Employee Handbook Ma-Yi

MA-YI THEATER COMPANY EMPLOYEE HANDBOOK

TABLE OF CONTENTS

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1. Welcome and Introduction 2. Company Mission and Vision 3. Employment Policies 4. Workplace Conduct and Expectations 5. Compensation and Bene ts 6. Safety and Security 7. Employee Development and Training 8. Leave and Time O Policies 9. Complaint and Grievance Procedures 10. Technology and Social Media Usage 11. Anti-Racism Policies 12. Acknowledgment of Receipt

WELCOME TO MA-YI THEATER COMPANY! As you step into your new role, we want you to know how happy we are to have you join our family. Founded in 1989, Ma-Yi Theater Company has been a beacon for celebra ng and cul va ng the richness of Asian American theater. Your addi on to our team signi es a fresh chapter in our journey, and we eagerly an cipate the energy, passion, and diverse perspec ves you'll bring.

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At Ma-Yi, we believe that every member plays an instrumental role in amplifying the voices of Asian American playwrights and bringing unique narra ves to the forefront. It is not just about theater. People and community are more important to us. You’ll soon nd that our small team is a diverse, vibrant, and talented group, all united by a shared purpose. We are ar sts, colleagues and collaborators. As you acquaint yourself with the team and our projects, we hope you feel the sense of pride we have in the work we do.

Please remember, this is your theater as much as it is ours. Whether you're here for a scene or an en re act, your contribu ons will leave a mark on the Ma-Yi legacy. If you need anything, have an idea or ques on, reach out. We always want to hear from you.

Here's to the incredible journey ahead, to the stories we'll tell, the challenges we'll overcome, and the success we'll celebrate together.

Welcome aboard!

COMPANY MISSION AND VISION Ma-Yi Theater Company was founded in 1989 by a cohort of Filipino American ar sts living in New York City. Our original intent was to produce Filipino American plays.

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In 1996, we expanded our mission to include original works by Asian American playwrights, in response to the lack of developmental spaces for these works in New York City.

Ma-Yi Theater Company is dedicated to commissioning, developing and producing new plays and performance works by Asian American, Na ve Hawaiian, and Paci c Islander playwrights living in the United States. We provide a nurturing home for these ar sts and encourage them to engage our diverse AANHPI communi es in vigorous dialogues about what it means to be an AANHPI ar st today.

We live in a mul layered world with many complexi es, and we encourage our ar sts to create art that re ect these reali es, pushing against Orientalist markers and popular prescrip ons for what culturally speci c work looks like.

EMPLOYMENT POLICIES All employment policies are subject to changes in local, state, and federal laws. In all cases, where there might be con ic ng policies, local, state and federal laws take precedence.

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Employment Policies for Ma-Yi Theater Company

1. Equal Employment Opportunity (EEO) - We are commi ed to providing an equal employment opportunity for all employees and applicants without regard to race, color, religion, sex, na onal origin, age, disability, or gene cs.

While our focus is on eleva ng the voices of Asian Americans, we recognize and value the bene ts of a diverse workforce.

2. An -Harassment and Non-Discrimina on - We strictly prohibit discrimina on, harassment, or retalia on of any kind. Any form of harassment, whether based on race, color, religion, sex, na onal origin, or any other protected category, will not be tolerated.

- Employees are encouraged to report any harassment or discriminatory incidents to their immediate supervisors or designated personnel.

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3. Recruitment and Promo on - Roles within the theater, both on and o -stage, will be adver sed widely to ensure a diverse pool of applicants.

- Promo ons will be based on merit, experience, and demonstrated commitment to our theater's values and mission.

4. Compensa on - Salaries and wages will be compe ve and based on industry standards, experience, and the speci c responsibili es of the posi on.

- All employees will be eligible for annual performance reviews.

5. Professional Development - We value con nuous learning and will o er opportuni es for employees to a end workshops, courses, and training relevant to their roles.

6. Flexible Work Schedule - Recognizing the unique demands of theater work, where evenings and weekends are o en required, we o er exible scheduling when possible.

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7. Inclusion and Representa on - We are commi ed to producing works that re ect the diverse experiences of Asian Americans.

- We priori ze collabora ons with Asian American playwrights, directors, and other theater professionals but also welcome and

embrace works and collabora ons from all backgrounds that align with our mission.

8. Community Engagement - All employees are encouraged to par cipate in community outreach programs to promote Asian American narra ves and the importance of theater in cultural representa on.

9. Health and Safety - The theater will comply with all applicable laws and regula ons concerning workplace safety.

- Regular safety drills and equipment checks will be conducted.

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10. Employee Feedback and Grievance Procedure - We maintain an open-door policy, encouraging employees to voice their concerns, provide feedback, or discuss any issues directly with their supervisors or management.

- All concerns will be treated with con den ality and respect.

12. Con icts of Interest - Employees must avoid situa ons where their personal interests could con ict, or appear to con ict, with the interests of the theater.

13. Social Media and Publicity - Employees should be cau ous and considerate when discussing theater-related ma ers on public pla orms, ensuring they do not inadvertently misrepresent the theater's stance or disclose con den al informa on.

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14. Volunteer and Internship Programs - As a non-pro t en ty, we will o en engage volunteers and interns. They are to be treated with the same respect and considera on as fullme employees and should be provided with meaningful tasks and learning experiences.

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11. Termina on - Termina on will follow a fair and transparent process. It may result from performance issues, structural changes, or funding constraints.

- Employees will be provided with appropriate no ce, severance (if applicable), and assistance in transi oning out.

WORKPLACE CONDUCT AND EXPECTATIONS 1. Professional Conduct - All employees, contractors, volunteers, and interns are expected to conduct themselves professionally and respec ully at all mes, promo ng a posi ve work environment.

2. Punctuality and A endance - Regular a endance and punctuality are crucial.

Employees should no fy their supervisors in case of lateness, absence, or if they are unable to ful ll their scheduled responsibili es.

3. Dress Code - Employees should dress appropriately for their roles. Those in front-facing posi ons should maintain a neat and professional appearance.

Backstage and technical sta should wear a re suitable for physical tasks, priori zing safety.

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4. Respect and Courtesy

- All individuals are expected to treat their colleagues, ar sts, patrons, and community members with respect and courtesy, irrespec ve of race, gender, religion, age, sexual orienta on, disability, or any other protected category.

5. Substance Abuse - The use or possession of illegal drugs or alcohol during working hours or on theater property is strictly prohibited. Any individual found in viola on may face progressive disciplinary ac on, up to and including termina on.

6. Harassment-Free Workplace - Harassment, whether based on gender, race, age, religion, or any other category, will not be tolerated. Any incident should be reported immediately to supervisors or designated personnel.

7. Open Communica on - Open communica on is encouraged. Employees should feel comfortable discussing any concerns or sugges ons with their supervisors or management.

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8. Con den ality

- Employees must not disclose con den al informa on related to the theater's opera ons, future produc ons, nancials, or other sensi ve topics unless authorized.

9. Use of Theater Property - Theater property, including costumes, props, equipment, and o ce supplies, should be treated with care. Any misuse, the , or unauthorized removal can lead to disciplinary ac ons.

10. Social Media and Public Rela ons - Employees are expected to represent the theater posi vely on personal and professional social media pla orms. They should refrain from sharing any misleading or false informa on related to the theater and its opera ons.

11. Con ict of Interest - Employees should avoid situa ons where their personal or nancial interests may con ict with the theater's best interests.

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12. Collabora on and Teamwork - Given the collabora ve nature of theater, employees are expected to work harmoniously,

suppor ng each other in achieving the theater's goals.

13. Con nuous Improvement and Professional Development - Employees are encouraged to seek opportuni es for growth and development, bene ng both themselves and the theater.

14. Health and Safety - All individuals should follow the safety guidelines, ensuring their safety and the safety of others. Any poten al hazards should be reported immediately.

15. Construc ve Feedback - Regular feedback sessions will be organized.

Employees should approach these sessions with an open mind, willing to give and receive construc ve feedback for mutual growth.

COMPENSATION AND BENEFITS

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All compensa on and bene ts informa on is con den al and contained in the employment hire le er sent to each successful candidate prior

to star ng work at Ma-Yi Theater Company.

Please refer to your employment le er.

Compensa on and bene t packages are intended to be on-par with small theater companies in New York City. In all cases, Ma-Yi strives to pay above this average in-line with its commitment to a Living Wage and Pay Equity.

SAFETY AND SECURITY Employee Safety and Security Procedures for MaYi Theater Company 1. Emergency Procedures

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a. Fire Emergency - All employees should familiarize themselves with the o ce, and theater venue’s re evacua on plan.

- In case of re, ac vate the nearest re alarm and call 911.

- Evacuate the building using the designated emergency exits. Do not use elevators.

- Gather at the designated assembly point outside the building. b. Medical Emergency - In case of a serious injury or medical emergency, immediately call 911.

- First aid kits are located in the o ce pantry at 330 West 38th Street, and the backstage area. If you are injured, no fy your immediate supervisor who will ll the proper injury report. c. Natural Disasters (Earthquake or Flood) - Follow citywide instruc ons and advisories.

- Seek shelter in safe areas within the building if advised not to leave.

- Do not re-enter the building un l it's declared safe.

2. Accident Repor ng

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a. All accidents, no ma er how minor, should be reported immediately to the designated safety o cer or your supervisor. b. An accident report form must be completed within 24 hours of the incident. This form is with the produc on stage manager, and your supervisor.

c. These reports will be used to iden fy poten al hazards and prevent future accidents.

Con den ality will be maintained.

3. Equipment Safety a. All technical equipment (lights, sound equipment, machinery) should only be operated by trained personnel. b. Equipment manuals and safety guidelines should be readily available in the equipment storage area. c. Regular inspec ons of equipment will be conducted to ensure they are in good working condi on. d. Any malfunc oning equipment should be reported immediately, labeled as "Out of Order," and kept out of use un l repaired. e. Personal protec ve equipment (PPE), such as gloves, safety goggles, or earplugs, must be worn when necessary.

4. Personal Property

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a. Employees are advised not to bring valuables to the theater. If they must, they should store

them in designated secure areas [e.g., "lockers or secured backstage areas"]. b. The theater is not responsible for loss or damage to personal property but will make reasonable e orts to provide secure storage op ons. c. Found items should be handed over to the main o ce or lost-and-found area. Employees can check these areas if they believe they've lost something on the premises. d. Any suspicious ac vi es or individuals should be reported immediately to management or security personnel.

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These procedures are periodically reviewed, updated, and communicated to all employees, ensuring everyone's well-being and safety. All procedures must comply with the requirements of local, state and federal regulatory agencies.

EMPLOYEE DEVELOPMENT AND TRAINING 1. Onboarding and Ini al Training a. Orienta on: - All new employees will undergo an orienta on session within their rst week to familiarize themselves with the theater's history, mission, values, organiza onal structure, and current produc ons. b. Role-speci c Training: - New hires will receive comprehensive training per nent to their job roles, ensuring they have the necessary skills and knowledge to perform their du es e ec vely. This may include hands-on training, shadowing, workshops, or online courses.

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c. Safety Training: - Given the unique risks associated with theater opera ons, every employee will undergo a safety training program tailored to their speci c role.

This will cover topics such as equipment safety, emergency procedures, and rst aid. d. Cultural Sensi vity and Inclusion: - To promote a diverse and inclusive workspace, all employees will undergo training in cultural sensi vity, diversity, and inclusion.

2. Ongoing Learning Opportuni es a. Workshops and Courses: - Employees are encouraged to a end external workshops, courses, or seminars related to theater, management, technical skills, or other relevant areas. The theater may sponsor or subsidize certain approved programs. b. Internal Training Sessions: - Regular in-house training sessions will be organized, upda ng employees on new technologies, methodologies, or industry trends.

A endance, while encouraged, may be op onal based on relevance to the employee's role.

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c. Performance Reviews and Feedback: - Employees will undergo periodic performance reviews. Based on their performance, areas for

improvement will be iden ed, and suitable training or resources will be recommended. d. Online Learning Portals: - The theater will provide access to online learning pla orms or resources, allowing employees to self-pace their learning and explore areas of personal interest related to their roles.

3. Mentorship Programs a. Peer Mentorship: - New hires may be paired with seasoned employees in similar roles, providing guidance, sharing experiences, and helping navigate the ini al months at the theater. b. Cross-func onal Mentorship: - To promote a holis c understanding of theater opera ons, employees from di erent departments can opt to be paired, facilita ng knowledge exchange and fostering interdisciplinary collabora on.

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c. External Mentorship: - The theater will a empt to establish partnerships with theater professionals outside

the organiza on, providing employees with broader industry insights and perspec ves. d. Regular Check-ins: - Mentors and mentees will be encouraged to have regular check-ins, ensuring the rela onship is bene cial and addressing any challenges or concerns. e. Feedback Loop: - At the end of a mentorship cycle, both mentors and mentees will provide feedback, helping re ne and improve the mentorship program for future itera ons.

LEAVE AND TIME OFF POLICIES

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All full- me o ce and administra ve employees are en tled to 15 ( een) Personal Time O (PTO) Days each calendar year. This is accrued at 1.25 days per month of employment. Ma-Yi Theater does not dis nguish between vaca on or sick days. PTO days are at the discre on of the employee, subject to wri en approval from their immediate supervisor.

Each full- me and administra ve employee shall be en tled to 10 Holidays in addi on to their PTO Days. Ma-Yi Theater publishes an annual Holiday Schedule in advance of each calendar year.

Seasonal or Produc on Employees are en tled paid Federal and State Holidays (should these occur during a run), as well as payment for sick days during their me of employment, subject to the approval of their immediate supervisor, the Produc on Manager, and/or Ma-Yi Theater Management.

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If a Seasonal or Produc on Employee is asked to work during a State or Federally mandated holiday, then they will be paid at over me rate of 1.5 mes their regular hourly wage, for the actual hours worked during the holiday. These shall be tracked by their supervisors and submi ed to MaYi Theater for processing.

COMPLAINT AND GRIEVANCE PROCEDURES 1. Purpose - This procedure is established to ensure that employees of Ma-Yi Theater Company can raise complaints or grievances in a safe, con den al, and structured manner, ensuring they are addressed appropriately and without any fear of retalia on.

2. Scope - This procedure applies to all employees, volunteers, and contractors engaged by Ma-Yi Theater Company 3. De ni ons

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a. Complaint: An informal expression of dissa sfac on about an incident, behavior, process, or decision. b. Grievance: A formal wri en expression of dissa sfac on or perceived injus ce, which has not been resolved through informal discussions or processes.

a. If comfortable, employees are encouraged to rst discuss their concerns directly with the person involved. b. If resolu on is not achieved or if the complaint is about the direct supervisor, the employee can approach an HR representa ve or another manager for guidance.

5. Formal Grievance Procedure a. Submission: - If an informal process doesn't resolve the issue, employees can submit a formal wri en grievance to the Human Resources department or designated grievance o cer. The grievance should detail the nature of the dissa sfac on, any relevant dates, witnesses, and desired resolu on.

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b. Acknowledgment: - HR or the designated grievance o cer will acknowledge receipt of the grievance within three working days, ensuring the complainant that the ma er will be addressed promptly. ti

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4. Informal Complaint Process

c. Inves ga on: - A thorough inves ga on will be carried out, which may involve interviews with relevant par es, reviewing any suppor ng documents, and examining related procedures or policies.

- The inves ga ng team should remain impar al and maintain con den ality throughout the process. d. Resolu on: - A mee ng will be scheduled with the complainant within 15 working days submi ng the grievance, discussing ndings and poten al resolu ons.

- If the grievance is upheld, appropriate ac ons will be taken to rec fy the situa on. This could involve media on, adjustments to workplace prac ces, or disciplinary ac on where necessary.

- If the grievance is not upheld, the reasons will be explained clearly to the complainant.

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e. Appeal: - If the employee is unsa s ed with the resolu on, they may appeal the decision within 10 working days of receiving the outcome.

- Appeals will be reviewed by a higher authority or an external mediator. f. Documenta on: - All stages of the grievance process, from submission to resolu on, will be documented me culously. These records will be kept con den ally by the HR department for a speci ed period of ve years.

6. Protec on against Retalia on - Ma-Yi Theater Company strictly prohibits any form of retalia on against employees who raise complaints or grievances. Any individual found engaging in retaliatory ac ons will face disciplinary measures.

7. Con nuous Improvement

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- Periodically, the grievance procedure will be reviewed, and any pa erns or trends iden ed will be used to improve workplace prac ces and policies.

TECHNOLOGY AND SOCIAL MEDIA USAGE 1. Company-Owned Equipment Use a. Authorized Use: - Company-owned equipment, including computers, tablets, phones, and related accessories, should only be used for theaterrelated tasks and ac vi es. b. Maintenance and Care: - Employees are responsible for the proper care and maintenance of equipment assigned to them.

Any damages or malfunc ons should be reported immediately.

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c. Data Security: - Con den al data stored on devices should be protected using passwords or other security features. Devices should not be le una ended in public places.

d. So ware Installa on: - Only authorized so ware should be installed on company devices. Any so ware needs should be communicated to your immediate supervisor.

2. Internet and Email Usage a. Purpose: - Internet access and email services provided by the theater are primarily for business-related purposes. b. Inappropriate Content: - Employees should refrain from accessing, downloading, or distribu ng inappropriate or illegal content. Any viola on may be subjected to disciplinary ac on, including termina on. c. Con den ality: - Sensi ve or con den al theater informa on should not be transmi ed via email unless encrypted or approved by management.

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d. Phishing and Scams: - Employees should be cau ous of phishing scams and suspicious emails. All concerns should be reported to your immediate supervisor.

3. Social Media Guidelines and Brand Representa on a. O cial Accounts: - Only authorized personnel can post on the theater’s o cial social media accounts. Content should align with the theater's brand, mission, and values. b. Personal Accounts: - While employees are free to discuss work experiences online, they should refrain from sharing con den al or nega ve informa on about the theater, its patrons, or colleagues.

- When discussing the theater or related ac vi es, employees should clarify that opinions are their own and not representa ve of Ma-Yi Theater Company.

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c. Respect and Integrity: - All interac ons related to the theater on social media should be respec ul, truthful, and in line with the theater’s commitment to inclusion and respect.

4. Digital Communica on E que e a. Professional Tone: - Whether communica ng via email, messaging apps, or other digital pla orms, employees should maintain a professional and respec ul tone.

- While immediate responses are not always possible, employees should aim to acknowledge or reply to work-related digital communica ons within 24 hours.

- In all company-related emails or correspondence, always use the approved signature format:

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FIRST AND LAST NAME JOB TITLE EMAIL ADDRESS: PHONE NUMBER: OFFICE ADDRESS: Land acknowledgement

c. Mee ng E que e: - For virtual mee ngs, par cipants should ensure they are in a quiet environment, be punctual, and have func oning equipment. Video should be enabled when appropriate, and par cipants should remain engaged. d. A achments and Links: - Files shared should be appropriately named, and large les should be compressed or shared via approved cloud storage or le-sharing pla orms. Suspicious links should not be clicked on or shared.

5. Documenta on

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- All correspondence generated on behalf of MaYi Theater must be saved in a designated folder in Dropbox.

- All les created on behalf of Ma-Yi Theater should be saved in a designated folder in Dropbox.

ANTI-RACISM POLICIES Ma-Yi Theater is commi ed to crea ng and upholding an environment that challenges and dismantles systemic racism and Blackness discrimina on. This policy outlines our stance and the ac onable steps we will take to ensure that our theater promotes inclusivity, equity, and diversity.

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We are proac vely an -racist in all of our prac ces. We work to create theater that rebuts white supremacy in nuanced ways by suppor ng ar sts whose works center and value the lives of Asian America, Na ve Hawaiian, and Paci c Islanders. What is important to us is crea ng spaces where our diverse communi es can engage with very complex issues in their own terms. We do this through a variety of facilitated gatherings that make community members feel safe and heard. We also ac vely par cipate in na onal and global discourses about the necessity of culturally speci c work in building empathy between all peoples, and underscoring our shared humanity.

1. Purpose and Scope: This policy aims to ensure that: - All individuals, regardless of their racial or ethnic background, feel welcomed, respected, and valued.

- An -Blackness and any form of racism have no place at Ma-Yi Theater Company.

- Our theater ac vely works to challenge and combat systemic racism in our prac ces, programming, and engagements for all peoples.

2. Commitments: - Awareness: Ma-Yi will ac vely and con nually work to deepen our understanding and awareness of racial biases, systemic racism, and their historical contexts.

- Diversity in Representa on: We will ensure representa on of ar sts of color in sta , and leadership posi ons at all levels.

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- Training: All administra ve employees must undergo mandatory an -racism training for sta , ar sts, and board members.

WHAT WE CARE COMMITTED TO DO 1. Recruitment: -Ma-Yi Theater uses fair and unbiased recruitment prac ces that priori ze hiring from a diverse pool of candidates.

- Ac vely seek professionals of color for roles at all levels.

2. Programming: - Ensure that our produc ons re ect a diverse range of voices, with a special emphasis on challenging racial stereotypes and amplifying narra ves that center and celebrate communi es of color.

3. Educa on: - We will o er regular workshops, discussions, and forums focused on the themes of race, and an -racism, to both sta and the public.

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4. Community Engagement: - Ma-Yi will seek more partnerships with organiza ons serving communi es of color to foster understanding and collabora on.

5. Review: Our policies will be reviewed annually to ensure its e ec veness and relevance. Feedback from sta , ar sts, and the community will be integral to the review process.

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7. Consequences: Any individual found viola ng these policies will face appropriate consequences, which may range from mandatory training sessions to termina on or banning from the theater, depending on the severity of the o ense.

ACKNOWLEDGEMENT AND RECEIPT By a xing my signature below, I acknowledge that I have read and fully understand the policies and procedures contained in the Ma-Yi Theater Company Employee Handbook.

__________________________________ Employee Printed Name

__________________________________ Employee Signature

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__________________________________ Date