • Personal cloud storage may never be used to store BRS data. • Network data is backed up nightly and incrementally, with continuous incremental backup to an encrypted cloud service, and Google Workspace data is backed up continuously. • Backups are retained for a maximum of five years unless otherwise indicated, and data recovery procedures are tested at least twice per year.

See Appendix K, “Data Backup Policy,” for the complete storage, backup, retention, and recovery procedures.

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34. REMOTE ACCESS Employees, contractors, vendors, and agents who connect remotely to the Blue Ridge School network must give that connection the same level of care as an on-site connection, since remote networks may carry additional risk that is outside the School’s direct control. Key requirements include: • Remote access must use encrypted connections (such as a VPN) and strong passphrases. • Authorized Users must protect their login credentials, including from family members, and must not connect a BRS-owned device to another network simultaneously except under their own or an Authorized User’s control. • Use of external resources for BRS business requires advance approval, and all remote hosts must run upto-date security software. • Compliance is verified through audits and inspections, and any exception to this policy requires advance approval.

See Appendix K, “Remote Access Policy,” for the complete policy text.

35. IT PROCUREMENT To keep Blue Ridge School’s technology current, secure, and fiscally sound, all procurement of technology hardware, software, and services, including computers, network devices, AV and surveillance equipment, and related subscriptions or maintenance contracts, must be coordinated with and approved by the Director of Technology in advance of purchase.

See Appendix K, “IT Procurement Policy,” for the complete policy text.

36. TECHNOLOGY AND EQUIPMENT DISPOSAL Because technology equipment often contains data and materials that cannot simply be thrown away, all disposal of BRS technology equipment must go through the Technology Department. This policy applies to all staff, volunteers, and interns, and covers computers, servers, mobile devices, peripherals, and storage media of any kind. In summary: • End-of-life equipment must be sent to the Technology Department for secure data erasure that meets Department of Defense wiping standards, or physical destruction where wiping is not possible. • Equipment may never be disposed of through thrift shops, landfills, or personal sale; only Technologymanaged recycling, donation, or the employee purchase program may be used. • Working equipment that has reached the end of its useful life at BRS may be made available for purchase by employees at a price set by the Business Office and Information Technology, sold as-is with no warranty.

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See Appendix K, “Technology Equipment Disposal Policy,” for the complete policy text.

37. USE OF SCHOOL AND PERSONAL VEHICLES Upon hire, all employees who are required to drive students or use School vehicles must complete a Motor Vehicle Records (“MVR”) Release Form via VerifiedFirst initially. These results could have an impact on an employee’s job offer. An additional paper MVR form is completed upon arrival. This form provided to the School’s liability insurance carrier and allows them access the employee’s driving record. Once the School receives the employee’s driving record, the Chief of Staff makes the determination, based on the guidelines provided by the insurance company, as to whether the employee is eligible to drive school vehicles and/or students. If unable to drive students or school vehicles the school reserves the right to revoke a job offer. The School will also perform periodic reviews of your driving record throughout your employment. This policy will apply regardless of whether the vehicle is a school-owned vehicle or your personal vehicle used for School purposes. Your ability to drive for the School depends upon your insurability. MVR’s containing violations that are not acceptable to the School’s insurance company or predetermined School guidelines will be brought to you, the Head of School, and the necessary supervisors. School vehicles are available only for school-related business and are made available for use based on priorities of the school and the safety of the community. Buses must be signed out ahead of time in the Business Office. The School cars must be signed out ahead of time with the External Affairs Marketing Manager or the Chief of Staff. You must immediately report to the Chief Financial Officer if you have an accident or damage involving a schoolowned, leased, or rented vehicle, or a personal vehicle used on School business. Failure to do so could jeopardize the insurance coverage as well as your driving privileges. Additionally, failure to comply with the policy may result in disciplinary action, including termination. Following an incident, the School may ask the employee to sign a written authorization permitting a specific, one-time deduction from wages to cover repair costs or the applicable insurance deductible. This written authorization will not be a condition of continued employment, and will not reduce the employee’s pay below the applicable minimum wage. In cases where a payroll deduction is not appropriate or written authorization is not provided, the school may pursue reimbursement through a separate payment agreement. The school will consider factors such as whether the damage resulted from the employee’s negligence, policy violation, or misuse of the vehicle, versus an accident occurring in the normal course of authorized duties. You must immediately report to the Chief of Staff if you are convicted of a major violation. Major violations include, but are not limited to, reckless/careless driving, DUI/DWI, driving on a suspended or revoked license, manslaughter, hit-and-run, etc. If you are unsure if the violation is considered to be “major,” you are expected to discuss the incident with the Chief of Staff. All employees are required to annually take an online driver safety course, as assigned by the Chief of Staff. TEAM BARON HANDBOOK version 2627.1

Employees that sign out school vehicle or bus keys are responsible for their safekeeping. If a key is lost, damaged through negligence, or not returned within 30 days or separation of employment, the employee will be charged the full cost of replacement, including rekeying or reprogramming costs where applicable. Payment will be collected via 1) a voluntary written authorization for a one-time payroll deduction or 2) direct reimbursement. This charge is separate from, and does not limit, any other disciplinary action the school may take in connection with the loss, damage, or non-return of school property. Employees needing or choosing to use their personal vehicle to transport students or conduct school business must also meet the approved driver guidelines and meet the minimum insurance coverage on their vehicle. Personal insurance policies follow the vehicle (not the driver). To comply with the minimums established by our insurance carrier to make sure that you and the students have necessary coverage should an accident occur, you are required to maintain coverage of at least $100,000 per person and $300,000 per accident for your personal vehicle. You must provide a copy of your “declaration of coverage” to the Chief of Staff. Except in unusual circumstances or emergencies, an employee should never transport a student alone in a personal or school vehicle. Parents, volunteers, family members, or any non-employee of the school may not drive school vehicles or vehicles rented for school business.

38. USE OF SCHOOL FACILITIES Employees living on or off campus and their immediate families (relatives who live in the household) are free to use school facilities except when the facilities have been rented or are being used by Special Programs’ personnel. Regularly scheduled events take precedence over individual desires. School facilities are to be left in the same condition as they are found (if the athletic facility or the pool was locked when you arrived, please lock it when you leave). Adult supervision is required for children under the age of 18 using the swimming pool or the lake. The ropes course and climbing tower may be used only with the approval of the Director of Outdoor Programs. Guests of people living on campus are welcome to use the facilities, but they are the responsibility of the host; they are bound by school rules, and the host must be with them when they use the facilities. Special parties involving large groups must be previously cleared with the Director of Security. All school sponsored, on-campus events must be approved by the Head of School. Employees and/or guests are not to use alcoholic beverages when using facilities outside of individual residences, and noise levels should be minimized to preserve the peaceful, quiet environment. TEAM BARON HANDBOOK version 2627.1

All facilities are used at the employee’s and their guests’ own risk. The school does not provide lifeguards at the pool or lake at any time. Anyone using the school’s canoes or other modes of transportation on the lake must wear a life preserver. Swimming is not allowed in the lake. All employees must adhere to any specific guidance and/or protocols issued by the Director of Security or Head of School regarding having personal visitors on campus, as needed.

39. USE OF THE GIBSON MEMORIAL CHAPEL FOR WEDDINGS Gibson Memorial Chapel is a consecrated chapel of the Episcopal Church. We therefore require that all services conducted in the chapel be within traditional Christian practices. When the Chapel is used by alumni or employees of the School, there will be a housekeeping fee of $100.00 for cleaning the Chapel before and after the service. Weddings may typically take place only when school is not in session and should be scheduled as early as possible. Seating is limited to 250 persons. Air-conditioning and dehumidifiers are not available; however, windows may be opened, and the overhead fans may be used. Weddings are scheduled by the Director of Special Programs.

40. PETS ON CAMPUS Owning a pet is one of the enjoyable aspects of family life. While they bring feelings of attachment and affection to their owners, pets can create concern for others if they are not controlled. The following rules/restrictions apply where pets are concerned: • Those living in the dorms, DAR, or Boykin must seek approval of the Head of School before adopting any pet. Pets on campus must be licensed, have current rabies and other appropriate immunizations, be covered by liability insurance, and not pose a health or safety hazard. • Damage done by pets to faculty residences or to school property will be the responsibility of the owners. • Dogs must be leashed at all times while on the main campus or when children are within 100 yards. • All dogs are to be housed from 11:00 PM until 6:30 AM, daily. • Pets are not allowed in the fenced area at the pool or inside any school facility except their owner’s residence.

41. SOLICITATION AND DISTRIBUTION Non-employees Non-employees may not solicit employees or distribute literature of any kind on School property at any time without approval from the Head of School. TEAM BARON HANDBOOK version 2627.1

Employees The Associate Head of School for External Affairs must approve any fundraising activities or sale of merchandise on the Blue Ridge campus, except for School-sanctioned lessees. Only employees and family members of employees may seek approval for fundraising activities and solicitation on campus.

42. HOUSING AGREEMENT FOR EMPLOYEES LIVING IN SCHOOL RESIDENCES It is understood that housing is being furnished to you, at no charge, for the convenience and at the request of the employer. • No student, for any reason, is allowed to enter your residence alone or unaccompanied by you. • Students will only be allowed into the living/dining areas of your residence. • No student should ever have access to any bedrooms or bathrooms. • All utilities, excluding television cable/streaming, will be paid by the School (except internet at the Crawford residence). • All residents living in School residences are requested to conserve energy in all ways possible. • The external walls and roof of all residences will be maintained by the School. • Any permanently installed fixtures and the plumbing and heating systems will be maintained by the School. • The School will supply the paint for the interior if you desire to paint the interior of the residence. Color selection is subject to the approval of the Director of Facilities. • The lawns surrounding your residence will be cut by the School maintenance staff using a tractor. Areas that cannot be cut by the tractor are the occupant’s responsibility, along with trimming and care of landscaping, bushes, and shrubs. • The occupant will supply the necessary furnishings for their residence. The School will supply a refrigerator and a stove. • The School’s insurance policy covers the structure only, not any of the contents except the Schoolsupplied contents. • The occupant is encouraged to purchase a renter’s policy for protection against loss. • The School will supply battery-operated smoke detectors, at a minimum of one smoke detector per floor. It is the resident’s responsibility to keep fresh batteries in all smoke detector units and periodically test them to ensure that they function properly. • The occupant is encouraged to immediately notify the Director of Facilities of any repairs or maintenance that need to be completed at the above-named residence. • The occupant is responsible for damages at the above-named residence beyond normal wear and tear. • The occupant is required to leave the home in the condition it was obtained by doing a thorough cleaning of the residence upon vacating the premises, including but not limited to floors, kitchen appliances, bathrooms, and removal of all personal belongings and trash. The School reserves the right to withhold the employee’s pay to cover additional costs for cleaning or removal of belongings, should they be needed. • A final “walk-through” will be conducted by the Director of Facilities and the staff member vacating the premises. The School reserves the right to withhold the employee’s pay to cover damages to quarters TEAM BARON HANDBOOK version 2627.1

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beyond normal wear and tear, as shall be determined by the Director of Facilities in his absolute discretion. Upon vacating, if a pet(s) has lived in the residence, steam cleaning of the carpets will be required at the resident’s expense. If the occupant of the above-named residence has not accepted a contract for the following academic year or resigns their position after contracts are returned, or is subsequently terminated for cause, the employee will vacate the quarters within thirty days from the end of the academic year, the end of your annual employee acknowledgement, or after the termination date of their employment contract, whichever comes first.

43. CHILDREN OF FACULTY NOT ENROLLED LIVING ON CAMPUS The Board of Trustees specifically approved, by a majority vote, the following policies regarding faculty children: • Faculty children not enrolled as students at BRS and who live on campus with their families will abide by the student code of character values as well as school regulations that govern the Team Baron family. • Faculty children, when interacting with BRS students, will do so in a manner that reflects a sense of community. • Faculty children will take special care to observe all regulations governing student conduct when on campus or participating in a sanctioned school-sponsored activity. • Female faculty children are not permitted in the dorms or in the locker rooms at the gym. Any rare exception to this rule requires the approval of the Head of School. • Faculty children, be they enrolled or not, will refrain from any conduct that, when interacting with a member of the student body, would compromise or prevent the said student’s adherence to school regulations, code of character values, or proper comportment.

44. VIDEO SURVEILLANCE ON CAMPUS The Board of Trustees recognizes the value of video cameras in protecting the health, safety, and welfare of its students and staff and in protecting the community’s investment in school-owned property and facilities. Upon carefully weighing the privacy rights of students and staff against the school’s duty to provide a safe, secure, and orderly learning and work environment, the Board has determined to authorize the use of video cameras in school buildings and upon school grounds pursuant to the following regulations: Video Monitoring System: Video cameras may be installed in any public area within a school building and/or upon school grounds, including but not limited to classrooms, hallways, libraries, computer labs, parking lots, auditoriums, break rooms, weight rooms, and gymnasiums. Video cameras may not be installed in any area in which individuals possess a reasonable expectation of privacy, such as restrooms, locker rooms, or private offices (except for the Head of School, Dean of Residence Life, and the Athletic Director). The precise location of video cameras shall be determined by the Director of Security with the approval of TEAM BARON HANDBOOK version 2627.1

the Head of School, Director of Facilities, and the Director of IT. Input from staff members may be sought to determine the most beneficial locations for video cameras. Under no circumstances shall the school video cameras be equipped to record audio data. The contents of video recordings captured by video cameras may be used as evidence in a student disciplinary matter, evaluation of staff conduct, and/or to provide evidence of any unlawful activity on school grounds. Absent a reported incident, recordings may be subject to erasure after thirty (30) days. Video recordings shall be kept in a secure location. Treatment of Recordings: Recordings of incidents captured by video cameras located on school property shall constitute a part of a student’s education record or a staff member’s personnel record, as the case may be, subject to relevant Board policies and administrative regulations, including applicable record retention policies. Upon the report of an incident or suspected incident, only individuals with a legitimate purpose shall be permitted to view the recordings. In most cases, those persons may include the Director of Security, authorized security personnel, the Head of School, or the Dean of Students. The appropriate security personnel member shall keep a written log of all incidents investigated with the use of cameras. A written log of all persons viewed, time frames, and locations observed will be kept, along with the named individual viewing the recording, date, and reason the recording was viewed. If the content of the recording becomes the subject of a student disciplinary proceeding or personnel proceeding, it may be treated like other evidence in that proceeding. Parents may request to view recordings of their children if the recordings are used in disciplinary proceedings involving their children. Staff members may similarly request to view any recording used in the evaluation of that staff member’s conduct. Any such request shall be processed by the school district in accordance with applicable state and federal laws and regulations. Tampering: Students and employees are prohibited from tampering with the school video cameras. Students and employees found in violation of this policy will be disciplined in accordance with school policies and may be required to reimburse the school for any repairs or replacement necessary as a result of the tampering. At the administration’s discretion, matters involving tampering with a school video camera may be turned over to law enforcement.

45. VISITORS IN THE WORKPLACE Employees are responsible for the conduct and safety of their visitors. Visitors must be escorted while on the premises, and their movement should be limited to the spaces necessary to achieve the purpose of their visit. If an unauthorized individual is observed on campus, employees should immediately notify their supervisor or, if necessary, direct the individual to the Residence Life Associate. If necessary, security should be called to escort unauthorized visitors off campus.

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PART IV HEALTH AND SAFETY 46. SAFETY PROGRAM The Blue Ridge School is committed to providing a clean, safe, and healthy work environment for all employees. Reasonable precautions are taken to provide everyone with a safe place to work. Injury prevention, however, is largely an individual responsibility, and all employees are expected to consistently do their part to work safely. • Horseplay, practical jokes, or any behavior that could distract, startle, or endanger another person is strictly prohibited. • Keep work areas neat, organized, and clean. Keep slippery substances off the floor. • Report any unsafe piece of equipment, hazardous or unhealthy working conditions to your supervisor or submit a work order to the facilities department. • Use proper and safe lifting procedures. Ask for assistance to lift objects that are too heavy to lift comfortably. • Wear required personal protective equipment such as safety glasses, hearing protection, or proper footwear when appropriate. • All employees are forbidden to tamper with or make repairs to equipment, machinery, or electrical equipment unless experienced, trained, and authorized to do so. • Observe and comply with all posted safety signs, warning labels, and tags: safety signs and danger tags are used to warn employees against accidents and hazards. • Never stand on chairs, boxes, crates, desks, or other improvised platforms. Use only approved ladders or step stools. • Do not overload electrical outlets, power strips or extension cords. Extension cords are only for temporary use and cannot be used as a permanent fixture. • All food waste should be properly disposed of in appropriate containers to help maintain a clean and sanitary workplace. • All emergency exits, electrical panels, fire extinguishers, and aisles shall remain clear at all times. Maintain at least 36 inches of clearance around all emergency equipment. • All employees have the responsibility to promptly report the existence of any hazardous condition or practice to their immediate supervisor or the Director of Facilities. This is a responsibility that cannot be delegated; it belongs to every employee. The School will not knowingly permit retaliation against team members because they report the existence of hazardous conditions or practices.

47. OSHA and EPA Compliance Blue Ridge School will, with the assistance of every employee, comply with all Occupational Safety and Health Administration (OSHA) and Environmental Protection Agency (EPA) requirements. The School will also cooperate with all reasonable OSHA or EPA inspections and compliance reviews. If a team member believes there are violations or potential violations of any environmental or OSHA laws or TEAM BARON HANDBOOK version 2627.1

regulations, they should report them to their immediate supervisor or to the Chief of Staff. Reporting Workplace Injuries Employees who incur an injury or illness on the job or are involved in an accident on the job (whether or not it is a first aid case or injury) are required to immediately report all such situations, no matter how minor it may seem, to the Chief of Staff. In the event of an accident, the first concern should be for the health and safety of the person involved. If a supervisor is available, the supervisor should be immediately notified in all cases. If a supervisor is not available, anyone present should notify any management person or seek appropriate medical care for the injured or ill person as soon as possible. The Chief of Staff will keep all written records of on-the-job accidents, injuries, and illnesses as required by state law and the School’s workers’ compensation insurance carrier. If a situation involves any question of safety, employees are expected to help their immediate supervisor correct the situation before resuming the procedure that caused or might cause an accident, injury, or illness. IN CASE OF EMERGENCY: When an accident or incident requires immediate attention, call 911 for fire, police, or medical emergencies. When calling 911 or a security station, give your name, building address, and specific location within the building.

48. COMMUNICABLE ILLNESSES Blue Ride School’s decisions involving persons who have communicable diseases shall be based on current and well-informed medical judgments concerning the disease, the risks of transmitting the illness to others, the symptoms and special circumstances of each individual who has a communicable disease, and a careful weighing of the identified risks and the available alternatives for responding to an employee with a communicable disease. Communicable diseases include, but are not limited to, measles, influenza, viral hepatitis-A (infectious hepatitis), viral hepatitis-B (serum hepatitis), human immunodeficiency virus (HIV infection), AIDS, AIDS-Related Complex (ARC), leprosy, Severe Acute Respiratory Syndrome (SARS), including SARS-CoV-2 (coronavirus), and tuberculosis. Blue Ridge School may choose to broaden this definition within its best interest and in accordance with information received through the Centers for Disease Control and Prevention (CDC). Blue Ridge School will not discriminate against any job applicant or employee based on the individual having a communicable disease that constitutes a disability under applicable law. However, Blue Ridge School reserves the right to exclude a person with a communicable disease from our campus, programs, and functions if the School finds that, based on medical determination, such a restriction is necessary for the welfare of the person who has the communicable disease and/or the welfare of others within the workplace. Blue Ridge School will comply with all applicable statutes and regulations that protect the privacy of persons who TEAM BARON HANDBOOK version 2627.1

have a communicable disease. Blue Ridge School may issue specific protocols or procedures from time to time governing matters such as reporting, quarantine, travel, workplace safety, and other matters that may be affected by the presence of communicable disease. Blue Ridge School will consider and account for scientific and medical guidance, as applicable, in developing such protocols and procedures. All employees must comply with these protocols. Training: All employees should educate themselves on proper hygiene measures, such as frequent handwashing, as recommended by the CDC (www.cdc.gov/coronavirus) and local health departments.

49. MEDICAL ACCOMMODATIONS AND THE AMERICANS WITH DISABILITIES ACT It is the school’s policy to provide equal employment opportunity to all employees and applicants for employment without regard to race, color, sex, religion, national origin, age, sexual orientation, handicap, or disability in accordance with applicable federal and state laws. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, compensation, and training. In accordance with the Americans with Disabilities Act (ADA), the school will provide reasonable accommodation for the known disabilities of a qualified individual who can perform the essential functions of a job with such reasonable accommodation. Reasonable Accommodation Blue Ridge School provides reasonable accommodations (changes to the way things are normally done at work) to applicants and employees who need them for medical or religious reasons, as required by law. All requests for reasonable accommodation should be brought to your supervisor or the Chief of Staff. All reasonable accommodation requests will be considered promptly. If requests are taking longer than expected, the applicant or employee will be updated on the status of their accommodation requests every week. A temporary accommodation(s) may be offered if the agreed-upon accommodation cannot be provided immediately. In certain circumstances, the applicant or employee may be asked to provide additional medical or religious information or documentation to establish whether the individual’s medical condition or religious beliefs are protected by law, or to determine whether and what type(s) of accommodations would be effective. Applicants and employees are expected to respond to these requests promptly. Supervisors are required to keep any medical information received as part of an accommodation request or during the accommodation process confidential, and all documents are to be kept by the Chief of Staff.

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All decisions to either deny accommodation requests or to provide accommodations other than the requested accommodation(s) will be explained to the applicant or employee. Employees can report discrimination related to reasonable accommodations (such as improper denial of a reasonable accommodation request) to the Chief of Staff or the Head of School.

50. DRUG-FREE WORKPLACE The use of illegal drugs and alcohol misuse by employees are inconsistent with the Blue Ridge School’s longstanding commitment to maintain a safe, healthy, and productive work environment and a drug-free workplace. Definition Illegal drugs are controlled substances that are not being used or possessed under the supervision of a doctor or other licensed health care professional. Use or Possession of Illegal Drugs Whenever employees are working, operating any School vehicle, are present on School premises, or conducting company-related work offsite, they are prohibited from: • Using, possessing, buying, selling, manufacturing, or dispensing an federal or state illegal drug, including marijuana (to include possession of drug paraphernalia). • Being under the influence of an illegal drug as defined in this policy. • Possessing or consuming alcohol. The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body system, while performing school business or while in a school facility, is prohibited. Blue Ridge School will also not allow employees to perform their duties while taking prescribed drugs that are adversely affecting their ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in a container labeled by a licensed pharmacist or be prepared to produce the container if asked. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution. Use of Prescribed Drugs This policy does not prohibit employees from the lawful possession and use of prescribed medications. Employees have the responsibility to consult with their doctors or other licensed health care professionals about the effect of prescribed medications on their ability to perform their specific job duties safely, and to promptly disclose any work restrictions to their supervisors or the Chief of Staff. Employees should not, however, disclose underlying medical conditions, impairments, or disabilities to their supervisors or the Chief of Staff unless specifically directed to do so by their doctors or other licensed health care professionals or unless needed to TEAM BARON HANDBOOK version 2627.1

obtain an accommodation/leave of absence. Substance Abuse Testing The Blue Ridge School reserves the right to conduct post-offer/pre-employment, reasonable suspicion, random, and other drug and alcohol tests in accordance with the requirements of applicable law. Voluntary Requests for Assistance Employees with drug and alcohol problems are encouraged to seek help before they become subject to discipline for violating this or other School policies. The School will support, assist, and accommodate such employees to the extent required by applicable law. The Chief of Staff can confidentially assist employees, providing them with information about other community resources for evaluation, counseling, treatment, and helping them use any available benefits. Employees will not be disciplined by the School because they request assistance. Employees may not, however, escape discipline by requesting assistance after they violate the School’s policies. In addition, employees who request assistance will not be excused from complying with the School’s policies, including its standards for employee performance and conduct. Whenever employees are working, operating School vehicles, machinery, or equipment, present on School premises, or present in any other location performing services for the School, they are prohibited from: • Using, possessing, buying, selling, manufacturing, distributing, dispensing, or transferring illegal drugs, including marijuana; • Abusing or misusing over-the-counter drugs; • Abusing or misusing prescription medication (even if prescribed for the employee); • Being under the influence of illegal drugs, including marijuana. Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. Alcohol in the Workplace Employees are prohibited from possessing or consuming alcohol while working, operating School vehicles, machinery, or equipment, or present in any other location performing services for the School. Inspections: The Blue Ridge School reserves the right to inspect all parts and aspects of its premises for illegal drugs, alcohol, or other contraband. All employees and visitors may be asked to cooperate in inspections of their persons, work areas, and property (such as purses, tool boxes, lunch boxes, briefcases, desks, lockers, or cars) that might conceal illegal drugs, alcohol, or other contraband. Reporting Convictions Employees who are convicted of, plead guilty to (including a plea of nolo contendere or no contest), or are sentenced for a crime involving illegal drugs or misuse/abuse of legal or prescribed drugs must report the conviction, plea, or sentence to the Chief of Staff within five (5) days after such conviction, plea, or sentence. If an employee who is convicted of, pleads guilty to, or is sentenced for a crime involving illegal drugs performs work TEAM BARON HANDBOOK version 2627.1

directly relating to the School’s contracts or grants with a state or the federal government, the School will report such conviction, plea, or sentence to the appropriate agency within ten (10) days after it receives notice. Consequences Employees who violate this policy will be subject to appropriate disciplinary action up to and including termination of employment. Depending on the circumstances, an employee’s return to work, reinstatement, and/ or continued employment may be conditioned on their successful participation in and/or completion of any evaluations, counseling, treatment, and rehabilitation programs, passing of return-to-duty and follow-up drug and alcohol tests, and/or other appropriate conditions as determined by the School. Smoking and Vaping Blue Ridge School prohibits employees from smoking or using any type of tobacco product in the presence of any student(s). Smoking is prohibited in any building, residence, or vehicle owned by Blue Ridge School. Marijuana All of the above policies apply with equal force to marijuana, except as set forth herein. Notwithstanding any state or local law allowing recreational or medical marijuana, the School prohibits on-the-job impairment. Notwithstanding state laws decriminalizing or legalizing marijuana, the School does not permit employees to use marijuana on duty, on School property, or off duty if it results in on-the-job impairment. Employees should be aware that using products with cannabidiol (CBD) can, in some circumstances, cause a drug test sample to test positive for marijuana. Likewise, studies have shown that an individual can test positive for marijuana for many weeks after last ingesting the substance.

51. ANTI-CORPORAL PUNISHMENT Purpose Blue Ridge School is committed to maintaining a safe, supportive, and respectful learning environment that promotes student growth, responsibility, and well-being. The School recognizes that effective discipline is educational in nature and should foster accountability, self-discipline, and positive relationships. Corporal punishment and degrading treatment are inconsistent with these goals and are prohibited. Policy No student shall be subjected to corporal punishment, physical abuse, intimidation, humiliation, or other forms of physical or emotional mistreatment by any employee, volunteer, contractor, or agent of the School. Any employee found to have violated this policy will be subject to disciplinary action, up to and including termination of employment. Allegations of misconduct will be investigated promptly and in accordance with School procedures. Nothing in this policy prohibits reasonable actions necessary to protect a student or others from immediate harm, to maintain safety, or as otherwise permitted by law. TEAM BARON HANDBOOK version 2627.1

Definitions Corporal Punishment Corporal punishment is the intentional infliction of physical pain or discomfort as a means of discipline or behavior management. Examples include, but are not limited to: • Hitting, spanking, slapping, striking, or paddling a student. • Kicking, pinching, grabbing, shaking, or pushing a student. • Requiring a student to maintain physically painful or uncomfortable positions. • Using physical force as a disciplinary measure rather than for safety purposes. • Any other action intended to cause physical pain, discomfort, fear, or humiliation. Emotional or Psychological Mistreatment Emotional or psychological mistreatment includes verbal, nonverbal, or other conduct that undermines a student’s dignity, emotional well-being, or sense of safety. Examples include, but are not limited to: • Ridiculing, mocking, humiliating, or shaming a student. • Using insults, derogatory language, or demeaning comments. • Publicly embarrassing a student as a disciplinary technique. • Threatening, intimidating, or coercing a student. • Making disparaging comments regarding a student’s academic performance, learning differences, disability, family circumstances, socioeconomic status, race, ethnicity, religion, gender, sexual orientation, or other protected characteristic. • Disciplining or treating a student in a manner that fails to reasonably consider documented learning, behavioral, emotional, or medical needs.

52. DISCRIMINATION Purpose Blue Ridge School is committed to providing an educational and residential environment in which all students are treated with dignity, fairness, and respect. The School prohibits discrimination and harassment and seeks to foster a community that values inclusion, belonging, and equal opportunity. Policy The School does not discriminate against students based on race, color, national or ethnic origin, religion, sex, age, disability, genetic information, sexual orientation, gender identity, or any other characteristic protected by applicable federal or Virginia law. Discriminatory conduct, whether intentional or unintentional, that adversely affects a student’s access to educational opportunities, programs, services, activities, housing, or School resources is prohibited. Examples of Prohibited Conduct TEAM BARON HANDBOOK version 2627.1

Prohibited discrimination may include, but is not limited to: • Using derogatory, demeaning, or stereotypical language related to a person’s protected characteristic. • Treating a student differently in academic, residential, athletic, disciplinary, leadership, employment, or extracurricular opportunities based on a protected characteristic. • Excluding or segregating students from activities, programs, facilities, or services based on a protected characteristic. • Making assumptions about a student’s abilities, behavior, academic potential, or character based on stereotypes or personal biases. • Creating a hostile, intimidating, or offensive environment through discriminatory remarks, conduct, or actions. • Denying access to School resources, facilities, programs, or services based on a protected characteristic. • Retaliating against a student who reports discrimination, participates in an investigation, or supports another individual’s complaint. The School will promptly investigate reports of discrimination and take appropriate corrective action when violations of this policy are substantiated.

53. CHILD ABUSE REPORTING Policy The Code of Virginia requires teachers or other persons employed by Blue Ridge School to report suspected child abuse and neglect. An abused or neglected child shall mean any child less than 18 years of age whose parent(s) or other person(s) responsible for the child’s care: • Creates or inflicts, threatens to create or inflict, or allows to be created or inflicted upon a child a physical or mental injury by other than accidental means; or creates a substantial risk of death, disfigurement, or impairment of bodily or mental functions; • Neglects or refuses to provide care necessary for the child’s health; provided, however, that no child who in good faith is under treatment solely by spiritual means through prayer in accordance with the tenets and practices of a recognized church or religious denomination shall for that reason alone be considered to be an abused or neglected child; • Abandons such a child; or • Commits or allows to be committed any sexual act upon a child. An abused or neglected child also includes a child who is without parental care or guardianship caused by the unreasonable absence or the mental or physical incapacity of the child’s parent, guardian, legal custodian or other person standing in loco parentis; or whose parents or other person responsible for his care creates a substantial risk of physical or mental injury by knowingly leaving the child alone in the same dwelling with a person to whom the child is not related by blood or marriage and who is required to register as a violent sexual offender.

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Procedure Any person employed by Blue Ridge School who has reason to suspect that a child is an abused or neglected child shall immediately, and in no event later than 24 hours after having reason to suspect a reportable offense, notify the Head of School. Effective July 1, 2026, Va. Code § 63.2-1509 was amended to establish a firm 24-hour reporting deadline and to impose heightened criminal liability on institutions, including private facilities that care for or supervise children, that fail to report within that window. Because of this, Blue Ridge School follows these additional safeguards: • The employee who first suspects abuse or neglect must note the date and time they became aware of the suspected abuse or neglect and the date and time they notified the Head of School (or designee). • The Head of School (or designee) must, upon receiving such a report, immediately report the matter to the local Department of Social Services or the Department’s toll-free Child Abuse and Neglect Hotline (1800-552-7096), and must record the date and time that report was made. • If the Head of School is unavailable, the report must be made to the Chief of Staff or an Associate Head of School, who has the same reporting obligation and the same 24-hour deadline. • An employee is never required to wait for confirmation from the Head of School before reporting directly to DSS or the Hotline if doing so would risk exceeding the 24-hour window or would be detrimental to the child. An employee who reports directly must still inform the Head of School of the referral as soon as practicable. • The obligation to report suspected abuse or neglect is not discretionary. Failure to report within 24 hours can now result in criminal liability both for the individual reporter and, in certain circumstances, for the School as an institution. Training: All employees are required to complete Mandatory Reporter training at hire and annually thereafter, as assigned by the Chief of Staff. Training materials must reflect the current version of Va. Code § 63.2-1509, including the 24hour reporting deadline and expanded definition of “reason to suspect.” To view the Code of Virginia on Mandatory Reporting in its entirety, visit: https://law.lis.virginia.gov/vacode/title63.2/ chapter15/section63.2-1509/

53A. ANONYMOUS REPORTING - FACEUP / THREAT ASSESSMENT TEAM Blue Ridge School provides FaceUp, a confidential and fully anonymous reporting platform, for any member of the school community- students, employees, parents, or visitors- who wishes to report a safety concern but does not feel comfortable raising it in person. FaceUp is not a substitute for mandatory reporting. Employees who are mandatory reporters under Virginia law (see Section 53, Child Abuse Reporting) and who have reason to suspect child abuse or neglect must follow the Section 53 procedure directly, notifying the Head of School (or designee) and ensuring a report reaches the Department of Social Services or the Child Abuse and Neglect Hotline within 24 hours. Submitting a report anonymously through FaceUp does not satisfy this legal obligation, because the anonymous nature of the platform prevents the School from confirming that the 24-hour reporting requirement TEAM BARON HANDBOOK version 2627.1

has been met by the individual reporter. FaceUp remains available for general safety, welfare, or conduct concerns that do not involve suspected child abuse or neglect, and for community members who are not mandatory reporters. How It Works Reports may be submitted through the FaceUp app or website at any time. When submitting a report, the reporter selects from several problem categories to help route the concern appropriately. Because the system is fully anonymous, no identifying information about the reporter is collected or shared; no one, including the School, will know who submitted a report. Every report is received by at least two members of the Threat Assessment Team, which is composed of: • The Chief Financial Officer • The Director of Campus Security • The Director of Residence Life • The Assistant Head of School for Student Affairs • School Counselor (when the report concerns a student) • The Chief of Staff Checking on Your Report After submitting a report, you will receive a case number, which can be copied or downloaded. Because the system is anonymous, the Threat Assessment Team cannot reach out to you directly to confirm that your report is being investigated; this can sometimes make it seem as though nothing is happening. Please be assured that every report is taken seriously and thoroughly reviewed. You can use your case number at any time to check for updates directly through FaceUp: 1. Go to the FaceUp website. 2. Select “Check a Case.” 3. Enter your case number when prompted. While updates may show that your case is being addressed, specific details about actions taken will not be shared. This is to protect the confidentiality and integrity of the investigation and the privacy of those involved. Questions or Assistance If you have questions or need help using the FaceUp app, please reach out to the Director of Campus Security, who is available to assist.

54. STAFF-STUDENT BOUNDARIES AND SEXUAL MISCONDUCT POLICY Blue Ridge School prohibits and does not tolerate sexual abuse in the workplace or in any school-related activity. The School provides procedures for faculty, staff, volunteers, family members, board members, victims of sexual abuse, or others to report sexual abuse and disciplinary penalties for those who commit such acts. No faculty or TEAM BARON HANDBOOK version 2627.1

staff member, volunteer, or third party, no matter the employee’s title or position, has the authority to commit or allow sexual abuse. Blue Ridge School has a Zero-Tolerance Policy for any sexual abuse. Upon completion of the investigation, disciplinary action up to and including dismissal and criminal prosecution may ensue. Prevention One-on-one staff and student interactions should always occur in one of the four established communal spaces listed below. These communal spaces are equipped with video surveillance (no audio): • Director of Residence Life Office in Walsh Dorm • Lounge in the lower level of Boogher Dorm • Athletic Director’s Office in the Fieldhouse • Head of School’s Office Students are only allowed in the living and dining areas of staff residences. Students are prohibited from entering bedrooms or bathrooms of residences. A student should never be alone with a staff member in their home. Definitions Sexual abuse is inappropriate sexual contact of a criminal nature or interaction for the gratification of the adult who is a caregiver and responsible for the child’s care. Sexual abuse includes sexual molestation, sexual assault, sexual exploitation, or sexual injury, but does not include sexual harassment (see section below). Any incidents of sexual abuse reasonably believed to have occurred will be reportable to appropriate law enforcement agencies and regulatory agencies. Relationship to the Sexual and Other Harassment Policy (Section 25): This policy governs suspected sexual abuse, conduct of a criminal nature, or conduct by a caregiver for their own gratification, most often involving a staff member or other adult in a position of trust and a student. It does not cover sexual harassment (unwelcome comments, jokes, or other non-criminal conduct of a sexual nature), which is governed by Section 25 and its internal grievance procedure. If you are unsure whether what you’ve witnessed or been told rises to the level of abuse, report it anyway; you are not expected to make that determination yourself. Report immediately to the Chief of Staff, who will determine whether the report triggers the external reporting obligations described below, the internal investigation process under Section 25, or both. Reporting under this policy does not replace, and is not replaced by, any report made or investigation opened under Section 25; where both apply, they proceed in parallel. Reporting If you are aware of, or suspect, that sexual abuse has occurred, you must immediately report it to the Chief of Staff. Do not conduct your own investigation.

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If anyone is in immediate danger, call 911 first. • If the suspected victim is a minor (under 18), you must also report directly to the Virginia Department of Social Services’ 24-hour Child Protective Services (CPS) Hotline at 1-800-552-7096, or to your local department of social services. • If the suspected victim is an adult, report directly to the Virginia Department of Social Services’ Adult Protective Services (APS) Hotline at 1-888-832-3858. Whistleblower Policy Blue Ridge School prohibits retaliation made against any student who reports, in good faith, a complaint of sexual abuse or who participates in any related investigation. Making false accusations of sexual abuse in bad faith can have serious consequences for those who are wrongly accused. The School prohibits making false and/ or malicious sexual abuse allegations, as well as deliberately providing false information leading to or during an investigation. Anyone violating this policy is subject to immediate disciplinary action, including dismissal. Investigation and Follow-Up Blue Ridge School will take all allegations of sexual abuse seriously and will promptly and thoroughly investigate whether sexual abuse has taken place. The School may, at its discretion, use an outside third party to conduct an investigation. The School will also cooperate fully with any investigation conducted by law enforcement or other regulatory agencies. Blue Ridge School hereby gives notice that it has the option of placing the accused on a leave of absence. Blue Ridge School will make every reasonable effort to keep the matters involved in the allegation as confidential as possible, while still allowing for a prompt and thorough investigation. Training/Education All School employees are required to participate in online video training/education, as assigned by the Chief of Staff.

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PART V COMPENSATION AND HOURS OF WORK 55. ATTENDANCE AND PUNCTUALITY The purpose of this policy is to promote the efficient operation of the school and minimize unscheduled absences. Punctual and regular attendance is an essential responsibility of each employee at Blue Ridge School. Employees are expected to report to work as scheduled, on time, and prepared to start working. Employees are also expected to remain at work for their entire work schedule. Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided. This policy does not apply to absences covered by the Family and Medical Leave Act (FMLA) or leave provided as a reasonable accommodation under the Americans with Disabilities Act (ADA). These exceptions are described in separate policies. An “Absence” is defined as the failure of an employee to report for work when he or she is scheduled to work. Unexcused Absence Occurs when any of the above conditions are not met. If it is necessary for an employee to be absent or late for work because of an illness or an emergency, the employee must notify his or her supervisor no later than the employee’s scheduled starting time on that same day. If the employee is unable to call, he or she must have someone make the call. An unexcused absence counts as one occurrence for discipline under this policy. Employees with three or more consecutive days of excused absences because of illness or injury must provide the Chief of Staff with proof of physician’s care and a fitness for duty release before returning to work. Tardiness and Early Departures Employees are expected to report to work and return from scheduled breaks on time. If employees cannot report to work as scheduled, they must notify their supervisor no later than their regular starting time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary. Employees who must leave work before the end of their scheduled shift must notify a supervisor immediately. Tardiness and early departures are each one-half an occurrence for discipline under this policy. Failure to report absences from work, by any employee, could result in disciplinary action, including dismissal. TEAM BARON HANDBOOK version 2627.1

56. TIME AND ATTENDANCE REPORTING Non-exempt Employees Employees should record their time when beginning and ending work, as well as prior to and following their meal break. Employees must be on campus and ready to work when they record their clock-in time. Employees who falsify their time records by recording time when they are not working will be subject to discipline up to and including dismissal. Employees can round to the nearest 15-minute increment when reporting their time beginning or ending work. Employees must not work after clocking out. At the end of the pay period, employees must send their time sheet to their supervisor for approval. The time sheet and approval from the supervisor must be submitted to the Accounts Payable Clerk no later than 9:00 AM on the Monday following the end of the pay period. If it is not provided, the School cannot guarantee that you will receive your paycheck on the regularly scheduled Thursday. It is required that non-exempt employees report a 40-hour workweek. If hours worked do not total 40, the employee is required to use Paid Time Off (PTO) time to make up any missed hours. Employees are not allowed to elect to take time off without pay. If PTO time is exhausted before the end of the cycle, the employee will be unpaid, the employee’s supervisor will be notified, and disciplinary actions may be pursued. Exempt Employees Are not required to report hours worked during a workweek. Exempt Administrative employees should submit time-off requests to their immediate supervisor at least two weeks in advance. Exempt Faculty employees are expected to be present each school day and at all required School functions. Absences during these times should be a rarity.

57. FLEXIBLE WORK ARRANGEMENTS Staff and Administrative requests for work arrangements other than the standard Monday – Friday 8:00 AM – 4:30 PM (inclusive of a 30-minute lunch break) can only be approved by the Head of School.

58. ACCOMMODATIONS FOR PREGNANCY, CHILDBIRTH, AND NURSING In recognition of the well-documented health advantages of breastfeeding for infants and mothers, Blue Ridge School provides a supportive environment to enable breastfeeding employees to express their milk during work TEAM BARON HANDBOOK version 2627.1

hours. All women who breastfeed their baby and who need to express milk during the workday will work with their supervisor and the Chief of Staff to determine how best to accommodate the needs of the mother while still accomplishing the performance of her job. A designated private area, office, or location in which to express milk will be provided upon consultation with an employee’s supervisor and/or the Chief of Staff. It is expected that all employees will assist in providing a positive atmosphere of support for pregnant, breastfeeding, and/or new mothers who may need a more flexible schedule. Other reasonable accommodations could include, but are not limited to: more frequent or longer bathroom breaks, acquisition or modification of equipment, access to or modification of employee seating, a temporary transfer to a less strenuous or hazardous position, assistance with manual labor, job restructuring, a modified work schedule, light-duty assignments, and leave to recover from childbirth. Employees seeking accommodations refer to the “Reasonable Accommodations” in the Health & Safety section of this handbook.

59. PAYCHECK POLICY Paychecks will be issued on the last business day of each month for exempt employees and every other Thursday for non-exempt employees. Depending upon the classification of employment, deductions from the employee’s paycheck may include, but are not limited to, the following: • Federal Withholding Tax • State Withholding Tax • Social Security • FICA and FICA MED • Health and/or Dental Insurance • TIAA/CREF Retirement Contribution Employees may arrange for their paycheck to be directly deposited into their bank account. Arrangements for this service need to be made with the Chief of Financial Officer. Paychecks that are not directly deposited are mailed, directly from Moneywise in Charlottesville, to the employee’s provided address. Therefore, the employee’s paycheck is dependent on the timeliness of the postal service.

60. EMERGENCY CLOSINGS Unless severe conditions require the School to close, employees should make every attempt to get to work within the bounds of their personal safety. Generally speaking, Blue Ridge School does not close its offices because of bad weather. TEAM BARON HANDBOOK version 2627.1

It is the policy of Blue Ridge School to remain open regardless of weather conditions. Each person is expected to make their own determination whether they feel safe to travel to work. Individuals who do not report to work because of weather conditions will be charged PTO. In the event of early morning inclement weather conditions, Blue Ridge School recognizes that the normal routine may be disrupted. If the School remains open, but an inclement weather day is officially declared by the Head of School, employees residing off campus who arrive within 2 hours of their normal starting time will be credited with a full day’s work, assuming they work to their normal quitting time. Employees arriving later will be charged the full amount of the time involved in their tardiness and credited only with the time actually worked. Employees not coming to work will be charged a full day’s absence. If weather conditions should force the decision to close offices and/or classrooms, all employees will be notified as promptly as possible. An employee’s PTO account will not be charged if offices are closed.

61. TELECOMMUTING OR TELEWORK Not all positions may be eligible to telecommute; the school considers requests for telecommuting on a case-bycase basis. Employees wishing to work from home must submit a written request to the Head of School or the Chief of Staff. Approval will be contingent upon the development of a work plan with the employee’s supervisor. Employees who are telecommuting will have the following expectations: • Be able to work effectively at home without distractions and have the appropriate tools and materials to do so, including a safe and ergonomically appropriate workspace and a way to secure sensitive information when necessary. • Adhere to regular work hours unless a different schedule is mutually agreed upon with your supervisor, and use paid time off when unable to work during scheduled hours. An employee who had been previously scheduled to telecommute should still plan to do so even if offices are closed due to inclement weather or an emergency. If the employee chooses not to telecommute on the day of closing, the employee will be expected to use paid time off. Non-exempt employees must record hours worked accurately and receive prior approval from their supervisor before working beyond regularly scheduled work hours. • Maintain a professional work environment and follow all workplace policies. • Meet all job requirements and perform assigned tasks effectively and efficiently. Should the supervisor determine at any time that the work arrangement is not in the best interest of the school, the school reserves the right to cancel the arrangement and require the employee to return to the office. In some instances, the school may provide employees with a computer and other electronic hardware deemed essential for work. The school will not provide non-essential equipment or alterations to the employee’s workspace for telecommuting; the employee will be responsible for the costs of any changes to the employee’s home related to telecommuting. The employee is also responsible for providing for and maintaining a working phone, electricity, and internet access, as well as insurance on the employee’s home office and equipment. If the TEAM BARON HANDBOOK version 2627.1

equipment or workspace is damaged while work is being performed, the school is not liable.

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PART VI BENEFITS 62. EMPLOYEE BENEFITS In accordance with ERISA, all detailed plan summary documents, as well as personal selections, for insurance coverages that are listed below are available for viewing by logging into their personal Employee Navigator account at www.employeenavigator.com.

63. 403(B) SAVINGS PLAN The School provides a TIAA retirement annuity (RA) plan for all full-time employees. The following matching and vesting rules will apply to all current and new employees who elect to participate in the School’s retirement annuity (RA). All employer contributions are required to be paid to your retirement annuity (RA). The employee can choose whether their voluntary personal retirement contributions are pre-tax (RA) or post-tax (ROTH). The School agrees to match a percentage of voluntary employee contributions of their regular gross income, minus bonuses, stipends, etc., according to total years of service, as follows: Years of Service 0-5 6-10 11+

Max Employee Contribution 5% 6.5% 8%

Max School Contribution 5% 6.5% 8%

The School reserves the right to alter its contribution rate to the retirement plan. The School has adopted the following vesting strategy for employees: * After 1 year of service, an employee is 25% vested; * After 2 years of service, an employee is 50% vested; * After 3 years of service, an employee is 75% vested, and * After 4 years of service, an employee is 100% vested Supplemental Retirement Annuity (SRA) and ROTH 403(b) Contributions The School also provides supplemental retirement annuity (SRA) and ROTH account options with TIAA to our employees. Full-time and part-time employees may elect to contribute additional amounts, above and beyond the matching limits of the retirement annuity or ROTH, up to the maximum limit, in accordance with the tax deferral provisions in Section 403(b) of the Internal Revenue Code.

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403(b) Investment Review and Oversight The School’s TIAA retirement plan is a member of the VAIS MEP (multiple employer plan). The VAIS MEP has contracted with an investment firm, OneDigital, to provide investment review and oversight of our TIAA plans.

64. HEALTH INSURANCE All permanent, full-time employees (30 hours per week minimum) are offered access to comprehensive medical insurance plans, including prescription drug services.

65. DENTAL INSURANCE All permanent, full-time employees (30 hours per week minimum) are eligible to participate in dental coverage.

66. VISION INSURANCE All permanent, full-time employees (30 hours per week minimum) are eligible to participate in the vision coverage.

67. COBRA The Consolidated Omnibus Budget Reconciliation Act, or COBRA, requires that the School allow employees to continue their group health care coverage at their expense when coverage terminates due to specific qualifying events. Qualifying events include termination of employment, reduction of work hours, divorce or legal separation, or dependent children aging out of eligible status. Flexible Benefit Administrators is the School’s COBRA administrator. Once the Chief of Staff has been notified of an employee’s qualifying event, FBA will be notified, and the employee will receive enrollment materials directly from FBA.

68. SECTION 125 Cafeteria Plan Section 125 of the Internal Revenue Code allows for certain employee-paid insurance premiums, including medical and dental, to be paid with pre-tax dollars.

69. FLEXIBLE SPENDING ACCOUNTS The School offers flexible spending account programs, administered by a third-party company, Flexible Benefit Administrators, which enable interested employees to pay for certain health, dental, vision, and dependent day care expenses with pre-tax dollars as allowed and governed by the IRS.

70. LIFE INSURANCE All full-time employees are covered. Life insurance, equal to two times the employee’s annual earnings (rounded to the next highest thousand dollars), not to exceed $300,000, will be provided at no cost to the employee.

71. AD&D INSURANCE All full-time employees are covered with accidental death and dismemberment benefits.

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72. SHORT-TERM DISABILITY The School provides a Short-Term Disability Program administered as Advice-to-Pay, which is available to all fulltime employees and is designed to assist them when they are unable to perform one or more of the essential functions of their job due to extended illness or disability lasting longer than 7 days.

73. LONG-TERM DISABILITY Long-Term Disability benefits are provided, after a 90-day elimination period, to all permanent, full-time employees (exempt and non-exempt) who qualify as defined under the group insurance policy. If approved, LTD benefits will provide the employee with up to 60% of covered earnings.

74. WELLNESS The School has created a corporate partnership with ACAC Fitness and Wellness Centers. This partnership provides current employees and their dependents with discounts on enrollment and membership fees. In addition to the ACAC-provided discounts, the School will pay $20 per month towards your membership fees.

75. PROFESSIONAL DEVELOPMENT ASSISTANCE Professional development is essential as we strive to adapt to evolving student needs, recent brain up research, and changes in faculty characteristics. Our faculty culture must be rooted in a collective commitment to careerlong professional growth. Furthermore, we have a duty to model the goal of life-long learning that we espouse for our students. All faculty and staff are encouraged to participate in formal professional development every two years. It is the employee’s responsibility to obtain a Professional Development Request Form (and a detailed Travel Authorization Form, if required) and complete it in its entirety before delivering it to the Head of School or Associate/Assistant Head of School. Once the document has been approved, the employee is responsible for working with the Business Office to make travel arrangements, etc. When a teacher attends a workshop/conference, the employee should prepare a trip report. A copy of this report will be included in the teacher’s professional file. It should include a description of the workshop and lessons learned so that it can be shared with the rest of the faculty. If a teacher anticipates missing classes, he or she is responsible for scheduling a substitute and for leaving a class roster, class work, and/or homework assignments with the substitute. All professional development is subject to the constraints of the School budget and must be approved, in advance, by the Head of School.

76. EDUCATIONAL ASSISTANCE PLAN ELIGIBILITY For the first 5 years of employment, a faculty/staff member is eligible for 50% reimbursement for tuition costs TEAM BARON HANDBOOK version 2627.1

for other classes taken that are deemed relevant to their present or future job description/responsibilities. The School will pay the full cost of graduate work for a faculty/staff member who has been employed by the School for 5 or more years. Approval Process All educational assistance is subject to the constraints of the School budget, may be subject to a tenure requirement, and must be approved in advance by the Head of School. Reimbursement The cost of tuition for an approved course will be paid in advance by the School. Once the course is complete, the employee must provide proof to the Chief of Staff that a grade of ‘B’ or better was earned in the course. If they are unable to provide this information or if the grade was below a ‘B,’ the employee will be required to refund 100% of the cost of the tuition paid by the School within 30 days. If the employee pays for the cost of the tuition for their approved course(s), they will be able to present the receipt of payment, transcripts showing a ‘B’ or better, and approval from the Chief of Staff.

77. MEALS To strengthen our community and provide a welcoming environment for all, the school usually encourages employees and their immediate families to eat meals in the dining room at no cost when school is in session.

78. TUITION REMISSION Male children of faculty or staff may be eligible for tuition remission depending on the length of service of the employee. Those employed by the School full-time for at least one full year will receive 25% remission; after two years, 50% remission; after three years, 75% remission, and after four years, 100% remission. Exceptions to this schedule can only be granted by the Head of School. The faculty/staff child(ren) must live on campus and be appropriate candidates for the School as determined by the Senior Director of Enrollment. The family must cover the cost of books, school, and study supplies, athletic supplies, field trips, or any other expenses for which other students are responsible. Faculty/staff children will abide by the same rules as other Blue Ridge students. They will also abide by the following: • They will not entertain other Blue Ridge students in their homes unless at least one of their parents is present. • They may not drive with other Blue Ridge students in a motor vehicle without written parental permission.

79. WORKERS’ COMPENSATION INSURANCE The School provides Workers’ Compensation insurance for all employees. If an accident occurs or an illness arising from, and occurring in, the course of an employee’s job causes you to miss work, you may be entitled to TEAM BARON HANDBOOK version 2627.1

compensation to help offset the loss of wages for the period that you are unable to work. You should report any work-related accident to your supervisor immediately. According to the Substance Abuse Policy, the employee will be required to participate in a drug and/or alcohol screening immediately following any reported incident. Both short-term and long-term disability benefits provided under the School’s programs supplement Workers’ Compensation, which is the primary benefit, when applicable.

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PART VII TIME OFF 80. PAID TIME OFF FULL-TIME EXEMPT EMPLOYEES: Teaching Faculty and Administrative-10 month employees This policy outlines the guidelines for personal time off for teaching faculty. Personal days are intended to provide flexibility for faculty to attend to personal matters that cannot reasonably be scheduled outside the academic day, during extended holiday breaks, while ensuring continuity of instruction and the smooth operation of the school. • Teaching faculty are allotted two personal days per academic year. • Personal days do not carry over from one academic year to the next and are not paid out upon separation from employment. • Personal days are separate from sick leave, medical appointments, professional development days, and school holidays. • Any additional personal days taken beyond the two allotted days will result in a deduction from pay, calculated in accordance with the school’s payroll practices, unless otherwise required by law or approved by the Head of School. Personal days may be used for personal or family matters that require absence from campus, such as: • Personal full day appointments • Family obligations • Religious observances not otherwise covered by the school calendar • Personal matters requiring privacy or discretion Faculty are not required to disclose the specific reason for a personal day beyond identifying it as such. Request Procedure • Requests for personal days must be submitted to the Assistant Head of School for Instructional Programs at least fourteen (14) school days (two weeks) in advance of the requested time off. • Requests submitted with fewer than five (5) school days’ notice will be considered emergency requests and may be approved only in extenuating or unforeseen circumstances, at the discretion of the administration. • Approval of all requests is subject to administrative discretion and may take into consideration instructional needs, assessment schedules, and overall staffing requirements. Limitations and Restrictions • Personal days may not be used on the following days without prior approval: ɥ The first or last instructional day of the academic year TEAM BARON HANDBOOK version 2627.1

•

ɥ Designated professional development days like in-service training. ɥ Major school-wide events (e.g., opening day, graduation,command performance days, etc. ) ɥ Registration days like Football, ELL, Soccer, or 9th/10th grade registrations. The school may limit the number of faculty taking personal days on the same day to ensure adequate coverage.

Instructional Responsibilities • Faculty are responsible for providing appropriate lesson plans and materials for classes missed due to a personal day. • Assessments, major projects, or instructional disruptions should be minimized when scheduling personal days. • Faculty are expected to coordinate coverage in accordance with school procedures for their personal days. Coverage plans should be communicated once finalized. Excessive Use • Excessive or patterned use of personal days may be reviewed by administration and could result in further conversation or documentation.. This policy is intended to support faculty well-being while maintaining the integrity of the academic program. Administrative-12-month employees Employees classified as such are credited with 20 days of PTO beginning with the 1st day of your annual Letter of Intent. You must take PTO in increments of not less than one full day. Unused PTO is forfeited upon termination and/or upon the conclusion of your annual Letter of Intent. Time off is tracked by you and your supervisor. You must receive approval, at least two weeks in advance, from your supervisor to take planned time off. Full-Time Non-Exempt Employees classified as Staff, Housekeeping, and Facilities are credited with hours based on individual length of service. Even though your PTO is accrued, it is available for use, in its entirety, based on your years of service at that time, on the first day of September. Your PTO will accrue according to the accrual schedule below. Years of Service 0- <3 3 - <6 6 - <15 15 - <25 25+

Hours Accrued Bi-Weekly 5.54 6.31 7.69 9.23 10.77

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Annual Accrual Hours 144 164 200 240 280

Annual Accrual Days 18 20.5 25 30 35

Leave of Absence Your PTO does not accrue while you are on a leave of absence or disability. Your PTO credit will be adjusted accordingly upon your return to work. Types of Leave Time Not Deducted Time off for certain leaves of absence, including but not limited to paid holidays, jury duty, bereavement, workers’ compensation, and military leave, according to school policy, will not be charged against your PTO. Carryover You may carry over unused PTO time from year to year, although there is a maximum, or cap, amount of 40 hours (5 days). All other unused paid time off will be lost. Minimum Increments You may not take less than fifteen (15) minute increments at a time. Termination If you resign or are terminated from your employment, you will be paid for all accrued and unused PTO. Any unearned compensated time off that you have taken will be reclassified as uncompensated leave and will be reflected in your final pay. Management of PTO You are responsible for managing your paid time off. You must plan for how you will use your PTO. This means developing a plan for taking vacations, as well as doctors’ appointments and personal business. It also means holding some in “reserve” for the unexpected, such as emergencies and illnesses. PTO taken in excess of your accrued PTO can result in progressive disciplinary actions up to and including termination. This time will be unpaid. The Head of School or Chief of Staff must grant the only possible exception to this policy. Your ability to manage your time off will be reflected in your annual performance review. Notice and Scheduling You are required to notify your supervisor at least two weeks in advance of your intent to take non-emergency PTO, and receive approval. This allows you and your supervisor to prepare for your time off and ensure staffing needs are met, especially during your particular department’s “busy season(s)”.

81. ILLNESS AND CALLING OUT SICK The school acknowledges and appreciates the deep commitment of faculty and staff to their work and the mission of our school. However, employees are required to ensure that they do not unintentionally jeopardize the health or safety of the school community by spreading contagion to students or to other employees. For that reason, employees are asked to take necessary, reasonable steps to avoid the spread of infection on campus. These steps may include, but are not limited to, proper and frequent hand washing, facial coverings, and staying home with a fever. TEAM BARON HANDBOOK version 2627.1

Administrators or staff who must be absent or late to work are required to notify their supervisor before the beginning of the workday. Only in situations in which the employee is severely incapacitated should they ask someone else to notify the supervisor on their behalf. If the supervisor cannot be reached via telephone, the employee should send their supervisor a text message or email. Faculty members are required to notify the Assistant Head of School for Instructional Programs and their Department Chair as soon as the decision is made not to report work or any one class so that class coverage can be arranged. All faculty absences, whether planned or emergency, one class or the full day, are required to be reported to the Assistant Head of School for Instructional Programs. Employees who fail to report absences, as noted above, could face disciplinary action. Any employee who takes deliberate action that endangers the health or safety of any member of the school community, including reporting to work with a dangerous viral infection, could face disciplinary action. If you are absent three (3) or more consecutive workdays, you will be required to provide medical certification to the Chief of Staff as soon as possible. In cases where it applies, an employee’s Family and Medical Leave (FMLA) will run concurrently with their paid time off. All paid leave that is concurrently exhausted will be counted against an eligible employee’s entitlement.

82. PAID HOLIDAYS The holiday schedule for all 12-month exempt and non-exempt employees of the school is as follows: • New Year’s Day (January 1st) • Good Friday (Friday before Easter Sunday) • Memorial Day (Last Monday in May) • Independence Day (July 4th) • Labor Day (1st Monday in September) • Thanksgiving (4th Thursday in November) • the day after (4th Friday in November) • Christmas Eve (December 24th) • Christmas Day (December 25th) • New Year’s Eve (December 31st) Unless otherwise designated by the school, if a holiday falls on a Saturday, the preceding Friday shall be observed as a holiday, and if the holiday falls on a Sunday, the following Monday shall be observed as a holiday.

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The holiday schedule for all faculty and 10-month administrators follows the academic calendar.

83. BEREAVEMENT LEAVE When a death occurs in an employee’s immediate family, all regular full-time employees may take up to three days off with pay to attend the funeral or make funeral arrangements. Blue Ridge School may require verification of the need for the leave. Immediate family members are defined as an employee’s spouse, parents, stepparents, siblings, children, stepchildren, grandparents, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild. Additional non-paid time off may be granted by the Head of School or Chief of Staff, depending on extenuating circumstances such as distance and the individual’s responsibility for funeral arrangements.

84. FAMILY AND MEDICAL LEAVE Eligibility Requirements • Have been employed by the School for at least 12 months (need not be continuous); • Have worked at least 1,250 hours during the 12 months immediately preceding the commencement of the leave (unless absent on military caregiver leave); and • Work at a location that employs at least 50 employees within 75 miles. Eligible employees may take up to 12 workweeks of unpaid leave during the rolling 12-month period measured backward from the date an employee uses any leave under this policy. Two employees who are married to each other are entitled to a combined 12 weeks of leave for the birth, adoption, or foster care placement of their child (Qualifying Circumstances 1 or 2). In most cases, employees will take FMLA leave in a single, continuous block of time. Employees are entitled to take leave intermittently or on a reduced schedule only if the leave is because of the employee’s own serious health condition or the serious health condition of a family member (qualifying circumstances 3 and 4). Intermittent or reduced leave is only available if the intermittent or reduced leave is medically necessary. Reasons for Family/Medical Leave • Birth of a Child: Because of the birth of a child of the employee and to care for such child, or • Adoption or Foster Care of a Child: Because of the placement of a child with the employee for adoption or foster care, or • Serious Health Condition of Family Member: To care for the employee’s spouse, child, or parent if such family member has a serious health condition; or • Serious Health Condition of Employee: Because of a serious health condition that makes the employee TEAM BARON HANDBOOK version 2627.1

unable to perform the functions of the employee’s position. Any leave of absence for any of the above-stated reasons will be counted as FMLA leave. Leave for the birth, adoption, or foster care of a child (qualifying circumstances 1 and 2) cannot be taken later than 12 months after the birth or placement of the child. Leave because of a serious health condition (qualifying circumstances 3 and 4) can only be taken during such time as there is a medically certifiable serious health condition. Definition of Serious Health Condition A “Serious Health Condition” means: an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider. Family Military/Injured Service Member Leave To qualify for leave under the Military Family and Medical Leave Act provisions, an employee must be eligible for traditional FMLA leave and be: • either the parent, spouse, son, or daughter of a service member in the National Guard or a Reserve component of the Armed Forces, or of an Armed Forces retiree, who is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation; or • the spouse, son, daughter, parent, or next of kin of a covered service member undergoing medical treatment, recuperation, or therapy, who is otherwise in outpatient status, or is otherwise on the temporary disability retired list for a serious injury or illness. Under the military FMLA policy, the School provides eligible employees with • up to 12 workweeks of unpaid, job-protected leave in 12 months because of a qualifying exigency (defined below), or • up to 26 workweeks of leave for eligible employees within a single 12-month period to care for a covered service member with a serious illness or injury. Unless specifically stated otherwise, procedures, notices, and rights and responsibilities stated above as part of the School’s policy for traditional FMLA apply to military FMLA. Eligible employees may take leave for any of the following reasons Qualifying Exigency: Because of any qualifying exigency arising out of the fact that a son, daughter, spouse, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation.

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The qualifying exigency must be one of the following: • short-notice deployment, • military events and related activities, • child care and school activities (including providing child care on an urgent or immediate basis) • financial and legal arrangements, • counseling, • rest and recuperation, • post-deployment activities, and • additional activities that arise out of active duty, provided that the School and employee agree that the additional activities qualify, which includes reaching an agreement on the timing and duration of the leave. This leave is limited to relatives of National Guard and Reserve service members and of Armed Forces retirees who are in federal service. Military Caregiver Leave: to care for a covered service member with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin (nearest blood relative) of the covered service member. This leave does not cover relatives of veterans or service members on the permanent disability retired list. A covered service member is undergoing medical treatment, recuperation, or therapy, who is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. The serious injury or illness is covered if it was incurred while in the line of duty and renders the service member medically unfit to perform their military duties. The School will rely on authorized health care providers or designated officials in the Department of Defense to determine whether the service member is deemed a covered service member. When the need for leave because of a qualifying exigency related to a family member’s active duty is “foreseeable,” the employee should provide notice as soon as practicable, regardless of how far in advance such leave is foreseeable. When an employee becomes aware of a need for FMLA Military leave less than 30 days in advance, it should be practicable for the employee to provide notice of the need for leave either the same day or the next business day. As soon as practicable means as soon as both possible and practical, taking into account all of the facts and circumstances in the individual case. When military caregiver leave is requested, as with traditional FMLA leave, an employee must provide the School at least 30 days’ advance notice before FMLA leave is to begin if the need for the leave is foreseeable. If 30 days’ notice is not practicable, notice must be given as soon as possible. An Application for Leave for Military Service is available from the Chief of Staff. Employees will receive the same Notice of Eligibility and Rights & Responsibilities when requesting military FMLA leave as is given under traditional FMLA. The School will provide employees who request military FMLA leave with the Certification of Qualifying Exigency for Military Family Leave or Certification for Serious Injury or Illness of TEAM BARON HANDBOOK version 2627.1

Covered Service Member. The Notice of Eligibility and Rights & Responsibilities is available from the Chief of Staff. The first time an employee requests leave because of a qualifying exigency, the employee must provide a copy of the covered military member’s active-duty orders or other documentation issued by the military indicating that the covered military member is on active duty or called to active duty status in support of a contingency operation, and the dates of the covered military member’s active duty service. The employee will need to supply such documentation again, only for a different active duty or call to active-duty status of the same or a different covered military member. A Certification of Qualifying Exigency for Military Family Leave is available from the Chief of Staff; it includes a list of approved qualifying exigencies. A completed Certification Form is required to be granted this leave. The School also may contact an appropriate unit of the Department of Defense to request verification that a covered military member is on active duty or called to active duty status, without the employee’s permission. The School may require confirmation of the employee’s relationship with the service member at any time in this process. When an employee takes leave to care for a covered service member with a serious injury or illness, the School will require the employee to obtain a certification completed by an authorized health care provider of the covered service member. A Certification for Serious Injury or Illness of Covered Service Member is available from the Chief of Staff. Except as stated below, a completed form is required to be granted this leave. The School may require confirmation of the employee’s relationship with the covered service member at any time in this process. In place of any certification, the School will accept “invitational travel orders” (ITOs) or “invitational travel authorizations” (ITAs) issued to any family member to join an injured or ill service member at his or her bedside, regardless of whether the employee is named in the order or authorization. An ITO or ITA is sufficient certification for the duration of time specified in the ITO or ITA. During that time period, an eligible employee may take leave to care for the covered service member in a continuous block of time or on an intermittent basis. The School may seek authentication and clarification of the ITO or ITA, but will not seek a second or third opinion or a recertification during the period of time in which leave is supported by an ITO or ITA. If an employee will need leave to care for a covered service member beyond the expiration date specified in an ITO or ITA, the School will request that the employee have one of the authorized health care providers complete a certification form for the additional time. Timelines designated under the traditional FMLA policy will apply for the return of such certifications. In all instances in which certification is requested, it is the employee’s responsibility to provide the School with complete and sufficient certification, and failure to do so may result in the delay or denial of FMLA leave. The School may seek authentication and/or clarification of the Certification Form, but will not seek second and third opinions, or recertifications for this military FMLA leave. Eligible employees using qualifying exigency leave will be entitled to up to a cumulative maximum of 12 workweeks TEAM BARON HANDBOOK version 2627.1

of FMLA leave within a 12-month leave period and are covered by the same policy provisions (as to duration, benefits, return to work, etc.) as employees requesting traditional FMLA leave, as detailed above. Employees using military caregiver leave alone or military caregiver leave in combination with traditional FMLAqualifying leave or qualifying exigency leave may take up to 26 workweeks of leave during any single 12-month period. The amount of leave taken for traditional or qualifying exigency is limited to a total of 12 workweeks; the difference may be taken as military caregiver leave. The 26 workweeks of military caregiver leave run on a separate FMLA year that commences with the first day leave is taken and can run forward until the end of those 12 months. Any combination of FMLA leave may not exceed the maximum limit of 26 workweeks in that single 12-month period. Unused military caregiver leave is forfeited at the end of those 12 months. Concerning the military caregiver leave, if both a husband and wife work for the School, a husband’s and wife’s leave is limited to a combined total of 26 workweeks for military caregiver leave alone. The same 26-workweek limitation applies when combined with any other 12-workweek FMLA leave. (Except for caring for a seriously ill child, which expands the 12 workweeks to 24 for the mother and father together, generally, family members would be restricted to use only 12 workweeks for care due to the birth, adoption, or placement of a child or the care of a qualifying relative. In certain cases, leave may be taken on an intermittent basis or the employee may work a reduced schedule. Intermittent leave must be necessary and should be scheduled to avoid disruption, insofar as is reasonable. A Certification for Serious Injury or Illness of Covered Service Member is available from the Chief of Staff. Substitution of Paid Leave Time FMLA leave is unpaid leave. However, any paid leave available to the employee, such as PTO, short-term disability, or workers’ compensation leave, must be taken concurrently with FMLA leave. If an employee qualifies for shortterm disability or workers’ compensation leave, he or she will not be required to also use PTO while his or her short-term disability or workers’ compensation benefits continue. Types of Leave • up to 12 workweeks of unpaid, job-protected leave in 12 months for certain family and medical reasons, as specified below in the School’s Family and Medical Leave Act policy; or • up to 26 workweeks of leave for eligible employees to care for a covered service member with a serious illness or injury, as specified below in the School’s Military Family and Medical Leave Act Policy Notice of Leave An employee may verbally request FMLA leave or may do so in writing. Application for FMLA leave is available from the Chief of Staff. Employees who verbally request FMLA leave may be asked to complete a written application.

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If the need for FMLA leave is foreseeable, the employee must give the School at least 30 days’ prior notice of the need for leave. Where the need for FMLA leave is not foreseeable, the employee is expected to notify the School as soon as is practical. When an employee becomes aware of a need for FMLA leave less than 30 days in advance, it should be practicable for the employee to provide notice of the need for leave either the same day or the next business day. In all cases, the employee must comply with the School’s usual and customary notice requirements, absent unusual circumstances. The failure of an employee to provide timely notice may result in the delay or denial of FMLA leave. Employees must consult with the School over planned and scheduled medical treatment, and must make a reasonable effort to schedule treatment so as not to disrupt the School’s operations unduly, subject to the approval of the health care provider. The School will provide employees who request FMLA leave with a notice of their eligibility for the leave or the reason why they are not eligible within 5 business days of a request for leave. At the same time, employees will be provided with a statement of their Rights and Responsibilities, which is part of the Eligibility Notice. A Medical Certification Form will also be given to the employee at this time. The Notice of Eligibility and Rights & Responsibilities is available from the Chief of Staff. Medical Certification for a Serious Health Condition Employees who request leave because of their own or a family member’s serious health condition must submit a Medical Certification Form completed by a health care provider to support the leave request. The Medical Certification Form is available from the Chief of Staff and should be returned to the Chief of Staff within 15 calendar days after it is received. Intermittent leave must be certified by a health care provider as necessary and should be scheduled to avoid disruption as is reasonable. The School’s Responsibilities If the Medical Certification is not satisfactory, the School will inform the employee of the deficiencies in writing and will give the employee 7 calendar days to complete the form. If the medical information is inadequate, the School may contact the health care provider directly to authenticate or clarify information on the certification without the employee’s consent, and may directly contact the health care provider, after receiving the employee’s permission, to get more complete information regarding the nature of the ailment, the duration of the leave, the need for intermittent leave, etc. Failure to submit a complete and sufficient Medical Certification will be grounds for, and may result in, deferral or denial of the requested FMLA leave. The School may request a second or third opinion regarding the serious health condition and treatment (at the School’s expense). TEAM BARON HANDBOOK version 2627.1

An employee may be asked to recertify a serious health condition every 30 days for chronic/long-term illness or pregnancy. The School may ask for recertification in fewer than 30 days if: (1) the employee requests an extension of leave; (2) circumstances have changed; or (3) the School has doubts about the employee’s FMLA status. Within 5 business days (absent extenuating circumstances) of having enough information to determine whether the requested leave qualifies under the FMLA, the School will provide a Designation Notice informing the employee whether or not leave is designated FMLA leave and the amount of leave that will be designated, if known. The designation may be retroactive. Returning to Work Employees absent on medical leave will be required to provide medical certification of their fitness to return to work and their ability to perform the essential functions of their job. Employees failing to provide a fitness-forduty certification cannot resume work until such certification is provided to the School. Employees returning to work from FMLA leave will be returned to the same or an equivalent position held before the leave. If the employee does not return to his or her original or an equivalent position as soon as he or she is able, the School will consider the employee to have voluntarily resigned. Special Rules Applicable to Instructional Employees of the School Leave taken for a period that ends with the school year and begins the next semester is leave taken consecutively rather than intermittently. The period during the summer vacation when the employee would not have been required to report for duty is not counted against the employee’s FMLA leave entitlement. An instructional employee who is on FMLA leave at the end of the school year must be provided with any benefits over the summer vacation that employees would normally receive if they had been working at the end of the school year. If an eligible instructional employee needs intermittent leave or leave on a reduced leave schedule to care for a family member with a serious health condition, to care for a covered servicemember, or for the employee’s own serious health condition, which is foreseeable based on planned medical treatment, and the employee would be on leave for more than 20 percent of the total number of working days over the period the leave would extend, the employer may require the employee to choose either to: • Take leave for a period or periods of a particular duration, not greater than the duration of the planned treatment; or • Transfer temporarily to an available alternative position for which the employee is qualified, which has equivalent pay and benefits and which better accommodates recurring periods of leave than does the employee’s regular position. These rules apply only to a leave involving more than 20 percent of the working days during the period over which the leave extends. For example, if an instructional employee who normally works five days each week needs to take two days of FMLA leave per week over a period of several weeks, the special rules would apply. Employees taking leave, which constitutes 20 percent or less of the working days during the leave period, would not be TEAM BARON HANDBOOK version 2627.1

subject to transfer to an alternative position. Periods of a particular duration mean a block, or blocks, of time beginning no earlier than the first day for which leave is needed and ending no later than the last day on which leave is needed, and may include one uninterrupted period of leave. If an instructional employee does not give the required notice of foreseeable FMLA leave (see §825.302) to be taken intermittently or on a reduced leave schedule, the employer may require the employee to take leave of a particular duration, or to transfer temporarily to an alternative position. Alternatively, the employer may require the employee to delay the taking of leave until the notice provision is met. The special rules affect the taking of intermittent leave or leave on a reduced leave schedule, or leave near the end of an academic term (semester), by instructional employees. Instructional employees are those whose principal function is to teach and instruct students in a class, a small group, or an individual setting. This term includes not only teachers, but also athletic coaches and special education assistants. It does not include, and the special rules do not apply to, teacher assistants or aides who do not have as their principal job actual teaching or instructing, nor does it include auxiliary personnel such as counselors, psychologists, or curriculum specialists. There are also different rules for instructional employees who begin leave more than five weeks before the end of a term, less than five weeks before the end of a term, and less than three weeks before the end of a term. Regular rules apply except in circumstances when: • An instructional employee begins leave more than five weeks before the end of a term. The employer may require the employee to continue taking leave until the end of the term if: ɥ The leave will last at least three weeks, and ɥ The employee would return to work during the three weeks before the end of the term. • The employee begins leave during the five weeks before the end of a term because of the birth of a son or daughter; the placement of a son or daughter for adoption or foster care; to care for a spouse, son, daughter, or parent with a serious health condition; or to care for a covered servicemember. The employer may require the employee to continue taking leave until the end of the term if ɥ The leave will last more than two weeks, and ɥ the employee will return to work during the two weeks before the end of the term. •

The employee begins leave during the three weeks before the end of a term because of the birth of a son or daughter; the placement of a son or daughter for adoption or foster care; to care for a spouse, son, daughter, or parent with a serious health condition; or to care for a covered servicemember. The employer may require the employee to continue taking leave until the end of the term if the leave will last more than five working days.

For purposes of these provisions, academic term means the school semester, which typically ends near the end of the calendar year and the end of spring each school year. In no case may a school have more than two academic terms or semesters each year for purposes of FMLA. An example of leave falling within these provisions would be where an employee plans two weeks of leave to care for a family member, which will begin three weeks before the end of the term. In that situation, the employer could require the employee to stay out on leave until the end of the term. TEAM BARON HANDBOOK version 2627.1

If an employee chooses to take leave for periods of a particular duration in the case of intermittent or reduced schedule leave, the entire period of leave taken will count as FMLA leave. In the case of an employee who is required to take leave until the end of an academic term, only the period of leave until the employee is ready and able to return to work shall be charged against the employee’s FMLA leave entitlement. The employer has the option not to require the employee to stay on leave until the end of the school term. Therefore, any additional leave required by the employer to the end of the school term is not counted as FMLA leave; however, the employer shall be required to maintain the employee’s group health insurance and restore the employee to the same or equivalent job, including other benefits at the conclusion of the leave. The determination of how an employee is to be restored to an equivalent position upon return from FMLA leave will be made based on “established school board policies and practices, private school policies and practices, and collective bargaining agreements.” The “established policies” and collective bargaining agreements used as a basis for restoration must be in writing, must be made known to the employee before the taking of FMLA leave, and must clearly explain the employee’s restoration rights upon return from leave. Any established policy that is used as the basis for restoration of an employee to an equivalent position must provide substantially the same protections as provided in the Act for reinstated employees. See §825.215. In other words, the policy must provide for restoration to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. For example, an employee may not be restored to a position requiring additional licensure or certification. Benefits During Leave The School will maintain the employee’s group health plan benefits during FMLA leave under the same terms and conditions as if the employee had not taken leave. If an employee’s FMLA leave expires and the employee does not return to work for at least 30 consecutive calendar days, the School may recover its share of the employee’s group health plan premiums during the leave. Other benefit accruals may not continue during FMLA leave. Key Employees Certain “key employees” may not be eligible to be reinstated to the same or an equivalent position at the conclusion of their FMLA leave. The School will notify such employees of their “key employee” status and the conditions under which they may be denied reinstatement, if any.

85. JURY & WITNESS DUTY Blue Ridge School grants all full-time employees paid time off to serve on a jury or to appear in court as a witness under subpoena. Employees are to inform their supervisor of jury duty as far in advance as possible, and are required to present written evidence of presence in court. Also, employees are expected to be at work when they are excused from court. Employees may keep juror or witness fees paid to them, if any. TEAM BARON HANDBOOK version 2627.1

86. MILITARY LEAVE A full-time Blue Ridge School employee is entitled to up to 15 days of paid military leave for federally funded training or active duty per calendar year. In addition, the employee may choose to use their annual PTO during this time. Any leave in excess of the initial 15 days, or other paid leave, will be considered leave without pay. The employee is guaranteed reinstatement to their position upon completion of their military leave. 87. Parental Leave Blue Ridge School supports employees who are welcoming a new child into their family through birth, adoption, or foster placement, and encourages all parents to take the time they need to bond with and care for their child. Available Leave Parental leave is administered under, and runs concurrently with, the School’s Family and Medical Leave (FMLA) policy (Section 85) and Paid Time Off (PTO) policy (Section 81); it is not a separate leave bank. Employees who meet FMLA eligibility requirements may take up to 12 workweeks of leave for the birth, adoption, or foster care placement of a child, as described in Section 85. Employees may use accrued PTO to receive pay during all or part of their parental leave, consistent with Section 81. Employees who are not yet FMLA-eligible, or who wish to take leave beyond their FMLA entitlement, may request additional unpaid leave at the discretion of the Head of School. Requesting Leave Employees should notify their supervisor and the Chief of Staff as early as possible, and, whenever practicable, at least 30 days before the anticipated leave date, so that coverage for the employee’s responsibilities can be arranged. The Chief of Staff will work with the employee to confirm timing, duration, and paperwork.

88. VOLUNTEER EMERGENCY RESPONDER LEAVE POLICY Employees who are members of volunteer fire departments, volunteer emergency medical services (EMS), volunteer rescue squads, or other recognized emergency response organizations are provided non-paid leave when responding to emergency situations. Employees may be granted leave from work to respond to an emergency call during their scheduled work hours when: • The emergency requires the employee’s services as a volunteer emergency responder. • The employee has received an official request or notification to respond. • The employee notifies their supervisor as soon as reasonably possible regarding the need for leave. Employees should make every reasonable effort to communicate with their supervisor before leaving work to respond to an emergency. If advance notice is not possible due to the nature of the emergency, notification must be provided as soon as practicable.

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Volunteer Emergency Responder Leave will generally be unpaid unless the employee elects to use available accrued paid time off (PTO), vacation leave, or personal leave, subject to applicable leave policies and supervisor approval. Exempt employees will be compensated in accordance with applicable wage and hour laws.

89. PERFORMANCE IMPROVEMENT Blue Ridge School encourages the use of progressive discipline to identify and address employee and employment-related performance concerns. This applies to all employee conduct that Blue Ridge School, in its sole discretion, determines must be addressed by discipline. Of course, no discipline policy can be expected to address every situation requiring corrective action that may arise in the workplace. Therefore, Blue Ridge School takes a comprehensive approach regarding discipline and will attempt to consider all relevant factors before making decisions regarding discipline. Most often, employee conduct that warrants discipline results from unacceptable behavior, poor performance, or violation of School policies, practices, or procedures. However, discipline may be issued for conduct that falls outside of those identified areas. Equally important, Blue Ridge School need not resort to progressive discipline, but may take whatever action it deems necessary to address the issue at hand. This may mean that more or less severe discipline is imposed in a given situation. Nothing contained in this policy, or the enforcement thereof, alters the at-will nature of the employment relationship between employees and Blue Ridge School.

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PART VIII LIVING IN A BOARDING SCHOOL COMMUNITY 90. LIVING ON CAMPUS Team Baron members who live on campus have the opportunity to work with students in all phases of their development. The Head of School assigns on-campus residences annually. In doing so, he considers potential impact on the boys and community, length of service to the School, and family size. Faculty and staff living on campus must use this opportunity: • • • •

To provide students with a home-like atmosphere. To be accessible to students for one-on-one teaching, mentoring, and counseling. To develop esprit de corps. To provide a 24/7 adult presence.

While the School makes repairs as needed, residents are expected to maintain their homes and yards as if they own them. Any resident who wishes to paint, renovate, or change any part of his school-owned home must obtain approval beforehand from the Facilities Director. Problems with a residence should be reported immediately. The Head of School reserves the right to inspect campus residences at any time to ensure they are being properly maintained and kept clean. The Facilities staff is responsible for doing its part in maintaining all campus facilities, including campus housing. Maintenance requests can be submitted electronically here: BRS Work Order V.2 When vacating an on-campus residence, the departing member is responsible for any damage to the facility. Money will be withheld from the final paycheck if necessary to pay for it. Departing members are also responsible for ensuring their residence is cleaned to the point of move-in condition before they leave. Please refer to the Housing Addendum of your employment contract for further details., Regarding your oncampus housing, see section “Housing Agreement” in the Employment Policies chapter of this handbook.

91. HALL PARENTING Hall parents fulfill a vital role in the school as the most visible examples of in loco parentis. Through the model espoused in the Residence Life Curriculum, they are expected to be available to provide adult counsel to boys in need, reinforce a sense of security, and create a community in their halls.

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92. SWIMMING POOL Use Blue Ridge School does not provide a lifeguard for the pool. All people use the pool at their own risk. Other pool considerations: STUDENTS MAY NOT ENTER THE FENCED POOL AREA UNLESS THERE IS A BLUE RIDGE STAFF MEMBER PRESENT AND ON DUTY. • • • • • • • • • • •

Running or horseplay in the pool area is forbidden. Neither glass bottles nor alcohol in any containers is allowed in the pool area. Use of pool facilities while under the influence of alcohol is prohibited. Diving is allowed only in the deep end of the pool. Students must get out of the pool immediately at the first sign of an electrical storm. Never swim alone. Always have a buddy present. Permission to use the pool for group events must be obtained from the Executive Assistant. Safety must be the first concern of everyone using the pool. Everyone who enters the pool must wear appropriate swimwear. Profanity, abusive language, and other inappropriate behaviors are not tolerated. Violation of any rule may cause the person(s) involved to lose pool privileges.

93. MOUNTAIN USE POLICIES AND PROCEDURES We are located on a 750-acre campus offering students many outdoor activities. For students to participate in these activities safely, the following procedures are to be followed. Students are responsible for knowing the School’s property boundaries. Students are to remain on school property at all times unless accompanied by a faculty member. Students may use the mountain area for recreation up until 6:00 p.m. each day. Each student using the mountain must check out and check in with the duty team member covering the main lobby in Walsh Hall. An out-ofbounds violation means the student was out of bounds after 6:00 p.m. or did not sign out or back in with a duty member in Walsh Dorm. An out-of-bounds violation can result in the student appearing before the Student Faculty Discipline Committee (SFDC). Students must be in groups of at least three. The School reserves the right to inspect backpacks carried by students to and from the mountain. Inspections are intended to ensure that students do not take glass containers or other inappropriate items to the mountain and that they return all refuse. Mountain use is restricted during hunting season (November 19 – January 7). Students wishing to use the upper ponds and cabin area for fishing must follow all mountain use policies, as should bicyclists. Cyclists must always wear appropriate headgear whenever riding on or around campus. Students are to enter the ropes course area only under the direct supervision of faculty. At no time may students start a fire on the mountain! All litter should be returned to the campus and disposed of properly. At times, students are restricted from using the mountain area. The following are some examples of why a student TEAM BARON HANDBOOK version 2627.1

might be restricted. • Previous out-of-bounds violation • Campused • Other inappropriate behavior as defined by the Dean of Students.

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PART IX ADVISING 94. ADVISORY AND MEETINGS WITH ADVISEES The advisory program is overseen by the Assistant Head of School for Instructional Programs. Serving as an advisor is one of the most important responsibilities an adult member of the Blue Ridge School community can undertake. Advisors play a vital role in helping students adapt to the School’s unique 24/7 residential environment while supporting them in setting meaningful goals and working toward their academic, personal, and social growth throughout the year. Advisors are expected to remain informed about each advisee’s progress, well-being, and needs across all aspects of school life. Most teaching faculty, along with selected staff members, serve as advisors, fostering strong relationships that provide students with consistent guidance, encouragement, and accountability. Advisors also serve as advocates for their advisees, helping them navigate challenges, access resources, and build a sense of belonging within the community. Through these relationships, advisors play a critical role in promoting student success, engagement, and retention. Communicating with parents is a vital aspect of advising. Advisors are required to contact each advisee’s parents/guardians at least once every two weeks, sometimes more frequently. An official schedule of required communication will be published during the school year to aid in effective communication. Advisors must keep advisees’ parents informed through regularly scheduled reports and through regular interactive contacts. Ongoing communication with parents is particularly important during the first 30 days of school. Ensure feedback is timely, relevant, and constructive. Please complete the required parent contacts punctually and professionally. These formal reports should enhance, not replace, regular information communications with parents via email and phone calls. Although it is impossible to enumerate every aspect of advising, the following paragraphs should summarize key aspects of an advisor’s responsibilities. The most important aspect of advising is developing a personal relationship based on trust with each advisee. To that end, encourage open, candid communications. Guide students toward responsible decisions. Help them develop important life skills, such as time management and how to study. • Mentor and monitor the attitude, appearance, and behavior of advisees at all times, particularly during chapel services, assemblies, and meals. • Review the daily sanction report email and review the subjects that are part of the School’s Code of Character Values. • Conduct at least two innings and one outing for advisees per semester. TEAM BARON HANDBOOK version 2627.1

If an advisee must appear before the Honor Council or Disciplinary Committee, the advisor serves as a sounding board and advocate for the student before, during, and after the meeting. Inform the advisee’s parents that the meeting is going to occur, then contact them afterwards to let them know how it went from your perspective. The consequences will be communicated by the Dean of Students or Head of School, but you need to keep parents informed about the progress of the proceedings. Meetings with Advisees All advisors sit with their advisees in assigned seats at assembly or chapel. Additionally, time is allotted to meet with advisees during advising time each week. Use this time for communicating basic information with advisees. More importantly, use this time to discuss and reinforce various components of the Code of Character Values and other advising curriculum as detailed. Advisors will hold weekly meetings with their advising groups to work through the advising curriculum provided by the Assistant Head of School for Instructional Programs. Advisors may schedule additional time with their advisees, either as a group or individually, for such purposes as: • Helping students with organization and study skills. For younger students, this might involve checking planners and notebooks or helping with organizing backpacks and other study materials. With older students, you might help with college applications or organizing the research project. • Discussing rules, policies, and issues that emerge as the year progresses • Reminding advisees of special events and other scheduled activities. • Discussing topics presented by the administration. 95. Innings and Outings Each advisor is encouraged to arrange periodic social activities for their advisee group. At least two “innings” and one “outing” are required per semester. An “inning” is defined as an on-campus activity. An “outing” is defined as an off-campus activity. The Assistant Head of School for Instructional Programs must approve scheduling for both innings and outings. “Innings” are normally conducted in or around faculty homes on campus. The advisor must fill out an “Inning/ Outing Sheet” (available in the Business Office), indicating date, time, and location of the event. Take-out food is appropriate as well. Off-campus advisors are welcome to use the student center or other public spaces for innings. We have budgeted $10 per student per semester for outings. The following guidelines apply to “outings”: The advisor must fill out an “Inning/Outing Sheet.” Sample “outings” include pizza and a movie, a day hike on the Appalachian Trail, a Washington, DC trip, bowling, or miniature golf. The cost may not exceed $20 per outing per advisee. The school pays the expenses for the advisees, and for the advisor and their spouse, but not for the advisor’s children. Funds may be drawn by notifying the Business Office 5 days in advance. When scheduling an outing during the week, advisors should take into account their advisees’ academic situation and seek to minimize time missed from the study hall. Please note that all School policies continue to apply during “outings,” and students and staff are expected to project a positive and professional image for the School at all times. Employees and their children must refrain from consuming alcohol during “outings,” regardless of whether they are of legal drinking age. TEAM BARON HANDBOOK version 2627.1

PART X DUTY 96. DUTY RESPONSIBILITIES Duty is defined as those periods outside of class time when an adult presence is required at various points around the campus. Full-time faculty members are routinely assigned to a weekday duty team with some weekend assignments. Administrators are required to share a full-time duty schedule with another member of the administrative team. The assignments normally remain in place for the duration of a semester. Every effort is made to assign people to the same hall throughout the year. In doing so, the same group of people forms a team with the hall parent in each hall. Maintaining identity by hall also facilitates closer relationships with the boys who live in that hall. Each duty team member is assigned to a designated breakout room or the dorms during Study Hall. They will use the walkie-talkie for their group to communicate with other members of the team on duty that night. Walkietalkies must be returned to the charger at the end of the duty day. Duty team members are to be present and on time for all duty assignments. It is the responsibility of the Duty Captain to report faculty/staff who are not present and on time to the Residence Life Duty Coordinator. Documentation of this will be made by the Duty Coordinator, and any recourse will be vetted on an as-needed basis. All significant problems should be reported to the Duty Team Captain. At the end of the daily or weekend duty, the duty captain completes a duty report and sends it to all faculty and administrators. This email facilitates communication between the horizontal teams (hall teams, SSH team, duty captains, etc.) and allows faculty to work together and coordinate effective responses to needs and concerns. Weekday and weekend duties have many common responsibilities. Below are some general descriptions of those responsibilities. Meals Students are to wait quietly outside the dining room to be called into the serving line. Students are admitted in groups of five to ten. Seniors may enter through the “faculty door.” Sophomores and freshmen should be encouraged to return to their rooms at the beginning of weekday lunch to replenish their book bags. This will result in a lesser queue outside the dining hall. Students are expected to use appropriate table manners (e.g., appropriate voice volume). If students are misbehaving, quickly correct the situation in a positive, polite manner. Encourage students to take what they want, but eat what they take.

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Students must clean their table area and return their cups, plates, and silverware to the dishwashing area at the end of the meal. All cutlery should be placed in the tub, and all paper waste should be placed in the trash receptacle located next to the dishwashing area. Faculty and student workers in the dining room and kitchen area should be in acceptable dress. Faculty members at a meal, but not on duty, are encouraged to disperse themselves among the students to help maintain a pleasant dining atmosphere. All faculty members present at meals are responsible for teaching and illustrating to the students the benefits of maintaining a pleasant and cordial dining atmosphere. The daily duty team is responsible for coverage of the residence halls during lunch and the evening meal. It is the responsibility of the duty members to ensure that students use the appropriate entry doors and that they do not leave the dining hall with school dishes or cups – they must eat in the dining hall or use their own water bottles and Tupperware. See the daily duty schedule for times that these team members eat. Students are to be dressed and groomed appropriately (See Student Handbook). If necessary, have a student return to his room to groom or dress appropriately. If a student spills his tray, the duty person should help the student by showing him where the clean-up materials are located. Discourage clapping and cheering by other students when an accident of this nature occurs. Brunch (Sunday & listed Saturdays) Brunch is a required meal for all students. Students may attend in casual dress. All previously stated guidelines apply. Breakfast (Weekdays and Saturday) Breakfast is served each day except on Sundays. When there are no scheduled Saturday morning programs, brunch is also served. Lunch Whenever possible, the faculty member on duty should arrive at the dining hall in time to consume their own meal before the arrival of the students. The lunch meal does not require an attendance “check-off” sheet. The Prefect on duty should help control the flow of students into the serving line to avoid congestion around TEAM BARON HANDBOOK version 2627.1

the condiments, drinks, and salad bar. Students not yet admitted may wait in the breezeway, located between the Dining Hall and the Academic building. Students are required to attend lunch in a coat and tie on all class days except Saturday. After they reach their tables, they may remove their jacket if they wish. Book bags should be left staged in the academic building, along the walls. At times, athletic teams must depart school soon after classes end. Members of these teams will be admitted before other students. The coach of these teams should be present at the entrance to supervise this process. Dinner A faculty member and prefect supervise dinner at all times and should arrive at least 5 minutes early and should remain until 7:00 p.m. A check-in sheet is not necessary. The dining room is open until 7:00 p.m. Those who wish to remain in the dining room until 7:00 p.m. are welcome to do so. The duty team member should remind those who linger to move to the portion of the room nearest the entrance, so the cafeteria staff can start preparing for the following day’s meal and the student workers can finish their jobs in a timely fashion. The value of consideration for others should always be stressed. Students must have a collared shirt, pants/shorts with belt loops, and shoes (Casual Dress as defined in the Student Handbook). Exceptions to this are when an athletic team arrives in uniform, with their coach, after 6:30 p.m., having just completed a contest. Students arriving before this time in athletic gear should be sent to their rooms to change. And, on Open/Long Weekends, when students do not need to be in casual dress (t-shirts, sweats, etc. are acceptable, provided they are clean.

97. JOB DESCRIPTIONS Duty Captain Weekday •

Oversees the daily operation of duty

•

Is the focal point for emergencies, questions, or issues that need to be resolved after hours

•

Pick up the Duty Captain radio immediately after class

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•

Ensure that lists are printed and distributed to the duty team ɥ

Extended Study Hall (based on the Missing Homework List) for students and faculty

Students who need to stay in their rooms from 9:30-10:00 and clean their rooms for repeated room inspection failures.

•

Be the call point for the team and make sure all students are accounted for by 7:45 pm.

•

Follow up on missing students.

•

Make “rounds” and check on the duty team to make sure all is well (including the library, break-out classrooms, and dorms)

•

Assign roaming faculty as needed/available to monitor problem areas at 9:30 pm (e.g., back of dorms to discourage smoking, Student Center to prevent early study hall departure, etc.)

•

Run additional “Walkabout” (as needed) at 9:30 pm for students who missed due to athletics.

•

Manage daily duty schedule assignments and inform the Residence Life Duty Coordinator of switches

•

Problem-solve where needed.

•

Be on call from 11:30 pm through 7:00 am the next day. If the Duty Captain cannot be reached, the Residence Life Coordinator should be contacted.

After lights out, the Duty Captain is responsible for •

Being available to refer a student to the infirmary if the night watchman is not available. He will assist the nurse in locating the duty driver, if needed.

•

Contacting the Director of Facilities and the Head of School in the event of a prolonged power loss, when weather conditions may require the Crisis Response Plan to be implemented

•

Contacting the standby maintenance person for an emergency maintenance need

•

Executing a fire evacuation in case of a late-night fire alarm

•

Working with any student in the dorms who needs assistance.

Duty Captain Weekend •

Coordinate weekend events with the Res. Life Duty Coordinator and Social Activities Directors

•

Be a point of contact for problems over the course of the weekend

•

Coordinate and communicate with the team on any appropriate last-minute leaves

•

Follow up on unaccounted-for students at dinner and lights out (Saturday) and brunch (Sunday) check-ins

•

Approve emergency leaves and disseminate this information to the duty team

•

Submit a duty report regarding weekend climate, activities, and other pertinent information

•

Perform the duties of the weekday duty captain, where applicable

•

It is the responsibility of the Duty Captain to report faculty/staff who are not present and on time to the Res. Life Duty Coordinator. Documentation of this will be made by the RLDC, and any resource will be vetted on an as-needed basis.

•

Lastly, be available/contactable.

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Physical Altercation Responses •

In cases where a fight or physical altercation has taken place, the Duty Captain must communicate with the nurse within 30 minutes following any incident where a student has been injured unless it is obviously superficial. Any observed or reported contact to the head, chest, or neck during the altercation, even if noted as minor, must be checked by the nurse.

•

Monitor students after the incident (once per hour) to check if a student exhibits any post-incident physical or cognitive change. If this happens, the nurse must be notified immediately.

•

When in doubt – let the nurse know.

Notification of Parents •

In the case of parents/guardians who live together, only one must be notified of the altercation, regardless of whether you believe it will result in a Disciplinary Committee meeting or not.

•

In cases where parents/guardians are not living together, separated, or divorced, both parents must be notified regardless of custodial status. Contact information can be found in Orah for every student’s parent/guardian.

Hall duty team member •

Know the students in your halls and relate to each student as much as possible.

•

Read up on the weekly notes for your hall that will be provided by the Hall Parent and follow up according to the information/requests therein.

•

In addition to the registration day welcoming meetings by hall, each member will be expected to attend a minimum of one hall meeting per year (not necessarily in the hall for which they do duty).

•

Collaborate with your hall team to seek solutions for varying student issues.

•

Arrive on time for every duty

•

Stay for the duration of your duty assignment

•

Pick up your duty radio by dinner time and return it at the end of duty

•

By 10:45 pm, account for all students in the halls and report missing students to the Duty Captain

•

Ensure a quiet study atmosphere for students to study if in the dorms during Study Hall. If assigned to a breakout room for Study Hall, account for missing students by 7:45 pm; the Duty Captain will assist with this process

•

Consistently enforce the dorm guidelines and rules of BRS

•

Assist the Hall Parents in conducting room re-inspections for those who failed that day.

•

Say good night to every student in the hall.

•

Relay any issues or positive behavior to the Duty Captain at the end of the shift.

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Weekend duty team member •

Strive to create and offer positive activities for the students

•

Spend time with the students (unless specifically assigned to the Walsh Lobby Desk, you should not be hanging out in the lobby area)

•

Keep up with any notes provided by the Hall Parents, to be aware of what is going on with individual students and check in with them as needed.

•

Arrive on time for every duty.

•

Pick up your duty radio (if on campus) and return it at the end of duty

•

Consistently enforce the dorm guidelines and rules of BRS

•

Personally account for all students at their appropriate curfew times

•

Say good night to every student in your hall

•

Relay any issues or positive behavior to the Duty Captain at the end of the shift.

Hall parent •

Follow the guidelines as laid out in the Residence Life Curriculum

•

Oversee the well-being of students in your hall

•

Work with the prefect and proctor to build community, create investment, and facilitate problem resolutions in the hall, including helping resolve room conflicts and coordinating responses with the Residence Life Coordinator.

•

Train prefects/proctors to wake up students between 7:30-8:10 am (9:30 am on Saturdays)

Morning Room Inspection •

Conduct room inspections for your assigned halls by lunch on your designated day and help facilitate reinspections that evening if on duty.

•

Check, inspect, and approve each student’s room (or designee checks the room) before lunch.

•

Facilitate extra help at night and/or consequences with the Residence Life Coordinator, Dean of Students, and hall team for students struggling to meet inspection standards.

•

Facilitate a reward system for students who consistently keep the room above standards.

Night Security The night security guard will be on duty 7 nights a week. They are responsible for: •

Keeping a log of his activities and findings each night Page 98

•

Turning off all unneeded lights in the administrative wing, the academic building, and the auditorium, as well as the athletic complex and the Student Center

•

Noting any maintenance issues while making rounds

•

Monitoring the residence halls for students up after lights out, putting the students back to bed, and recording the names and reasons students are up in his duty report. Note: Students going to the bathroom need not be reported

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•

Notifying the infirmary of any sick students after lights out

•

Intercept and greet any traffic coming onto the campus. Make sure they have a reason to be here. Recording the license plate ID in the duty report if the behavior is suspicious.

•

Contacting the Duty Captain in case of an emergency, such as a fire alarm or serious injury

•

Assisting with dorm evacuation in case of a fire alarm

•

Checking the campus for general security.

99. DUTY ASSIGNMENT DESCRIPTIONS Mail room •

Distribute packages to students (only faculty who are specifically authorized by the Head of School)

•

Distribute mail to students who can’t find their keys

•

Students should not be allowed in the mailroom.

Gym/weight room •

Ensure that all the activities going on in the field house and weight room are safe and not destructive.

•

Document any student using the weight room without faculty supervision

•

Have students wipe down equipment after use

•

Have students unload all bars and machines in the weight room and put everything away.

•

Lock the weight room door and turn out all the lights in the weight room, field house, hallways, and locker rooms.

Pool •

Obtain the combination code in advance from the Athletic Department, and do not share it with students.

•

Monitor all the activities in the pool to promote safe and responsible recreation.

•

Close the pool immediately at the sign of lightning.

Dorm Duty – Walsh Lobby •

Carry a duty radio and be familiar with the duty captain’s cell phone and infirmary numbers.

•

Check items in and out from the Walsh lobby closet for students’ use by signing the item out for the student in the notebook (in the closet itself) and obtaining their student ID in exchange for the item.

•

Assist students who have locked themselves out of their rooms - a master key can be obtained from the Residence Life Office

•

Assist students with the day and overnight leave sign-out procedure

•

Assist students signing out for the mountain – remind students that they will need to sign back in upon return, and must be in groups of three

•

Greet parents/visitors when appropriate

•

Greet unfamiliar faces and ask if assistance can be provided

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•

Station yourself in Walsh Lobby or just outside Walsh Lobby, being visible if needed by students

•

Respond to inappropriate behavior

•

Make rounds through the dorms once an hour, leaving a note for students on the desk to let them know where you are.

Dorm duty – Lakefront/Student Center •

Same as “Dorm duty – Walsh Lobby” with the following additions:

•

If the weather is nice and students desire to be on the lake, have one faculty member stationed there and the other in the dorm – switching when desired or necessary

•

If weather or time of day is not conducive to students on the lake, alternate rounds through the dorms with one faculty member staying in/near Walsh Lobby while the other is in the dorm.

Weather permitting, Lakefront duties •

Be outside and able to monitor the lake at all times

•

Assist students with canoes and ensure that all persons going on the lake are always wearing a Personal Flotation Device (PFD).

•

Respond to inappropriate behavior around or on the lake.

•

If you need to leave the lake for any reason, be sure to let the duty member in Walsh Lobby know so that they can relieve you in your absence.

Student Center Duties •

Be upstairs in the Student Center while open.

•

Respond to inappropriate behavior.

•

Ensure students throw out or take food and trash with them as they depart.

•

Report any broken equipment to Facilities via a work order and to the Dean of Residence Life.

•

Turn off all electronic devices not being used.

On campus events •

Talk up the event with students to generate interest.

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Send ideas to and receive approval from the Social Activities Director well in advance of the weekend.

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Advertise the event as appropriate.

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Obtain supplies or coordinate supply acquisition with the Social Activities Director or Dean of Residence Life.

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If there is little student interest, determine an alternative student activity in conjunction with the Duty Captain/Social Activities Director.

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A duty member assigned to an on-campus activity needs to be aware that they may need to switch to an off-campus activity instead.

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Off-campus events •

Talk up the event with students to generate interest.

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Send ideas to and receive approval from the Social Activities Director well in advance of the weekend.

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Advertise the event as appropriate.

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Obtain money and bus keys from the Business Office, the Social Activities Director, or the Duty Captain in advance of departure.

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Determine which students can go on the trip based on the discipline report, bus size, and order of student sign-up

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Leave a list of participating students with the duty captain or on the board in the Residence Life office.

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If there is little student interest, determine an alternative student activity in conjunction with the Duty Captain/Social Activities Director.

Best Practices for Late Night Duty •

Start the evening with a patrol of the interiors and exteriors of the dorms. While doing the initial walkthrough of the inside, note any students who have lights on or are talking, and make sure they get to bed. On the outside part of the tour, note if there are any lights on that you could not see inside.

•

If the students are on computers or playing video games, confiscate or give only a warning. If they are reading or doing homework, and it is still a reasonable hour, ask them to begin wrapping things up.

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After the initial walk-through, watch the cameras for 20-30 minutes, and then do another round of the dorms, as well as a round of the Academic Building and the Field House. In the Field House, make sure the lights are off. During this round, be sure to go by the students’ rooms that you initially told to go to sleep. Ensure that they did or have made efforts to do so.

•

Once things slow down, begin another round. It is good to remind the students that we are here and to let them see us.

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Make sure that the video camera monitors are turned off at the end of your shift.

99. MOVIE TRIPS Students must be 17 years of age to attend an R-rated movie in town. It is up to the theater to ask for ID concerning age and to control who may be permitted to attend an R-rated movie. However, every Blue Ridge student should understand, as a matter of honor, that he is expected to comply with this policy.

100. MOVIE AND VIDEO GAME GUIDELINES The adult on duty is responsible for any movies that are being shown. Movies of questionable content should not be shown (i.e., excessive violence, sex, repeated profanity, etc.). As a general rule, G or PG movies are encouraged. PG-13 movies are permitted. R and higher-rated movies are not appropriate unless approved by the Dean of Character Education, the Assistant Head of School for Instructional Programs, or the Duty Captain. Additionally, video games with an Entertainment Software Rating Board (ESRB) rating of M (Mature) or AO (Adults Only) are TEAM BARON HANDBOOK version 2627.1

not permitted on campus. If you are unsure of whether a student-supplied film or video game is appropriate, then contact the Duty Captain.

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PART XI STUDENT DISCIPLINE 101. GENERAL GUIDELINES Our expectations for student conduct and the disciplinary system are dedicated to furthering the School’s mission. As such, we strive to be instructive and redemptive rather than punitive. We seek appropriate remedies that are fair and consistent with the infraction and the offending student’s attitude and behavior in response to the infraction. As members of Team Baron, we should see ourselves as dedicated and caring professionals who interact with our boys in a positive and supportive manner. The boys are expected to be respectful and cooperative in their interaction with us, and vice versa. They are also expected to follow whatever instructions we give them within the context of our various roles. At the same time, students who question the ethics and/or behavior of a staff or faculty member should be encouraged to share their views with the Assistant Head of School for Instructional Programs or Dean of Students, after complying with the earlier instructions. Generally, each one of us should handle infractions of school regulations as we witness them. However, in the case of persistent or recurring disciplinary problems, document your findings and submit them to the Dean of Students. The Dean of Students will respond by scheduling a meeting with the student and/or Team Baron member; by discussing the situation with the student’s advisor; by campusing or imposing other disciplinary measures; and/or by other means suited to the individual situation. He will attempt to resolve such infractions through community service to the School and/or withdrawal of privileges. Continued violation of school rules and all cases of serious violations will lead to hearings before the Honor Council or Disciplinary Committee. Likely outcomes from such hearings are in-school or out-of-school suspension, probation, and possibly expulsion. Students who habitually fail to abide by our Code of Character Values and/or who commit major offenses may be expelled. We reserve the right to dismiss any student whose conduct or influence affects or is likely to affect the safety or well-being of others or is likely to interfere with the safe and efficient operation of the School. Whenever we have probable cause, a student and/or his personal space/belongings may be examined for any substances or objects that could affect his health and safety or the health, safety, and social order of the community. Any student who refuses to have his person and/or belongings examined is subject to expulsion. Please refer to the Student/Parent Handbook for more information.

101A. BULLYING, CYBERBULLYING, AND HAZING PREVENTION POLICY Blue Ridge School maintains this policy in accordance with Charlie’s Law to Protect All Students (“Charlie’s Law”) and other applicable Virginia and federal law. This policy is reviewed periodically to confirm that it remains TEAM BARON HANDBOOK version 2627.1

consistent with applicable state, federal, and case law. This policy reflects the minimum standards required of Virginia independent schools under Charlie’s Law; nothing in this policy limits the School’s ability to maintain or adopt policies, codes of conduct, or disciplinary measures that meet or exceed these standards. Definitions “Bullying” means any aggressive and unwanted behavior that is intended to harm, intimidate, or humiliate a student; involves a real or perceived power imbalance between the aggressor(s) and the victim; and is repeated over time or causes severe emotional trauma. Bullying includes cyberbullying. Bullying does not include ordinary teasing, horseplay, arguments, or peer conflict. “Cyberbullying” means bullying that occurs through the use of technology, including cell phones and other electronic devices or technology capable of accessing the internet. Cyberbullying is prohibited regardless of whether it occurs on or off campus, or during or outside of school hours, to the extent it creates a substantial disruption to the school environment or interferes with the safety or well-being of a student. This policy addresses and applies to reports of cyberbullying involving Blue Ridge School students, including conduct that occurs off School property. “Hazing” means any action taken or situation created, whether on or off School property, to produce mental or physical discomfort, embarrassment, harassment, or ridicule as a condition of initiation into, admission into, affiliation with, or continued membership in any class, grade, team, club, organization, or activity sponsored or recognized by the School, regardless of the willingness of a student to participate. Consent or apparent willingness of the student subjected to hazing is not a defense. Consistent with Virginia law, hazing that causes bodily injury to any student is unlawful and constitutes a Class 1 misdemeanor, and may also give rise to civil liability for the person or persons responsible. “Retaliation” means any adverse action taken against a student because that student, in good faith, reported an incident of bullying, cyberbullying, or hazing, or participated as a witness or otherwise in any related investigation. Prohibited Conduct Blue Ridge School prohibits bullying, cyberbullying, and hazing of any student by any other student, employee, volunteer, or other member of the School community. This prohibition applies on School property, at Schoolsponsored events and activities, and on School transportation, and, to the extent such conduct creates a substantial disruption to the school environment or interferes with the rights of students to feel safe at school, off School property and outside of school hours, including through electronic means. No student may be required, coerced, or pressured, directly or indirectly, to participate in any form of hazing as a TEAM BARON HANDBOOK version 2627.1

condition of joining, remaining a member of, or being affiliated with any School-sponsored or School-recognized class, club, team, organization, or activity. Reporting Any student, parent, employee, or other member of the School community who believes that bullying, cyberbullying, or hazing has occurred is strongly encouraged to report the incident promptly to an advisor, a member of the faculty, the Dean of Students, or the Head of School. Reports may be made verbally or in writing. All School employees are mandatory reporters and must promptly report any suspected incident of bullying, cyberbullying, or hazing of which they become aware to the Dean of Students or the Head of School. Investigation and Parent Notification Upon receipt of a report, the School will promptly investigate the allegation. If the investigation confirms that an incident of bullying has occurred, the School will notify the parent(s) or guardian(s) of each student involved in the confirmed incident - including the student(s) who engaged in the bullying and the student(s) who were the target of the bullying - within 24 hours of the School’s confirmation of the incident, consistent with Charlie’s Law. Anti-Retaliation Protections Blue Ridge School strictly prohibits retaliation and will take reasonable steps to prevent the fear of retaliation against any student who reports, in good faith, an incident of bullying, cyberbullying, or hazing, or who participates as a victim or witness in any related investigation. Any student found to have engaged in retaliation will be subject to disciplinary action, up to and including dismissal. Students who believe they have experienced retaliation should report their concerns immediately using the reporting procedures described above. Bias-Free and Equitable Enforcement Blue Ridge School is committed to enforcing this policy fairly, consistently, and without bias based on race, color, sex, religion, national origin, disability, sexual orientation, gender identity or expression, or any other characteristic protected by applicable law. The School will periodically review its enforcement practices, investigation outcomes, and disciplinary determinations under this policy to identify and address any disparities in enforcement and to reduce the risk of bias or harassment in the application of this policy. Personnel Training Blue Ridge School will provide periodic training to faculty, staff, and other school personnel regarding appropriate student conduct, conduct that violates this policy and the School’s Code of Character Values, recognition and reporting of bullying, cyberbullying, and hazing, and the procedures described in this policy. Discipline A student found to have violated this policy will be subject to disciplinary action consistent with this Handbook and the School’s Code of Character Values up to and including dismissal. TEAM BARON HANDBOOK version 2627.1

Conduct constituting hazing that causes bodily injury may also be reported to law enforcement, consistent with Virginia law. This policy meets or exceeds the minimum standards established by Charlie’s Law. Nothing in this policy is intended to infringe upon students’ First Amendment rights or to prohibit the expression of religious, philosophical, or political views, provided that such expression does not cause an actual, material disruption to the School.

102. OFFENSES WHICH WILL SUBJECT A STUDENT TO EXPULSION The School reserves the right to dismiss any student at any time in accordance with applicable law and enrollment contracts. However, the following represents a non-exclusive list of conduct that is likely to lead to expulsion: •

Honor violations: lying, cheating, stealing.

•

Cruel, abusive, or disrespectful behavior toward another person. Emotional, verbal, or physical harassment or any behavior that might resemble hazing, bullying, or tormenting is expressly prohibited. This guideline applies to all interactions between students or between students and adults.

•

Illicit substance/alcohol possession, distribution, and/or use.

•

Violent behavior, including vandalism.

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Any open flame inside a BRS facility.

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Any use of technology that the school deems inappropriate towards another student or employee, or denigrates the name of Blue Ridge School.

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Any act which contributes to the endangerment of self or others.

•

Tampering with security cameras.

103. PROGRAM OF DISCIPLINARY RESPONSE PROCEDURES All major school infractions should be reported to the Dean of Students. Behavioral problems regarding academics should be submitted to the Assistant Head of School for Instructional Programs or the Dean of Students. Behavioral issues regarding dorm life should be documented on the daily email report. The daily Sanction Report (emailed), which lists all of the infractions turned in on that day, along with the responses assigned for those infractions, is distributed to faculty members each afternoon. If a student contests a violation that has been noted on his record, he should get a note from the teacher who reported the infraction. If a student needs help in resolving a disciplinary matter, he should seek the assistance of his Advisor or the Dean of Students. If a student has an excused absence from work crew, he will be reassigned to a later date. Unexcused absences from the work crew can result in a hearing before the Disciplinary Committee. TEAM BARON HANDBOOK version 2627.1

A campus-based student is not allowed to attend any events off campus on Friday through Sunday, except for required athletic or academic trips. On weekends, he is not allowed to check out to go on the mountain. A student who is campus-based is not allowed to have visitors. If a student leaves campus when he is campus-based, he can be referred to the Disciplinary Committee. Occasionally, a letter of probation will be prepared and co-signed by the Dean of Students and the offending student. Probation means that conditions for continued enrollment are specified. Probationary status normally occurs as a partial consequence of Honor Council and Disciplinary Committee hearings. Depending on the individual case, probation could extend through the student’s tenure at Blue Ridge. In most cases, it will only extend through the existing year. A student will be placed on probation whenever his continued enrollment at Blue Ridge is at risk. If the conditions that led to probation are not met by the time the probationary period is completed, the student will normally not be invited to return (See Student/Parent Handbook).

104. SEARCHES All members of the Blue Ridge community are required and expected to be truthful and honorable in all their actions and to model the Code of Character Values in their daily behavior. A student and his personal belongings may be examined at any time for any condition that may affect his health and safety or the health, safety, and social order of the school community. Searches may be conducted at random intervals and when there is definite information that implicates a specific student or group of students. If a teacher suspects that such a situation exists, that employee should immediately contact the Dean of Students or the Director of Residence Life. If possible, a search should always be witnessed by one of those two individuals. If neither individual is available, the following people are authorized to conduct searches: Head of School, Associate Head of School for Student Affairs, Director of Security, Dean of Academics, Associate Head of School for External Affairs, Senior Director of Admissions, Director of Summer Programs, or the Athletic Director. Two adults must be present at all searches. The only exception would be in the case of an off-campus trip where none of the above people are available. In that situation, the faculty member in charge of the trip should search with the assistance of another faculty member or the employee’s choosing. If there is no other faculty member on the trip, the faculty member in charge should ask that a Prefect, a member of the Honor Council or Disciplinary Committee, or any other responsible student be present to witness, but not participate in, the search. A search of this type should follow all other procedures and should be conducted only in situations in which the health, safety, or well-being of students is threatened.

105. PROCEDURES FOR HANDLING CONFISCATED ITEMS A student’s belongings should not be taken from him unless we have no other recourse in the interest of community or individual safety and security. From time to time, it becomes necessary to confiscate items that are TEAM BARON HANDBOOK version 2627.1

not appropriate to the School environment or are not being used appropriately. However, keep in mind that once you confiscate a student’s property, you are responsible for it and must take reasonable precautions to ensure that it is properly stowed and accounted for. We are obligated to compensate students for confiscated property that is lost or damaged due to negligence. When property is confiscated, it should be taken to the AHSA, Director of Residence Life, or the Dean of Students within 24 hours. The property will be secured until it can be taken home or, in some cases, returned to the student. Property that will be confiscated includes but is not limited to: weapons of any kind, pornographic material, televisions, computers, iPods, refrigerators, kitchen appliances, stereo equipment, drug paraphernalia, or other items being used inappropriately in or around the residence halls.

106. IN-SCHOOL SUSPENSION (ISS) The purposes of In-School Suspension are: •

To help a student realize the seriousness of his offense.

•

To separate the student from his friends and all activities for one or more days.

•

To allow him time to think about his role in the Blue Ridge community.

•

To have an alternative to home suspension because: ɥ

The offense was not serious enough to send the student home, but serious enough to get his attention and his parents’ attention.

It places an unreasonable travel/financial burden on his family.

Keeping him on campus during a vacation period will make a strong statement about the seriousness of his situation.

It poses an awkward situation because of proximity to a scheduled vacation.

The student is at-risk academically.

107. PROCEDURES FOR STUDENTS DISMISSED FROM SCHOOL As soon as the Dean of Students notifies the advisor that his advisee will appear before the SFDC or Honor Council for a violation that could result in expulsion, the advisor will contact the student’s parents/guardians. The advisor should be prepared to give the parents the time of the upcoming hearing and should let them know when they will be notified of the outcome. The advisor should ensure the advisee and his parents know that expulsion is a possibility and that, if expelled, the student will be expected to exit the campus within 24 hours of when the decision is made. If the student is dismissed, the Head of School will notify the parents. The student must remain with his advisor or another adult at all times from the time he is notified that he has TEAM BARON HANDBOOK version 2627.1

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been expelled until he actually departs the campus. The advisor will obtain boxes or other packing materials from the Residence Life Assistant and will stay with the student while the student packs, seals, and labels his belongings. If at all possible, the student should take his belongings with him when he leaves. If it is not possible to do so, the advisor must see that the packaged items are delivered to the office of the Residence Life Assistant and shipped in a timely fashion. The advisor should make it clear to his advisee and his parents that the School will not accept responsibility for items the student fails to pack. If the dismissed student must remain overnight on campus before departing, he will stay in the infirmary. The advisor or another adult member of our community will escort him the following day from the time he gets up to the point at which he boards transportation for the trip home. The advisor should check with the infirmary to see if the student has medications that need to be taken or sent home. The nurse will decide whether to release medications to the student or mail them home if the student’s parents do not come to the campus to pick him up. The advisor will collect the student’s room key and post office box key, as well as any library books that the student may have.

108. STUDENT “RED FLAG” INFORMATION “Red Flag” information includes disclosures regarding a drug history, hospitalization for emotional problems, juvenile court history or probation status, and/or disciplinary problems at a previous school that become known about a student after enrollment. Whenever information of this type comes to light, the following steps should be taken: •

The faculty or staff member should contact the boy’s advisor and the Dean of Students.

•

The advisor should check the boy’s permanent file in the Registrar’s office to determine whether the red flag information is already known to us. Page 109

•

If the information is not on file, the advisor should check with the Director of Admissions to determine whether he was aware of the student’s background. The advisor then should gather any pertinent information that the student’s teachers, coaches, and hall parent may have.

•

The advisor should pass any information they have collected to the Dean of Students, who will present it to the Head of School and Director of Admissions (our admissions application states that deliberate omissions or misrepresentations by parents give us the right to revoke the admission).

•

If the information suggests a potential threat to the safety of the student or others, or otherwise raises concerns about school safety, the Dean of Students shall promptly notify the School’s Threat Assessment

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Team for review and any appropriate action in accordance with the School’s Threat Assessment procedures.

109. RELEASING STUDENT INFORMATION No information regarding any student should be released without having on file a written release by a parent or guardian (or the student himself, if he is not a minor). Please check with the school’s Registrar to determine whether the student has a signed release on file.

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PART XII CO-CURRICULAR PROGRAMS 110. OVERVIEW While the academic curriculum is our reason for being, co-curricular programs also directly contribute to our ability to fulfill our mission. The co-curriculum encompasses all that we do beyond the classroom and study hall, including Character Education, Student Leadership, Athletics, the Outdoor Program, both Visual and Performing Arts, Advising, and the Chapel Program. Like our academic curriculum, we strive to ensure that the co-curriculum is personalized, structured, and innovative. All of our afternoon programs meet the following criteria: •

The activity must be challenging, forcing the student out of his comfort zone so he learns and grows.

•

The activity must offer opportunities for success and failure.

•

It must encourage and contribute to a healthy lifestyle.

•

On average, a student spends twice as much time with his coach as he spends with most of his classroom teachers. For this reason, it is essential that our coaches model and teach our Code of Character Values.

111. ATHLETIC PARTICIPATION POLICY Students must participate in an afternoon activity each season. Each year, two of those three activities must be physically active in nature. In other words, students may choose one activity that is considered non-physically active, such as robotics, drama, art, or managing a sport. Graduation requirements include one experience in the outdoors (which may be an afternoon activity, an elective class, or a summer trip), one experience in the arts (which may be an afternoon activity or an elective class), and two seasons of a competitive sport. This requirement may be waived by the Athletic Director in exceptional situations, such as when a student is recovering from an injury. Academic Eligibility for Athletic Competition Coaches are expected to review and monitor the School’s Academic Eligibility Policy for Athletic Competition throughout each season to ensure that student-athletes remain eligible for competition. Because eligibility status may change during the semester based on academic performance, coaches should regularly review eligibility communications and work proactively with students who may be at risk of becoming ineligible. The Academic Eligibility for Athletic Competition Policy is administered by the Athletic Director, Dean of Academics, and Registrar, who are responsible for determining and communicating eligibility status in accordance with the TEAM BARON HANDBOOK version 2627.1

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School’s established procedures.

112. ATHLETICS The Blue Ridge School is a member of the Blue Ridge Athletic Conference (BRAC). Their standards include statements on sportsmanship, recruiting, eligibility, officials, scheduling, equipment safety measures, and exceptions to National Federation Rules for all sports. Coaches must adhere to these policies and procedures. For more information on the Virginia Independent Schools Athletic Association (VISAA) and BRAC policies and procedures, please contact the Athletic Director. Interscholastic athletic contests are routinely scheduled on Tuesdays, Fridays, and selected weekend days. Each spring, a letter is sent to parents asking them to prioritize BRS team schedules when arranging for college visits and proms. We support participation in AAU tournaments as long as they do not conflict with scheduled school athletic events for teams on which the boys are members or other mandatory school activities. One of the most important goals of the athletic program is to maintain an atmosphere of sportsmanship and proper perspective for participants and fans. We seek an atmosphere of mutual respect that is shared among the competitors, officials, and fans. We want to be known as a school that produces successful and well-coached teams, but also one where the players and fans conduct themselves properly. Each coach is responsible for controlling the actions of his players on the field and off the field. This includes at other schools, on buses and vans, and in public areas. Our student-athletes are expected to conduct themselves as ambassadors for the school at all times. Head varsity coaches are also required to report scores to the Athletic Director following each contest. Any Blue Ridge student-athlete/coach who is ejected from any athletic contest for unsportsmanlike conduct will not be permitted to participate in the next scheduled contest. Coaches’ Handbook All coaches and assistant coaches should reference the Coaches’ Handbook provided by the Athletic Director. The Coaches’ Handbook is the primary departmental resource and should be consulted directly for: •

Athletic Department Job Descriptions & Responsibilities

•

General Coaching Responsibilities

•

Safety Tips

•

General Athletic Policies

Coaches and assistant coaches should review the Coaches’ Handbook at the start of each season and refer back to it throughout the year. Any questions about its contents or about departmental procedures not addressed in TEAM BARON HANDBOOK version 2627.1

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this Employee Handbook should be directed to the Athletic Director.

113. AWARDS An athletic assembly will be held at the end of each season to honor the athletes on each team. Participation will be recognized and awards given. The major athletic awards for graduating seniors will be presented at graduation.

114. PERFORMING ARTS To communicate to/with others through the active arts is an essential component of what it means to be fully human. Therefore, every Blue Ridge boy should have some experience in creative things, whether in music, movement, words, or visual images, or some combination thereof. We are aiming for excellence and will be continually raising the bar on what the boys think they can and cannot do, but our emphasis remains on providing entry-level opportunities for all of the boys to try their hand at some aspect of the active/performing arts. Recently, our Performing Arts program has developed unique opportunities for student leadership, including the chance to write and direct original scripts as well as to write and perform original music for our winter musical. We will continue to strive to provide these types of unique leadership opportunities for students with a particular interest in performing arts, even as we seek to involve novices.

115. OUTDOOR PROGRAM Our setting at the foothills of the Blue Ridge Mountains and our outdoor facilities provide excellent opportunities for learning outdoor skills, safety, and an appreciation for the environment. The Blue Ridge School Outdoor Program strives to take advantage of our mountain location while encouraging nontraditional activities, teamwork, personal challenges, and a respect for the natural world. On-campus facilities include a climbing tower, a zip line, high ropes and low ropes courses, myriad walking/biking trails, the Rymer Shooting Range, and kayaks and canoes. In addition to the regularly scheduled athletic/activities period each weekday, a variety of weekend outdoor activities are planned, including fishing, mountain climbing, backpacking, biking, whitewater rafting, caving, and skiing. Students can also take outdoor elective classes as part of their daily academic schedule. The Outdoor Program offers three distinct afternoon activities that leverage our location on the edge of the Blue Ridge Mountains as an opportunity to push students beyond their physical and psychological comfort zones. The activities to which the boys are exposed can become lifelong pursuits. Afternoon Outdoors The afternoon outdoor program provides excellent opportunities for students to learn new outdoor skills and develop an appreciation for nature and the environment. Activities each semester include hiking, camping, rock climbing, skiing, and snowboarding, mountain biking, canoeing, and teambuilding activities. Mountain Biking The afternoon mountain biking program provides an alternative, competitive, and physical activity for our TEAM BARON HANDBOOK version 2627.1

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students, taking full advantage of our trail system on campus. Students participate in local races in the Fall and the Virginia High School Race series in the spring. Outdoorsmen Program The purpose of the Blue Ridge School Outdoorsmen Program is to teach our students the skills necessary to ethically, safely, and responsibly enjoy exploring wilderness areas, hunting,g and fishing. We seek to create an experiential learning environment that encourages teamwork and provides leadership opportunities. We specifically focus on the following core components: physical fitness, land navigation with map and compass, marksmanship and safe firearms handling, fly-fishing, archery, and outdoor ethics. The Outdoorsmen go on several fishing and hunting trips during the course of the year.

116. COMMUNITY SERVICE Community Service is part of the Character Education Program. We partner with Greene County Alliance of Church and Community Efforts (GRACE) on Tuesday evenings to assist them in providing meals to those in need in our community. We also work with other service organizations in neighboring counties to provide students with opportunities to participate in hands-on community service projects.

117. SPIRITUAL LIFE Chapel services are held on Tuesdays and Thursdays. These are times when the entire Blue Ridge School community gathers for reflection. All students, faculty, and administrators are expected to attend chapel services. Advisors are to report any student absences to the Dean of Students. If a student is absent for reasons that are not excused, he will perform tasks as directed by the Dean of Students. Several additional special chapel services (including the Convocation, Candlelight Service, Honors Service, and Baccalaureate) will be scheduled by the AHSA with the head of school’s approval. Faculty and staff are required to attend these services. Advisors sit with their advisees during the chapel service according to a seating chart prepared by the Dean of Students. During chapel, the faculty is responsible for modeling appropriate behavior and monitoring student behavior to ensure reverence and respect. Students who wish to attend religious services off campus may do so. We will make reasonable efforts to facilitate transportation by a faculty member. All questions regarding arranging transportation to these services should be addressed to the Chaplain. Spiritual Life Program The Episcopal Church founded the original Blue Ridge School, establishing the School’s first mission. Though we are no longer officially linked to the Episcopal Diocese of Virginia, we honor our historically close relationship with the Episcopal Diocese of Virginia Church by affirming this Christian denomination as the common starting point for each student’s spiritual development. TEAM BARON HANDBOOK version 2627.1

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The Blue Ridge School curriculum strives to encompass academic, emotional, spiritual, physical, and character growth within each student. Adolescence is a time when young people explore and begin to internalize their spiritual beliefs. It is our stance that thinking deeply about and defining one’s spiritual beliefs is essential to a balanced, fulfilling, happy, and meaningful life. Our Anglican heritage allows us to honor the Christian tradition while respecting the many faiths represented within our community. Likewise, we seek to create an environment in which students can explore, examine, and define their own beliefs while respecting those of others. To that end and within the context of our Episcopal traditions, the purpose of the spiritual life program is based on the following tenets: •

Encourage the spiritual growth of all students; sustain faith.

•

Explain the Code of Character Values and use them as a common language for which students are able to engage with ideas and concepts that directly affect a students’ character.

•

Facilitate dialogue and understanding among all members of our community.

•

We believe, and expect the community to adhere to the belief that we all should aspire to a purpose in life that goes beyond self.

•

Our Spiritual Life Program provides a foundation for, and is closely linked to, our Character Education Program, emphasizing ideals common to many faiths: Purpose, Discipline, Fortitude, Citizenship, Knowledge & Wisdom, Honor , and the concept of being one’s Brother’s Keeper.

Outcomes •

Self-Awareness – all members of the community will have at least begun the process of exploring and defining their spiritual beliefs and the practices which express these beliefs. Page 115

•

Respect – all members of the community will have opportunities to share their own ideas and respectfully listen to the ideas of others on spiritual matters.

•

Commitment to Action – all members of the community are committed to the daily practice of their spiritual beliefs and will point to one concrete action each year that they believe furthers their spiritual development and pursuit of purpose.

•

Brother’s Keeper – All members of the community strive to serve as Brother’s Keeper to others and will participate in the School’s community service program.

Components •

Worship and Spiritual Development.

•

Chapel Services – overview ɥ

Tuesdays/Thursdays: 15-minute services, sometimes featuring guest speakers (students, faculty, community members, etc) and required by all students and faculty.

Convocation, Candlelight Service, Honors Service, and Baccalaureate services, plus three more determined by the Head of School, are required by all students, faculty, and staff.

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•

Chapel Services – Student Involvement ɥ

Students will participate in planning and/or leading selected services under the guidance of the AHSA. Roles may include: reader, acolyte, crucifer, sacristan, usher, musician, speaker.

Off-campus Worship Opportunities: Mosque, Synagogue, Buddhist Temple, other Christian churches, etc.

•

Christian Fellowship/Spiritual Development Opportunities ɥ

•

Fellowship of Christian Athletes

Non-Christian Fellowship/Spiritual Development Opportunities (to be coordinated by the Chaplain) ɥ

Visits from religious leaders from other faith communities. These could be provided specifically for particular faith groups, but religious leaders could also be invited to speak at school-wide events.

Special events on-campus, hosted by other faith communities (e.g., a break-the-fast celebration following Ramadan could be sponsored by a few local Muslim families)

Provision of appropriately outfitted on-campus space for worship for non-Christians as needed

•

Education.

•

World Religions taught by BRS faculty members.

That said, the School is committed to providing a work environment that is respectful of the religious beliefs of all its employees. Consistent with this commitment, the School will make good faith efforts to provide a reasonable religious accommodation to employees whose sincerely held religious beliefs conflict with the School’s employment requirement, unless such an accommodation would create an undue hardship for the School. The School prohibits retaliation against employees who request a religious accommodation or who participate in an approved accommodation. An employee who violates this anti-retaliation provision may be subject to discipline, up to and including termination.

118. ASSEMBLIES The Dean of Students is responsible for weekday assemblies. All faculty are expected to attend weekday assemblies. The major purpose of most assemblies is to communicate announcements for the day and/or to celebrate student achievements. Advisors are expected to: •

Model and instruct advisees on appropriate behavior.

•

Maintain order among advisees by quietly and quickly correcting any inappropriate or disruptive behavior.

•

Sit in assigned seats and take attendance for the advisee group and report absences to the Dean of Students.

•

Ensure that students maintain proper dress (including keeping jackets on when coat and tie attire is required) and proper decorum (sitting upright, keeping their feet on the floor, and being attentive).

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members may use this time to communicate information to the entire community, but are discouraged from using the entire group’s time to communicate with small numbers of students, i.e., “I need to see John Doe at conference period.”

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PART XIII SERVICES 119. DINING HALL OPERATIONS To maintain appropriate decorum in the dining room, we all must work to ensure that good manners and good habits are practiced. Users of the facility should expect to have an orderly, reasonably quiet, and pleasant atmosphere in which to consume their meals. The following guidelines apply to dependent children and guests, as well as students. Meal schedules are listed on the bell schedule. At least one duty team member is required to stay until all students leave the dining room at the conclusion of each meal. All adults present in the dining room during any meal share responsibility for monitoring student behavior. This is not the sole responsibility of the duty personnel. Staff and faculty should vary where they sit. One of the best ways we can signal our commitment as surrogate parents is to share meals with students. When visitors are invited for meals, the food service must be notified of the number of people involved and the meal they will consume 24 hours before their arrival. The Catering Request Form must be submitted at least seven days before any special events, such as dances, cookouts, and banquets, to ensure sufficient time to make the necessary food purchases. Food service must be notified immediately whenever a visiting athletic team is invited to dine, and the number of people involved. Athletic teams whose late games cause them to arrive at dinner after 6:30 p.m. may enter the dining hall in their uniforms, provided that mud or dirt is not tracked through the dining hall. The coach will notify the dining hall in advance that they may be late and ask that the meal be held for them. The coach must accompany their team to the dining hall. When students are to be absent from meals because of athletic trips or for other reasons, the food service must be notified at least one day before the absence date. They must be notified how many and which meals will be missed, and the number of people who will be absent.

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Athletic teams that need to eat early because of game schedules should meet in the hallway outside the dining hall. The coach must be present, and the team must enter the dining room as a group. The duty team member will hold other students from entering the dining hall until the athletic team has gone through the line.

120. STUDENT HEALTH CENTER The school nurses and school physician are employed for, and the Student Health Center (SHC) is maintained primarily for the benefit of the students; however, the medical staff is available to treat faculty family members for minor illnesses or injuries. The nurses will administer prescription medications to employees and students only with a physician’s authorization.

121. MAINTENANCE WORK REQUEST POLICY All requests for routine, non-emergency work to be performed by the Facilities Department must be submitted online in the BRS Work Order Google form. Work requests will be prioritized by: •

Threat to human safety

•

Threat to real or personal property

•

Projects with a date-certain completion because of a scheduled event

•

Budget constraints on the repair

•

Order in which the request was turned in

122. EMERGENCY REPAIR SITUATIONS An emergency repair is defined as anything that is an immediate danger to the life and safety of our students, residents, employees, or guests, or is an immediate danger that would cause destruction or severe damage to Blue Ridge School property. This would include, in no particular order (and by way of example only): •

Water damage – burst pipes, overflowing drains, severe leak from a storm, discolored tap water

•

Loss of heat during the winter season

•

Loss of electricity

•

The smell of gas or fuel oil

•

A Blue Ridge vehicle breaking down away from campus

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For emergency repairs, locate and inform the nearest maintenance person of the situation. If an emergency should occur during non-business hours, holidays, or weekends, follow the steps below:

First

Two of our maintenance staff are equipped with cell phones. To reach one of the people on call, dial 400-8231. If no answer, leave a detailed message, along with your phone number.

Second

If you do not receive a response within 5 minutes, follow the same procedure using 400-8248.

Third

Try to contact one of the following people in The order listed: Jamie Bourland, Facilities Director (434-985-3476) Mike Jamrozek, Campus Security Manager (434-806-2954) Trip Darrin, Head of School (434-566-8700) Franklin Daniels, Assoc. Head of School for External Affairs (434-989-5078)

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PART XIV EMERGENCY PROCEDURES 24-Hour Emergency Phone Number: 434-992-0506 All Team Baron members should: •

Be familiar with the emergency procedures section of the Crisis Response Plan.

•

Be able to recognize a life-threatening situation.

•

Know when to call 911 in an emergency.

•

Know CPR and basic first aid.

•

Know the locations of area hospital emergency rooms.

•

Know your duty responsibilities as the emergency medical driver.

123. EMERGENCY DRIVER RESPONSIBILITIES Every day of the week, a faculty member is assigned duty as the Emergency Driver. This Emergency Driver is on duty from 7:30 am on the assigned day until 7:30 am the following morning. This person cannot leave campus when on duty. The nurse depends on this person to be ready at any time. The emergency driver takes students who don’t have serious, life-threatening illnesses or injuries to the emergency room. If a situation appears to be life-threatening or otherwise serious in nature, professional transport is obtained by calling 911. Specific Instructions for the Emergency Driver are: •

Keep the radio on your person, turned on with the volume up throughout your assigned duty day.

•

Be prepared to take students to the emergency room at any time during your duty day. This includes getting the vehicle keys, necessary release forms, and preparing the vehicle for student transport. You may ask other faculty members for assistance. Never leave an activity unsupervised.

•

Do not leave campus at any time during your duty unless instructed to do so in an emergency event.

•

Keep your driver’s license with you at all times in case you must leave campus quickly with a student.

•

Obtain the consent sheet and the authorization to treat form from the nurse. Speak with the nurse on duty about any special instructions before leaving campus with the student.

•

Leave the walkie-talkie with another member of your duty team before departing campus.

•

Drive carefully. Do not endanger yourself and others by exceeding the speed limit.

•

The emergency driver should speak with the treating physician to ensure they understand what treatment has been given and what follow-up is needed.

•

If complications occur, be sure to keep the nurse informed of all developments via the phone (434) 9920506. It is the nurse’s responsibility to keep the parents informed of the situation.

•

If the parents need to be contacted by the doctor, be sure to inform the nurse of all information that is

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exchanged. •

Use the student’s home address on all documents. Faculty members may sign consent and privacy forms. Do not use the Blue Ridge School address or sign any papers concerning payment for services.

•

If a medication is prescribed, call the school nurse before leaving town to determine if you should pick it up (434-992-0506).

•

Do not run personal errands while on an emergency trip. Keep in touch with the school nurse. Other than stopping for a meal that a student may have missed or picking up medications, faculty members should return to campus duty as soon as possible. The duty team is shorthanded while the emergency driver is away.

•

Upon return to campus, take the student to the Student Health Center for nurse follow-up.

•

Notify the nurse of any specific treatment or medications that the doctor has prescribed.

•

Return the Nurse’s vehicle to the front of the Student Health Center and hand the keys over to the nurse.

•

Report any mechanical issues with the duty vehicle to the nurse.

124. MEDICAL EMERGENCY PROCEDURES When any faculty/staff member becomes aware of a medical emergency, the employee must immediately report the emergency to the Duty Team Captain or any Leader Team member. The nurse on duty and the medical driver must also be notified of the situation as soon as possible. The nurse on duty will gather the necessary equipment and report to the scene. The nurse will then take charge of the situation until the rescue squad has arrived. If not already so equipped, all Team Baron members responding to the emergency must secure a two-way radio device. Never leave the patient unattended! The emergency driver should immediately report to and remain at the dorm office. The function of this person is to make necessary phone contacts and to direct arriving medical personnel to the scene. If the emergency driver happens to be the first person notified of the incident, the Duty Captain will assume or assign someone to the role of the emergency driver so that the original medical driver can remain or report to the scene. In the event of an emergency where trained personnel are required to transport a victim to the hospital, the Emergency Transport System should be activated. Whenever possible, a school nurse should be the individual who calls 911. Faculty members should only do so if a nurse is not available or if the situation is life-threatening and delay would put the patient at greater health risk. •

Dial 911 to activate the system.

•

Report the age of the victim and the nature of the problem.

•

Give directions to the site of the incident.

•

Send a person to meet the rescue squad and direct them to the scene of the patient.

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•

The patient should never be left unattended.

•

The student’s parents/guardians should also be promptly notified of any significant injuries. 24-Hour Medical Emergency Phone Number 434-992-0506 Nights/Weekends Walsh Lobby 434-992-0501

125. TORNADO EMERGENCY PROCEDURES The alarm for a tornado emergency will sound on the overhead speakers, by use of the “ALL PAGE” key, with commands to seek shelter. In general, take shelter in the lowest level of the building you occupy, staying away from all glass and loose objects. In the event of a tornado emergency during the school day, follow these procedures: •

Math, History, and English students should go to the lower-level hallways of the Science and Technology wings, away from any glass windows or doors.

•

Foreign language and all computer lab students remain in their classrooms and move away from the windows. Science students and those using the lower science wing area should remain in their classrooms and move away from the windows.

•

Students in the Student Center should go downstairs to the Outdoor Program room.

•

Administration and Business Office personnel should go to the lower-level drama hallways.

•

Anyone in the Infirmary should go to an inner room without windows.

•

If the tornado warning sounds when classes are not in session, all students should proceed directly to the lowest level interior of the closest building, away from doors, windows, and potential debris.

•

Once in the designated area, everyone must crouch as low as possible to the floor, facing down, and covering their heads with their hands. Remain calm and quiet while awaiting further instructions. Faculty should take attendance as soon as it is safe to do so, noting any absences.

126. FIRE EMERGENCY PROCEDURES The signal for a fire emergency is the fire alarm system. A series of horns and strobe lights will indicate the triggering of a detector or pull station in one of the buildings. All students and faculty are to report immediately to the chapel. Students are to sit by dorm halls, as practiced during fire drills. Once in the designated area, all people must remain calm and quiet while awaiting further instructions. Attendance will be taken by hall parents or by hall duty team members. Report all absences to the highest-ranking administrator present in the chain of command.

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Fire Evacuation Plan Unless the fire alarm is preceded by an overhead announcement to disregard alarms, any fire alarm will be treated as a real fire, and all personnel will take part in the evacuation exercise. The School is required to hold a practice fire drill once a month. The times of these drills will not be announced to the general public. The Director of Campus Safety & Security will conduct all fire drills. IN THE EVENT OF A FIRE ALARM, THE HALL PARENT OR DUTY TEAM MEMBER WILL IMMEDIATELY: •

Check every room in the hall and send the students to the chapel. Students will sit in their assigned seats at the chapel. If the fire is at the chapel, the students will gather on the front lawn by the hall family, around the hall prefect.

•

Ensure that all windows and doors in the hall are closed. It is especially important to ensure that the fire doors are closed.

•

Go to the chapel/lawn to assist with order and accounting for the students. Direct their hall family back to the hall after the fire marshal has given clearance or terminated the drill.

•

Restore order to the hall.

THE DIRECTOR OF CAMPUS SAFETY & SECURITY OR DUTY CAPTAIN WILL: •

Ensure the evacuation of all buildings, and that personnel are going to the chapel as quickly as possible.

•

Establish order at the evacuation site.

•

Log the time the alarm sounded and the time the event ended.

•

Terminate the exercises or work with the school and fire personnel in accordance with the Crisis Response Plan.

THE DUTY CAPTAIN OR THE FIRST ADULT RESPONDING TO THE ALARM WILL: •

Check the alarm status. The main alarm box is in the utility closet (#9 key) on Middle North.

•

Go to the area indicated by the alarm message and look for any dangerous conditions.

•

Inspect all detectors and pull stations. If a smoke/heat detector has been activated, the small light on the detector will stay on until the system is reset.

•

Return to the main alarm box. Hit the SILENCE button to turn off the sirens. Ensure that buildings have been vacated before this step.

•

Call Johnson Controls’ Monitoring Center (1-800-759-5151). Inform them about the alarm event and either confirm a fire or notify them of a false alarm.

•

Johnson Controls directly contacts the local emergency center, so it is important to notify them as quickly as possible once the buildings have been deemed safe.

•

Notify the Director of Campus Safety & Security of the incident and of the actions taken.

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APPENDICES APPENDIX A 2026-2027 Blue Ridge School Board of Trustees

APPENDIX B 2026-2027 Blue Ridge School Faculty and Staff

APPENDIX C Student Leadership Positions 2026-2027 Senior Class President Senior Vice President Senior Representative Senior Representative

Byers, Jason Ye, James Jopko, Mylan Turner, Wyatt

Junior Representative Junior Representative

Sakwa, Nelson Sine, David

Sophomore Representative Sophomore Representative

Chen, Derui Mieusset, Maëlig

Freshman Representative Freshman Representative

TBD TBD

Disciplinary Committee Jones, Derrius Jopko, Mylan

Turner, Wyatt Ye, James

Honor Council Cerdan, Nino Crawford, Josh Elliott, Griffin Gil de Montes, Lucas

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Student Leadership Positions 2026-2027 Proctors Bower, Nathan Bouchard, Obryan Brangman-Cain, Kamdon Eagleburger, Sawyer Jamela, Wonane

Krauser, Matthew Martinez, Demar Sakwa, Nelson Saunders, Rayvon Sine, David

Prefects Byers, Jason Cerdan, Nino Crawford, Josh Green, Chase Lynch, Jacoby

Moscato, Ryan Ndashimye, Sheja Rodriguez, Jeremy Wood, Liam Ye, James

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APPENDIX D School Organizational Chart 2026-2027

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APPENDIX E

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APPENDIX F

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APPENDIX G Blue Ridge School Campus Map

APPENDIX H Conflicts of Interest Policy

CONFLICTS OF INTEREST POLICY OF THE BLUE RIDGE SCHOOL, INCORPORATED Article I Purpose The purpose of this Conflicts of Interest Policy is to protect the interests of Blue Ridge School, Incorporated (“the School”) when it is contemplating entering into a transaction or arrangement that might benefit the private interest of an Officer, Trustee, or key employee of the School. This policy is intended to supplement, but not replace, any applicable Virginia laws governing conflicts of interest applicable to non-profit and charitable corporations. Article II Definitions 1. Interested Person Any Trustee, Officer, Member of a committee with Board-delegated powers, or Key Employee who has a direct or indirect financial interest, as defined below, is an interested person. 2. Financial Interest A person has a financial interest if the person has, directly or indirectly, through business, investment, or family: A. An ownership or investment interest in any entity with which the School has a transaction or arrangement, or B. A compensation arrangement with the School or with any entity or individual with which the School has a transaction or arrangement, or C. A potential ownership or investment interest in, or compensation arrangement with, any entity or individual with which the School is negotiating a transaction or arrangement. Compensation includes direct and indirect remuneration, as well as gifts or favors that are substantial in nature. A financial interest is not necessarily a conflict of interest. Under Article III, Section 2, a person who has a financial interest may have a conflict of interest only if the Board of Trustees or the appropriate committee decides that a conflict of interest exists.

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Article II Procedures 1. Duty to Disclose In connection with any actual or possible conflicts of interest, an interested person must disclose the existence of their financial interest and must be allowed to disclose all material facts to the directors and members of committees with Board-delegated powers considering the proposed transaction or arrangement. 2. Determining Whether a Conflict of Interest Exists After disclosure of the financial interest and all material facts, and after any discussion with the interested person, he/she shall leave the Board or committee meeting while the determination of a conflict of interest is discussed and voted upon. The remaining Board or committee members shall decide if a conflict of interest exists. 3. Procedures for Addressing the Conflict of Interest A. An interested person may make a presentation at the Board or committee meeting, but after such presentation, he/she shall leave the meeting during the discussion of, and the vote on, the transaction or arrangement that results in the conflict of interest. B. The Chair of the Board or committee shall, if appropriate, appoint a disinterested person or committee to investigate alternatives to the proposed transaction or arrangement. C. After exercising due diligence, the Board or committee shall determine whether the School can obtain a more advantageous transaction or arrangement with reasonable efforts from a person or entity that would not give rise to a conflict of interest. D. If a more advantageous transaction or arrangement is not reasonably attainable under circumstances that would not give rise to a conflict of interest, the Board or committee shall determine by a majority vote of the disinterested Trustees whether the transaction or arrangement is in the School’s best interest and for its own benefit and whether the transaction is fair and reasonable to the School and shall make its decision as to whether to enter into the transaction or arrangement in conformity with such determination. 4. Violations of the Conflicts of Interest Policy A. If the Board or committee has reasonable cause to believe that a member or key employee has failed to disclose actual or possible conflicts of interest, it shall inform that individual of the basis for such belief and allow him/her to explain the alleged failure to disclose. B. If, after hearing the response of the individual and making such further investigation as may be warranted in the circumstances, the Board or committee determines that the individual has, in fact, failed to disclose an actual or possible conflict of interest, it shall take appropriate disciplinary and corrective action.

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Article IV Records of Proceedings The minutes of the Board of Trustees (and all committees with Board-delegated powers) shall contain: 1. The names of the persons who disclosed or otherwise were found to have a financial interest in connection with an actual or possible conflict of interest, the nature of the financial interest, any action taken to determine whether a conflict of interest was present, and the Board’s or committee’s decision as to whether a conflict of interest, in fact, existed. 2. The names of the persons who were present for discussions and votes relating to the transaction or arrangement, the content of the discussion, including any alternatives to the proposed transaction or arrangement, and a record of any votes taken in connection therewith.

Article V Compensation 1. A voting member of the Board of Trustees who receives compensation, directly or indirectly, from the School for services, if any, is precluded from voting on matters about the member’s compensation. 2. A voting member of any committee whose jurisdiction includes compensation matters and who receives compensation, directly or indirectly, from the School for services, if any, is precluded from voting on matters about the member’s compensation. 3. Employees of the School who receive compensation, directly or indirectly, from the School are precluded from membership on any committee whose jurisdiction includes compensation matters.

Article VI Annual Statements Each Trustee, Officer, Member of a committee with Board-delegated powers, and Key Employee shall annually sign a statement which affirms that such person: 1. 2. 3. 4.

Has received a copy of the Conflicts of Interest Policy, Has read and understands the policy, Has agreed to comply with the policy, and Understands that the School is a charitable organization and that to maintain its federal tax-exempt status, it must engage primarily in activities which accomplish one or more of its tax-exempt purposes. Article VII Periodic Reviews

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reviews shall be conducted to assure compliance with laws affecting charitable organizations and exempt bondfinanced facilities.

Article VIII Use of Outside Experts In conducting the periodic reviews provided for in Article VII, the School may, but need not, use outside advisors, provided the Board of Trustees shall retain ultimate decision-making authority regarding periodic reviews. REVISED 3-28-06

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APPENDIX I

School calendar 2026-27 KEY DATES - BREAKS - EXAMS - EVENTS AT A GLANCE

AUGUST Aug. 12-14 New Faculty Orientation Aug. 14 Football/ELL Camp/Prefect & Proctor Registration 1-3pm Aug. 17-21 All Faculty Inservice Aug. 21 Soccer/Honor Council/Disciplinary Council Registration 1-3 pm Aug. 28 New 9th & 10th Grade Orientation Registration 1-3pm SEPTEMBER - OCTOBER Sept. 2 Final student registration 11am - 3pm Sept. 3 Opening Day Sept. 3 Convocation (Time TBD)

August

January

Sept. 25-28 Fall Long Weekend

31 September

Oct. 1-2 Board of Trustees Meeting Oct. 2-4 Fall Alumni/Homecoming Weekend Oct. 9-12 ROPES Character Education Trips (underclassmen) Oct. 16-18 Fall Family Weekend NOVEMBER - DECEMBER Nov. 20 Thanksgiving Holiday begins 12:00pm Nov. 29 Thanksgiving Holiday ends 7:00pm

February

Dec. 13 Candlelight Service 5:00pm Dec. 14-18 Exams

October

Dec. 18 Christmas Holiday begins 12:00pm

JANUARY - FEBRUARY

March T

Jan. 3 Christmas Holiday ends 7:00pm

Jan. 29 Mid-Winter Break begins 12:00pm

Jan. 30 118th Blue & White Bash (New York City)

Feb. 1 Mid-Winter Break ends 7:00pm

Feb. 26 Spring Break begins 12:00pm MARCH - APRIL Mar. 14 Spring Break ends 7:00pm

November

Mar. 26 Easter Break begins 12:00pm

Mar. 29 Easter Break ends 7:00pm

April F

T 1

17 24

Apr. 1-2 Board of Trustees Meeting Apr. 16-18 Spring Family Weekend

Apr. 23-27 ROPES Character Education Trips (12th grade)

MAY May 14 Honors Service (Time TBD) May 20-21 Exams - Senior Class May 23 Baccalaureate 5:00pm

December

May 23 Baccalaureate Dinner 6:00pm May 24 Commencement 9:30am

May 25-27 Exams - Underclassmen May 28 Underclassmen depart 12:00pm June 1-2 All Faculty Inservice June 17-18 Board of Trustees Meeting Campus events

Holidays/Vacations

Saturday Morning Program (attendance req.)

Exams

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APPENDIX J Sustainability Statement & Goals The Blue Ridge School is an ideal setting for young men to develop a sense of place, which, in turn, develops a sense of appreciation and responsibility. We strive to instill in our students a commitment to sustainability through engagement in unique programs and intentional initiatives both on campus and in the broader community. The Blue Ridge School is dedicated to fostering a community that is committed to sustainability and environmental stewardship through energy efficiency, resource conservation, and wise land management. All faculty and staff are asked to lead by example in the following areas (where applicable in classrooms, offices, and homes) to educate our students and maintain an environmentally conscious community. Reduce • Use digital resources for assignments whenever possible • Make two-sided printing and copying standard practice • Prioritize local and eco-friendly products when making purchases • Utilize sleep settings on the computer and turn off all electronics when not in use - consider utilizing Advanced Power Strips to reduce energy demand when devices are not being used • Use natural lighting whenever possible • Keep doors and windows closed when the heat/AC is on • Plan special events mindfully - utilize reusable dinnerware or compostable supplies • Prioritize the purchase of EPEAT or Energy Star options when replacing electronics and appliances • Turn off the lights when leaving a room • Replace all bulbs with LED options • Report/repair drafty windows and doors • Report/repair leaky faucets and take other water conservation steps • No idling on school grounds or in school vehicles • When traveling, prioritize fuel-efficient rental vehicles (Avis, Enterprise, Hertz, National) Reuse • Utilize reusable containers when take-out is needed at the dining hall • Utilize a reusable coffee mug & water bottle • Do not use disposable pod-style coffee makers • Donate furniture, materials, and supplies • Prioritize purch • ase of previously-used furniture, materials, or supplies • Compost acceptable food waste from residences and all organics from the Dining Hall.

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Recycle • Ensure recycling bins are prominently located and clearly labeled, and proper items are deposited (paper, cardboard, glass, plastic). • Consult additional resources, like the Albemarle County Recycling and Reuse Guide, to further limit landfill waste.

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APPENDIX K Technology Policies This appendix contains the complete, authoritative text of the Blue Ridge School technology policies summarized in Sections 29–30 and 32–36 of the Employee Handbook, along with related agreements and end-of-lifecycle policies. If any conflict exists between a handbook overview and this appendix, this appendix governs. Contents: •

Communications Agreement (for Parents)

•

Electronic Communication Policy

•

Social Media and Electronic Communications Guidelines for Faculty and Staff

•

Password Policy

•

Data Backup Policy

•

Remote Access Policy

•

IT Procurement Policy

•

Technology Equipment Disposal Policy

•

Student Termination of Enrollment Policy

•

Termination of Employment Policy

Communications Agreement (for Parents) I/We acknowledge and understand that members of the faculty and staff of Blue Ridge School communicate with my/our child exclusively through official Blue Ridge School platforms and school-sanctioned channels, including but not limited to school email, Google Classroom, Blackbaud, and school-issued devices or phone numbers. Faculty, staff, and administrators of Blue Ridge School receive periodic training on the appropriate use of electronic communications in a professional setting. Inappropriate use of this technology by employees of the School may result in disciplinary action, including termination. Students also receive periodic training on the appropriate use of many forms of electronic communication. Blue Ridge School understands current expectations and preferences for communications between faculty/staff and students and is providing guidance and training to promote safe and professional use of modern communication tools. ___ I permit my child to receive and send electronic communication between faculty/staff members’ personal social media channels and mobile phones. ___ I do not permit my child to receive and send electronic communication between faculty/staff members’ personal social media channels and mobile phones. Electronic communication between my child and the employees of Blue Ridge School must be limited to school-provided communications tools (e.g., email, Google Classroom applications, and Blackbaud). TEAM BARON HANDBOOK version 2627.1

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Electronic Communication Policy Purpose: Blue Ridge School recognizes that the lines between private and public, personal and professional communication are blurred in the digital world. Regardless of how you identify yourself online, you are a BRS employee, and you are now connected online to colleagues, students, parents, and the school community. Use these connections wisely and well. You should also ensure that information associated with you is consistent with your work at BRS. Scope: For this policy, electronic communication is defined as any form of online content or presence that allows you to engage in interactive conversations and exchange content that reaches out in multiple directions using Internet-based technologies, including social media. Examples include, but are not limited to, Facebook, LinkedIn, Twitter, YouTube, Instagram, Snapchat, TikTok, SmugMug, Dropbox, blogs, wikis, social bookmarking, document sharing, and email. This is a living document, and as electronic communication and social media change, the content presented here will evolve. The safety and well-being of Blue Ridge School students are paramount, and all members of the School faculty, staff, and administration should keep that in mind when communicating with students. For this document, these guidelines are meant to protect all adults who are employees of Blue Ridge School. This includes, but is not limited to, Faculty, Coaches, Tutors, and Staff. For the rest of this document, they will be referred to as ‘staff.’ Policy: With specific regard to electronic communication, as a school employee, you must: •

Understand that you are accountable for your postings and other electronic communications that are jobrelated, particularly, but not limited to, online activities conducted with a school e-mail address, or while using school property, networks, or resources.

•

Recognize that staff is expressly prohibited from posting or sharing confidential, proprietary, or protected health information about Blue Ridge School, students, faculty/staff, alumni, or parents. Staff must follow the applicable federal requirements, such as FERPA and HIPAA, and adhere to all applicable school privacy and confidentiality policies. Staff who share confidential information will face disciplinary action up to and including termination.

•

Understand that staff members who do not have a legitimate need to communicate with students through school-sanctioned electronic platforms are not allowed to do so. Separately, and without exception, no staff member may use a personal social media account or personal messaging app to communicate with a current student. See the “Social Media and Electronic Communications Guidelines for Faculty and Staff” below.

•

Honor a parent’s request to prohibit direct communication with their son through social media and text messaging. Staff found in willful violation of a parent’s communication preferences will face appropriate disciplinary action.

•

Preserve all communication with a student and present it to the Head of School and/or a student’s

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parents for any reason at any time. Willful destruction of staff-to-student communications can result in disciplinary action. Training and Awareness The following is mandatory for all students and staff: •

BRS Staff participate in annual Cyber Security and Awareness Training as developed by the Director of Technology.

•

All BRS Staff participate in “Responsible Social Media & Social Networking Training for Employees” as developed by the HR Staff and Director of Communications.

•

BRS Students participate in periodic “Social Media Training for Students” as developed by the Residential Life and Academic Department.

•

Parents acknowledge in the enrollment process that, because of the unique nature of Blue Ridge School’s all-boarding experience, BRS Staff communicate with students and/or parents exclusively through official Blue Ridge School platforms (e.g., school email, Google Classroom, Blackbaud, or school-issued devices). Staff do not use personal social media accounts or personal messaging apps to communicate with students under any circumstances.

Social Media and Electronic Communications Guidelines for Faculty and Staff Purpose In accordance with Blue Ridge School’s Electronic Communication Policy, employees are prohibited from using personal social media accounts or personal messaging apps (including text messaging) to communicate with current students, under any circumstances. This prohibition is absolute: no employee, regardless of role, relationship to a student, or the practical difficulty of reaching a student through another channel, may be authorized to use a personal account for this purpose. Staff needing to communicate with a student should use the school-sanctioned channels described in Section 30. This Appendix should be read in coordination with the School’s policies on student conduct, harassment and discrimination, professional ethics, mandatory reporting, and acceptable use of technology. Definitions For purposes of this Appendix, “staff” refers to all Blue Ridge School faculty, staff, and administrators. “Personal electronic communications” refers to all messaging conducted through personal social media platforms (e.g., Instagram, Facebook, Snapchat) and personal text messaging, as distinct from school-sanctioned platforms. Professional Boundaries •

Staff must not communicate with current students through personal social media accounts or personal messaging apps for any purpose, including academic, athletic, residential, or advisory relationships.

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Staff should not establish direct account connections with students (e.g., “friending” or “following”) on

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personal social media platforms. •

All communication with students - academic, athletic, residential, or advisory - must occur through schoolsanctioned channels only.

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Staff are encouraged to maintain a professional social media presence separate from personal accounts, given the public accessibility of most platforms, and should be mindful that students may be able to view content posted publicly even without a direct connection.

Content and Conduct Standards All communications with students, regardless of channel, must reflect professional discretion and be limited to appropriate subject matter. Given the residential nature of the School’s program, staff may reasonably communicate with students through school-sanctioned channels outside standard business hours when necessary. Student Privacy ● Staff should not post photographs or videos identifying individual students on personal social media accounts. Group images that do not identify individual students are permissible, provided no included student’s family has withheld permission through the School’s media release process. ● Staff should apply the highest available privacy settings on personal social media accounts to limit public access to content involving students. Mandatory Reporting Obligations Staff are mandated reporters under applicable state law. If a student, through any channel, raises concerns involving self-harm, physical violence, personal danger, abuse, or neglect, staff must immediately follow the mandatory reporting procedure set out in Section 53 (Child Abuse Reporting), including notification of the Head of School (or designee) within the legally required timeframe. Staff may also notify the school counselor and/or campus security for immediate safety support, but this does not substitute for the Section 53 notification. Recordkeeping and Institutional Access Staff should be aware that all electronic communications with students, including on school-sanctioned platforms, may be subject to review by the School in connection with an investigation, disciplinary matter, or legal proceeding. Questions and Reporting Concerns Any staff member who is uncertain about the appropriateness of an online interaction involving themselves, another member of the Blue Ridge School community, or the School generally should contact the Chief of Staff for guidance before proceeding. Noncompliance Failure to adhere to these guidelines may result in disciplinary action, up to and including termination, and may give rise to reporting obligations to applicable licensing or credentialing authorities. TEAM BARON HANDBOOK version 2627.1

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Password Policy Purpose: This policy provides guidance and direction to Blue Ridge School employees about password creation, use, and account management. Passwords are key to keeping your account secure and are the first line of defense to protect our sensitive company information. Scope: This policy covers both user accounts and system accounts managed by system administrators. Policy: It is Blue Ridge School’s policy that users shall establish and maintain strong passwords to prevent malicious actors from easily guessing the password. Users 1.

Users are directed not to reuse passwords across multiple accounts.

2. Passwords shall be created with complexity such as pass phrases, and not contain easily known or guessable elements such as names, birthdays, street addresses, or sports teams. Passwords shall be made up of alphanumeric characters (a mix of numbers and letters) with special characters such as !@#$%^&*()_+ and a mix of upper- and lowercase characters, as guided by the software or hardware system. 3. Passwords shall be a minimum of 8 characters long. 4. Passwords shall not be created with commonly used passwords such as “Password123.” 5. Passwords shall not be written down on a sticky note, displayed on a public-facing screen, or placed under a keyboard. 6. Passwords shall be changed regularly, as guided by the software governing the systems, using new passwords. 7. For all accounts that contain PII and/or confidential information, two-factor authentication will be enabled. 8. Passwords shall not be shared with anyone. Each employee shall have their own password for each account for accountability and security. Administrators 1.

Limit the number of times a password can be entered incorrectly to three or four attempts, depending on the software platform.

2. Set passwords to expire every 90 to 120 days. 3. Evaluate the security questions used for account management. Easy-to-guess security questions (e.g., “Who was your best friend in high school?”) should not be used. 4. Any default passwords that come with a product will be changed during product installation. 5. Use screen protection to prevent someone from viewing over an employee’s shoulder. 6. Enable two-factor authentication for all sensitive accounts, especially account logins used by administrators. 7. Encourage users to utilize a password manager. 8. If a user account has been compromised, instruct and follow through with users to ensure their passwords TEAM BARON HANDBOOK version 2627.1

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are immediately changed. 9. Encourage users to check whether their password and login have been compromised at “Have I Been Pwned” (https://haveibeenpwned.com/) or another appropriate site. 10. Instruct users that if they receive an email concerning a breach or password reset, they should not click on it, but should instead go directly to their account on the website. Data Backup Policy Overview: Data loss through cybersecurity events, equipment failure, or human error is inevitable, but the effects of these occurrences can be remediated through a robust data backup policy. This policy codifies Blue Ridge School’s data backup efforts. Scope: This policy applies to ALL employees (i.e., full-time, part-time, and on-call), volunteers, and interns, collectively referred to as “staff.” All official Blue Ridge School data, collectively referred to as BRS data, including but not limited to PII, financial records, student records, parent and donor records, and software and planning records, is included in this policy. Policy •

Local Copy - BRS data should NEVER be stored locally on a personal staff device. All BRS data accessed on a personal device should be stored on the local network or in cloud resources (Google Drive, Blackbaud, etc.). BRS data accessed on a workstation or Blue Ridge School device should be stored on the local network or cloud.

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Local/Network Storage - Network-stored BRS data should be saved in the least accessible location. Users should use their personal network folders for data specific to their use; department-specific shared network folders should be used only when other staff require access.

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Offsite Storage - BRS data accessed via the cloud should ONLY be stored in Blue Ridge School locations/sites/ folders. Personal cloud storage should NEVER be used to store BRS data.

Backup Strategy •

Blue Ridge School network data is backed up incrementally and nightly to encrypted local drives and rotated off-site weekly.

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BRS network data is backed up incrementally and continuously (on changes) to an encrypted cloud backup service.

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Google Workspace is backed up to a Blue Ridge School–accessible cloud service continuously.

Data Retention BRS data backups should be kept only as long as needed. Unless otherwise indicated, data will be retained for a maximum of five years.

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Data Recovery In the event of loss or corruption of data, the Director of Technology will proceed with the following steps to recover lost/corrupted data: 1.

The condition of the data storage location will be assessed. If the equipment is corrupted, a full metal recovery (or equivalent) will be implemented.

2. Storage locations will be rebuilt. 3. Data sources (local/cloud) will be checked for integrity and, if complete, will be used to replace lost data. 4. Permission sets will be reviewed for changes and alterations, and adjusted, if necessary, to the least-access privilege. 5. Data recovery will be tested a minimum of twice per calendar year. Remote Access Policy Overview: Remote access to the Blue Ridge School network may be essential to maintain productivity, but in many cases this remote access originates from networks that may already be compromised or are at a significantly lower security posture than our network. While these remote networks are beyond the control of Blue Ridge School’s policy, we must mitigate these external risks to the best of our ability. Purpose: The purpose of this policy is to define rules and requirements for connecting to the Blue Ridge School network from any host. These rules and requirements are designed to minimize the potential exposure of Blue Ridge School to damages that may result from unauthorized use of Blue Ridge School resources, including the loss of sensitive or confidential data, intellectual property, damage to public image, damage to critical internal systems, and fines or other financial liabilities incurred as a result of those losses. Scope: This policy applies to all Blue Ridge School employees, contractors, vendors, and agents with a Blue Ridge School–owned or personally owned computer or workstation used to connect to the Blue Ridge School network, for the purpose of doing work on behalf of Blue Ridge School. It covers any technical implementation of remote access used to connect to Blue Ridge School networks, as well as television, audiovisual, surveillance, and projection equipment, and door-locking, alarm, and environmental-monitoring equipment (collectively, “BRS Technology”). Policy: It is the responsibility of Blue Ridge School employees, contractors, vendors, and agents with remote access privileges to ensure that their remote access connection is given the same consideration as an on-site connection to Blue Ridge School. General access to the Internet through the Blue Ridge School network is strictly limited to Blue Ridge School employees, contractors, vendors, and agents (“Authorized Users”). When accessing the Blue Ridge School network from a personal computer, Authorized Users are responsible for preventing access to any Blue Ridge School computer resources or data by non-Authorized Users. Performance TEAM BARON HANDBOOK version 2627.1

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of illegal activities through the Blue Ridge School network by any user (Authorized or otherwise) is prohibited. The Authorized User bears responsibility for and the consequences of misuse of their access. Requirements 1.

Secure remote access must be strictly controlled with encryption (i.e., Virtual Private Networks (VPNs)) and strong passphrases. See the Password Policy above for further information.

2. Authorized Users shall protect their login and password, even from family members. 3. While using a Blue Ridge School–owned computer to remotely connect to the network, Authorized Users shall ensure the remote host is not connected to any other network at the same time, except personal networks under their complete control or the complete control of an Authorized User or Third Party. 4. Use of external resources to conduct Blue Ridge School business must be approved in advance by Blue Ridge School and the appropriate business unit manager. 5. All hosts connected to Blue Ridge School’s internal networks via remote access technologies must use the most up-to-date security software. Compliance Blue Ridge School will verify compliance with this policy through various methods, including but not limited to business tool reports, internal and external audits, and inspections, and will provide feedback to the policy owner and appropriate business unit manager. Exceptions Any exception to this policy must be approved by Blue Ridge School in advance. IT Procurement Policy Purpose: The purpose of the IT Procurement Policy is to ensure that the procurement of information technology hardware, software, and services follows established Blue Ridge School policies and guidelines. Reliable technology is important to maintaining the smooth operation of Blue Ridge School functions; therefore, technology should be kept technically current to remain compatible with required capabilities, security constructs, and technology innovation. Scope: This policy applies to all technology resources and related services owned, used, and/or operated by Blue Ridge School, regardless of funding source, location, or intended purpose. These resources include, but are not limited to: computers, servers, and handheld devices of any form factor; software and information systems; technology services, consulting, subscriptions, and maintenance contracts; peripheral equipment (e.g., printers, scanners); network devices; television, audiovisual, surveillance, and projection equipment; and door-locking, alarm, and environmental-monitoring equipment (collectively, “BRS Technology”). Policy: Procurement of BRS Technology must be coordinated with and approved by the Director of Technology TEAM BARON HANDBOOK version 2627.1

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to ensure that the technology is compatible with existing systems and policies, and that its purchase and maintenance is fiscally accountable and in coordination with appropriate plans, policies, and budgets. Technology Equipment Disposal Policy Overview: Technology equipment often contains parts that cannot simply be thrown away. Proper disposal of equipment is both environmentally responsible and often required by law. In addition, hard drives, SD cards, USB drives, DVDs, and other storage media contain various kinds of Blue Ridge School data, some of which is considered sensitive. To protect our constituents’ data, including PII, all storage media must be properly erased before disposal. Simply deleting or formatting data is often not sufficient, since deleted files remain accessible until overwritten; special tools must therefore be used to securely erase data before equipment disposal. Purpose: The purpose of this policy is to define the guidelines for the disposal of technology equipment and components owned and/or provided by Blue Ridge School. Scope: This policy applies to ALL employees (i.e., full-time, part-time, and on-call), volunteers, and interns, collectively referred to as “staff.” It includes any computer/technology equipment, communication, or peripheral devices no longer needed within Blue Ridge School, including but not limited to personal computers, servers, hard drives, laptops, smartphones or handheld computers/tablets (iOS or Android based), peripherals (keyboards, mice, speakers), printers, scanners, discs, portable storage devices (USB drives, SD cards), and backup devices. Technology Equipment Disposal 1.

When technology assets have reached the end of their useful life, they should be sent to the Technology Department office for proper disposal.

2. The Technology Team will securely erase all storage media in accordance with current industry best practices. 3. All data, including files and licensed software, shall be removed from equipment using media-wiping software that overwrites every disk sector with zero-filled blocks, meeting Department of Defense standards. 4. No computer or technology equipment may be sold to any individual other than through the process identified in this policy (see below). 5. No computer equipment should be disposed of via thrift shops, dumps, landfills, etc. Electronic recycling is available in the Technology Director’s office; all equipment should be delivered there for disposal, and the Technology team will properly remove all data before final disposal. 6. All electronic drives must be degaussed or overwritten with a commercially available disk-cleaning program. Hard drives may also be removed and rendered unreadable (drilling, crushing, or other demolition methods). 7. Computer Equipment refers to desktop, laptop, tablet, or netbook computers, printers, copiers, monitors, TEAM BARON HANDBOOK version 2627.1

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servers, handheld devices, telephones, cell phones, disc drives or any storage device, network switches, routers, wireless access points, batteries, etc. 8. Technology equipment with non-functioning memory or storage will have the memory or storage device removed and physically destroyed. Employee Purchase of Disposed Equipment 1.

Equipment that is working but has reached the end of its useful life at Blue Ridge School will be made available for purchase by employees.

2. The Business Office and Information Technology will determine an appropriate cost for each item. 3. All purchases are final; no warranty or support will be provided with any equipment sold. 4. Technology has contracted with several organizations to donate or properly dispose of outdated technology assets. Student Termination of Enrollment Policy for Blue Ridge School Technology Purpose: This policy guides the termination of technology access for Blue Ridge School by students who are no longer enrolled, whether through graduation or early withdrawal. Scope: This policy applies to all future, current, and past students of Blue Ridge School. Policy: Student access to the Blue Ridge School network and email resources will be terminated immediately upon their departure. Graduating seniors in good standing will retain their Blue Ridge School email services until the end of the calendar year following graduation, in order to ease the transition process to college or university. Termination of Employment Policy for Blue Ridge School Technology Users Purpose: This policy addresses the technology-related process that occurs when an employee ceases to be part of the School’s workforce. It is beneficial for all parties that the employment separation process be as clear as possible so that misunderstandings and distrust between the employee and the School can be avoided. Blue Ridge School is bound to handle any cases of termination of employment as dictated by law, with discretion, professionalism, and official documentation. Scope: This policy applies to all prospective or current Blue Ridge School employees regarding possible separation of employment. Policy: Faculty and staff access to the Blue Ridge School network, information resources (on- or off-site), and email-related services will be terminated at the end of the contract, except by special arrangement with the Head of School. Faculty Emeritus email access will be retained with limited access to internal network resources, as determined by the Director of Technology and Head of School. TEAM BARON HANDBOOK version 2627.1

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HANDBOOK ACKNOWLEDGEMENT AND RECEIPT I acknowledge that I have received the Team Baron Handbook (“this Handbook”). I understand that I am responsible for familiarizing myself with the contents of this handbook and any supplemental information provided to me. This handbook supersedes any prior issued policies, practices, and understandings regarding the policies set forth herein. I understand that the information contained in this Handbook is only intended to provide me with a summary of programs, policies, and procedures. I also understand that the School reserves the right, in its sole discretion and without notice to employees, to interpret, amend, supplement, or rescind any program, policy, or procedure contained in this handbook. This handbook is designed to familiarize me with the policies and practices of Blue Ridge School, and is not intended to, and does not constitute, a contract of continued employment or for termination only for cause. I understand that this handbook cannot anticipate every situation that may arise or answer every question I may have about my employment. If I have questions, I understand that I may ask my supervisor or the Chief of Staff. I understand that the programs, policies, and procedures summarized in this Handbook, and any supplemental information provided by the School, are not intended to create and do not create any contractual rights, promises, or obligations of any kind with respect to the terms or conditions of employment. I recognize that, except as otherwise may be set forth expressly in a written signed agreement between the School and me, this Handbook is not a contract and neither the School nor I has entered into any contract of employment, express or implied, and that my employment relationship is “at-will”. That is, the School or I may terminate the relationship at any time and for any reason or no reason.

Employee Signature

Date

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