MA-YI THEATER COMPANY
EMPLOYEE HANDBOOK
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 celebraDng and culDvaDng the richness of Asian American theater. Your addiDon to our team signifies a fresh chapter in our journey, and we eagerly anDcipate the energy, passion, and diverse perspecDves you'll bring.
At Ma-Yi, we believe that every member plays an instrumental role in amplifying the voices of Asian American playwrights and bringing unique narraDves to the forefront. It is not just about theater. People and community are more important to us. You’ll soon find that our small team is a diverse, vibrant, and talented group, all united by a shared purpose. We are arDsts, 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 enDre act, your contribuDons will leave a mark on the Ma-Yi legacy. If you need anything, have an idea or quesDon, 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 arDsts living in New York City. Our original intent was to produce Filipino American plays.
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, NaDve Hawaiian, and Pacific Islander playwrights living in the United States. We provide a nurturing home for these arDsts and encourage them to engage our diverse AANHPI communiDes in vigorous dialogues about what it means to be an AANHPI arDst today.
We live in a mulDlayered world with many complexiDes, and we encourage our arDsts to create art that reflect these realiDes, pushing against Orientalist markers and popular prescripDons for what culturally specific 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 conflicDng policies, local, state and federal laws take precedence. Employment Policies for Ma-Yi Theater Company
1. Equal Employment Opportunity (EEO)
- We are commiWed to providing an equal employment opportunity for all employees and applicants without regard to race, color, religion, sex, naDonal origin, age, disability, or geneDcs. While our focus is on elevaDng the voices of Asian Americans, we recognize and value the benefits of a diverse workforce.
2. An7-Harassment and Non-Discrimina7on
- We strictly prohibit discriminaDon, harassment, or retaliaDon of any kind. Any form of harassment, whether based on race, color, religion, sex, naDonal 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.
3. Recruitment and Promo7on
- Roles within the theater, both on and off-stage, will be adverDsed widely to ensure a diverse pool of applicants. - PromoDons will be based on merit, experience, and demonstrated commitment to our theater's values and mission.
4. Compensa7on
- Salaries and wages will be compeDDve and based on industry standards, experience, and the specific responsibiliDes of the posiDon.
- All employees will be eligible for annual performance reviews.
5. Professional Development
- We value conDnuous learning and will offer opportuniDes for employees to aWend 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 offer flexible scheduling when possible.
7. Inclusion and Representa7on
- We are commiWed to producing works that reflect the diverse experiences of Asian Americans.
- We prioriDze collaboraDons with Asian American playwrights, directors, and other theater professionals but also welcome and
embrace works and collaboraDons from all backgrounds that align with our mission.
8. Community Engagement
- All employees are encouraged to parDcipate in community outreach programs to promote Asian American narraDves and the importance of theater in cultural representaDon.
9. Health and Safety
- The theater will comply with all applicable laws and regulaDons concerning workplace safety.
- Regular safety drills and equipment checks will be conducted.
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 confidenDality and respect.
11. Termina7on
- TerminaDon will follow a fair and transparent process. It may result from performance issues, structural changes, or funding constraints.
- Employees will be provided with appropriate noDce, severance (if applicable), and assistance in transiDoning out.
12. Conflicts of Interest
- Employees must avoid situaDons where their personal interests could conflict, or appear to conflict, with the interests of the theater.
13. Social Media and Publicity
- Employees should be cauDous and considerate when discussing theater-related maWers on public pla^orms, ensuring they do not inadvertently misrepresent the theater's stance or disclose confidenDal informaDon.
14. Volunteer and Internship Programs
- As a non-profit enDty, we will o[en engage volunteers and interns. They are to be treated with the same respect and consideraDon as fullDme employees and should be provided with meaningful tasks and learning experiences.
WORKPLACE CONDUCT AND EXPECTATIONS
1. Professional Conduct
- All employees, contractors, volunteers, and interns are expected to conduct themselves professionally and respec^ully at all Dmes, promoDng a posiDve work environment.
2. Punctuality and AWendance
- Regular aWendance and punctuality are crucial. Employees should noDfy their supervisors in case of lateness, absence, or if they are unable to fulfill their scheduled responsibiliDes.
3. Dress Code
- Employees should dress appropriately for their roles. Those in front-facing posiDons should maintain a neat and professional appearance. Backstage and technical staff should wear acre suitable for physical tasks, prioriDzing safety.
4. Respect and Courtesy
- All individuals are expected to treat their colleagues, arDsts, patrons, and community members with respect and courtesy, irrespecDve of race, gender, religion, age, sexual orientaDon, 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 violaDon may face progressive disciplinary acDon, up to and including terminaDon.
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 CommunicaDon
- Open communicaDon is encouraged. Employees should feel comfortable discussing any concerns or suggesDons with their supervisors or management.
8. ConfidenDality
- Employees must not disclose confidenDal informaDon related to the theater's operaDons, future producDons, financials, or other sensiDve topics unless authorized.
9. Use of Theater Property
- Theater property, including costumes, props, equipment, and office supplies, should be treated with care. Any misuse, the[, or unauthorized removal can lead to disciplinary acDons.
10. Social Media and Public RelaDons
- Employees are expected to represent the theater posiDvely on personal and professional social media pla^orms. They should refrain from sharing any misleading or false informaDon related to the theater and its operaDons.
11. Conflict of Interest
- Employees should avoid situaDons where their personal or financial interests may conflict with the theater's best interests.
12. CollaboraDon and Teamwork
- Given the collaboraDve nature of theater, employees are expected to work harmoniously,
supporDng each other in achieving the theater's goals.
13. ConDnuous Improvement and Professional Development
- Employees are encouraged to seek opportuniDes for growth and development, benefiDng 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 potenDal hazards should be reported immediately.
15. ConstrucDve Feedback
- Regular feedback sessions will be organized. Employees should approach these sessions with an open mind, willing to give and receive construcDve feedback for mutual growth.
COMPENSATION AND BENEFITS
All compensaDon and benefits informaDon is confidenDal and contained in the employment hire leWer sent to each successful candidate prior
to starDng work at Ma-Yi Theater Company. Please refer to your employment leWer.
CompensaDon and benefit 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
a. Fire Emergency
- All employees should familiarize themselves with the office, and theater venue’s fire evacuaDon plan.
- In case of fire, acDvate the nearest fire 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 office pantry at 330 West 38th Street, and the backstage area. If you are injured, noDfy your immediate supervisor who will fill the proper injury report.
c. Natural Disasters (Earthquake or Flood)
- Follow citywide instrucDons and advisories.
- Seek shelter in safe areas within the building if advised not to leave.
- Do not re-enter the building unDl it's declared safe.
2. Accident Repor7ng
a. All accidents, no maWer how minor, should be reported immediately to the designated safety officer or your supervisor.
b. An accident report form must be completed within 24 hours of the incident. This form is with the producDon stage manager, and your supervisor.
c. These reports will be used to idenDfy potenDal hazards and prevent future accidents.
ConfidenDality 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 inspecDons of equipment will be conducted to ensure they are in good working condiDon.
d. Any malfuncDoning equipment should be reported immediately, labeled as "Out of Order," and kept out of use unDl repaired.
e. Personal protecDve equipment (PPE), such as gloves, safety goggles, or earplugs, must be worn when necessary.
4. Personal Property
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 efforts to provide secure storage opDons.
c. Found items should be handed over to the main office or lost-and-found area. Employees can check these areas if they believe they've lost something on the premises.
d. Any suspicious acDviDes or individuals should be reported immediately to management or security personnel.
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 Ini7al Training
a. Orienta7on:
- All new employees will undergo an orientaDon session within their first week to familiarize themselves with the theater's history, mission, values, organizaDonal structure, and current producDons.
b. Role-specific Training:
- New hires will receive comprehensive training perDnent to their job roles, ensuring they have the necessary skills and knowledge to perform their duDes effecDvely. This may include hands-on training, shadowing, workshops, or online courses.
c. Safety Training:
- Given the unique risks associated with theater operaDons, every employee will undergo a safety training program tailored to their specific role.
This will cover topics such as equipment safety, emergency procedures, and first aid.
d. Cultural Sensi7vity and Inclusion:
- To promote a diverse and inclusive workspace, all employees will undergo training in cultural sensiDvity, diversity, and inclusion.
2. Ongoing Learning Opportuni7es
a. Workshops and Courses:
- Employees are encouraged to aWend 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, updaDng employees on new technologies, methodologies, or industry trends. AWendance, while encouraged, may be opDonal based on relevance to the employee's role.
c. Performance Reviews and Feedback:
- Employees will undergo periodic performance reviews. Based on their performance, areas for
improvement will be idenDfied, 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 iniDal months at the theater.
b. Cross-func7onal Mentorship:
- To promote a holisDc understanding of theater operaDons, employees from different departments can opt to be paired, facilitaDng knowledge exchange and fostering interdisciplinary collaboraDon.
c. External Mentorship:
- The theater will aWempt to establish partnerships with theater professionals outside
the organizaDon, providing employees with broader industry insights and perspecDves.
d. Regular Check-ins:
- Mentors and mentees will be encouraged to have regular check-ins, ensuring the relaDonship is beneficial and addressing any challenges or concerns.
e. Feedback Loop:
- At the end of a mentorship cycle, both mentors and mentees will provide feedback, helping refine and improve the mentorship program for future iteraDons.
LEAVE AND TIME OFF POLICIES
All full-Dme office and administraDve employees are enDtled to 15 (fi[een) Personal Time Off (PTO) Days each calendar year. This is accrued at 1.25 days per month of employment. Ma-Yi Theater does not disDnguish between vacaDon or sick days. PTO days are at the discreDon of the employee, subject to wriWen approval from their immediate supervisor.
Each full-Dme and administraDve employee shall be enDtled to 10 Holidays in addiDon to their PTO Days. Ma-Yi Theater publishes an annual Holiday Schedule in advance of each calendar year.
Seasonal or ProducDon Employees are enDtled paid Federal and State Holidays (should these occur during a run), as well as payment for sick days during their Dme of employment, subject to the approval of their immediate supervisor, the ProducDon Manager, and/or Ma-Yi Theater Management.
If a Seasonal or ProducDon Employee is asked to work during a State or Federally mandated holiday, then they will be paid at overDme rate of 1.5 Dmes their regular hourly wage, for the actual hours worked during the holiday. These shall be tracked by their supervisors and submiWed 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, confidenDal, and structured manner, ensuring they are addressed appropriately and without any fear of retaliaDon.
2. Scope
- This procedure applies to all employees, volunteers, and contractors engaged by Ma-Yi Theater Company
3. Defini7ons
a. Complaint: An informal expression of dissaDsfacDon about an incident, behavior, process, or decision.
b. Grievance: A formal wriWen expression of dissaDsfacDon or perceived injusDce, which has not been resolved through informal discussions or processes.
4. Informal Complaint Process
a. If comfortable, employees are encouraged to first discuss their concerns directly with the person involved.
b. If resoluDon is not achieved or if the complaint is about the direct supervisor, the employee can approach an HR representaDve 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 wriWen grievance to the Human Resources department or designated grievance officer. The grievance should detail the nature of the dissaDsfacDon, any relevant dates, witnesses, and desired resoluDon.
b. Acknowledgment:
- HR or the designated grievance officer will acknowledge receipt of the grievance within three working days, ensuring the complainant that the maWer will be addressed promptly.
c. Inves7ga7on:
- A thorough invesDgaDon will be carried out, which may involve interviews with relevant parDes, reviewing any supporDng documents, and examining related procedures or policies.
- The invesDgaDng team should remain imparDal and maintain confidenDality throughout the process.
d. Resolu7on:
- A meeDng will be scheduled with the complainant within 15 working days submicng the grievance, discussing findings and potenDal resoluDons.
- If the grievance is upheld, appropriate acDons will be taken to recDfy the situaDon. This could involve mediaDon, adjustments to workplace pracDces, or disciplinary acDon where necessary.
- If the grievance is not upheld, the reasons will be explained clearly to the complainant.
e. Appeal:
- If the employee is unsaDsfied with the resoluDon, 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. Documenta7on:
- All stages of the grievance process, from submission to resoluDon, will be documented meDculously. These records will be kept confidenDally by the HR department for a specified period of five years.
6. Protec7on against Retalia7on
- Ma-Yi Theater Company strictly prohibits any form of retaliaDon against employees who raise complaints or grievances. Any individual found engaging in retaliatory acDons will face disciplinary measures.
7. Con7nuous Improvement
- Periodically, the grievance procedure will be reviewed, and any paWerns or trends idenDfied will be used to improve workplace pracDces 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 acDviDes.
b. Maintenance and Care:
- Employees are responsible for the proper care and maintenance of equipment assigned to them. Any damages or malfuncDons should be reported immediately.
c. Data Security:
- ConfidenDal data stored on devices should be protected using passwords or other security features. Devices should not be le[ unaWended in public places.
d. So`ware Installa7on:
- 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 distribuDng inappropriate or illegal content. Any violaDon may be subjected to disciplinary acDon, including terminaDon.
c. Confiden7ality:
- SensiDve or confidenDal theater informaDon should not be transmiWed via email unless encrypted or approved by management.
d. Phishing and Scams:
- Employees should be cauDous of phishing scams and suspicious emails. All concerns should be reported to your immediate supervisor.
3. Social Media Guidelines and Brand Representa7on
a. Official Accounts:
- Only authorized personnel can post on the theater’s official 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 confidenDal or negaDve informaDon about the theater, its patrons, or colleagues.
- When discussing the theater or related acDviDes, employees should clarify that opinions are their own and not representaDve of Ma-Yi Theater Company.
c. Respect and Integrity:
- All interacDons 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 Communica7on E7quece
a. Professional Tone:
- Whether communicaDng 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 communicaDons within 24 hours.
- In all company-related emails or correspondence, always use the approved signature format:
FIRST AND LAST NAME
JOB TITLE
EMAIL ADDRESS:
PHONE NUMBER: OFFICE ADDRESS:
Land acknowledgement
c. Mee7ng E7quece:
- For virtual meeDngs, parDcipants should ensure they are in a quiet environment, be punctual, and have funcDoning equipment. Video should be enabled when appropriate, and parDcipants should remain engaged.
d. Acachments and Links:
- Files shared should be appropriately named, and large files should be compressed or shared via approved cloud storage or file-sharing pla^orms. Suspicious links should not be clicked on or shared.
5. Documenta7on
- All correspondence generated on behalf of MaYi Theater must be saved in a designated folder in Dropbox.
- All files created on behalf of Ma-Yi Theater should be saved in a designated folder in Dropbox.
ANTI-RACISM POLICIES
Ma-Yi Theater is commiWed to creaDng and upholding an environment that challenges and dismantles systemic racism and Blackness discriminaDon. This policy outlines our stance and the acDonable steps we will take to ensure that our theater promotes inclusivity, equity, and diversity. We are proacDvely anD-racist in all of our pracDces. We work to create theater that rebuts white supremacy in nuanced ways by supporDng arDsts whose works center and value the lives of Asian America, NaDve Hawaiian, and Pacific Islanders. What is important to us is creaDng spaces where our diverse communiDes 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 acDvely parDcipate in naDonal and global discourses about the necessity of culturally specific 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.
- AnD-Blackness and any form of racism have no place at Ma-Yi Theater Company.
- Our theater acDvely works to challenge and combat systemic racism in our pracDces, programming, and engagements for all peoples.
2. Commitments:
- Awareness: Ma-Yi will acDvely and conDnually work to deepen our understanding and awareness of racial biases, systemic racism, and their historical contexts.
- Diversity in RepresentaDon: We will ensure representaDon of arDsts of color in staff, and leadership posiDons at all levels.
- Training: All administraDve employees must undergo mandatory anD-racism training for staff, arDsts, and board members.
WHAT WE CARE COMMITTED TO DO
1. Recruitment:
-Ma-Yi Theater uses fair and unbiased recruitment pracDces that prioriDze hiring from a diverse pool of candidates.
- AcDvely seek professionals of color for roles at all levels.
2. Programming:
- Ensure that our producDons reflect a diverse range of voices, with a special emphasis on challenging racial stereotypes and amplifying narraDves that center and celebrate communiDes of color.
3. Educa7on:
- We will offer regular workshops, discussions, and forums focused on the themes of race, and anD-racism, to both staff and the public.
4. Community Engagement:
- Ma-Yi will seek more partnerships with organizaDons serving communiDes of color to foster understanding and collaboraDon.
5. Review:
Our policies will be reviewed annually to ensure its effecDveness and relevance. Feedback from staff, arDsts, and the community will be integral to the review process.
7. Consequences:
Any individual found violaDng these policies will face appropriate consequences, which may range from mandatory training sessions to terminaDon or banning from the theater, depending on the severity of the offense.
ACKNOWLEDGEMENT AND RECEIPT
By affixing 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
Date