GitBook: [#5] add IRS form links. format ack form page.

README.md

@@ -1,16 +1,25 @@
-# Policies
+---
-Policies adopted by the Montana Dinosaur Center Board
+description: Welcome to The Montana Dinosaur Center!
+---
 
-* [Conflict of Interest Policy](https://github.com/Montana-Dinosaur-Center/policies/blob/main/conflict-of-interest-policy.md), adopted April 2020
+# Welcome Letter
-* [Board Communication Policy](https://github.com/Montana-Dinosaur-Center/policies/board-communication-policy.md), adopted 9/22/2020
+
-* [Strategic Reserve Policy](https://github.com/Montana-Dinosaur-Center/policies/blob/main/strategic-reserve-policy.md), adopted September 2021
+We are glad to have you as part of our organization.  We believe that every staff member, whether in a paid or volunteer position, plays a key and pivotal role in our success.
-* [Financial Policy](https://github.com/Montana-Dinosaur-Center/policies/blob/main/financial-policy.md), not yet adopted
+
-* [Budget Policy](https://github.com/Montana-Dinosaur-Center/policies/blob/main/budget-policy.md), not yet adopted
+As a staff member, certain things are expected of you to help The Montana Dinosaur Center maintain its image and status. Our corporate name is The Montana Dinosaur Center and we use the title of The Montana Dinosaur Center as our business operation and for public communications. 
-* [Contingency or Disaster Preparedness Plan](https://github.com/Montana-Dinosaur-Center/policies/blob/main/contingency-or-disaster-policy.md), not yet adopted
+
-* [Investment Policy](https://github.com/Montana-Dinosaur-Center/policies/blob/main/investment-policy.md), not yet adopted
+The purpose of this Handbook is to outline the policies and procedures pertinent for your employment experience. For the purpose of this handbook, all employees, whether paid or unpaid, will be referred to as “personnel”.  
-* [Whistleblower Policy](https://github.com/Montana-Dinosaur-Center/policies/blob/main/investment-policy.md) *Found on Form 990: Part VI, Question 13*
+
-* [Compensation Policy]()
+You will also notice that we ask you to acknowledge that you have read the Handbook and we will also ask this of any changes. We want to ensure that all our staff members have read and have access to the most current information related to employment here at the The Montana Dinosaur Center, so we require your acknowledgement.  
-* [Fundraising Policy]()
+
-* [Gift Acceptance]() *Found on Form 990: Schedule M, Part I, line 31*
+Please read this handbook, then print and sign [the last page](broken-reference) and return it to the Executive Director.
-* [990 Review Policy]() *Schedule O*
+
-* [Public Disclosure Policy]() *Found on Form 990: Part VI, Section C, Lines 18 – 20*
+If you have any questions regarding this handbook or your employment experience, please do not hesitate to ask your department head  
+
+We hope you find your tenure with us to be an enjoyable and rewarding experience.
+
+Regards,
+
+Cory Coverdell 
+
+Executive Director

SUMMARY.md

@@ -1,10 +1,61 @@
 # Table of contents
 
-* [Policies](README.md)
+* [Welcome Letter](README.md)
-* [Communication Policy](board-communication-policy.md)
+* [Purpose of This Handbook](purpose-of-this-handbook.md)
-* [Budget Policy](budget-policy.md)
+* [Starting Employment with the Montana Dinosaur Center](starting-employment-with-the-montana-dinosaur-center.md)
-* [Montana Dinosaur Center Conflict of Interest Policy](conflict-of-interest-policy.md)
+
-* [Contingency or Disaster Policy](contingency-or-disaster-policy.md)
+## Employment Relationship
-* [Financial Policy](financial-policy.md)
+
-* [Investment Policy](investment-policy.md)
+* [Our Company](employment-relationship/our-company.md)
-* [Strategic Reserve Policy](strategic-reserve-policy.md)
+* [Our Culture, Our Values](employment-relationship/our-culture-our-values.md)
+* [Code of Conduct and Business Ethics](employment-relationship/code-of-conduct-and-business-ethics.md)
+
+## Employment Policies
+
+* [Accommodation of Disabilities](employment-policies/accommodation-of-disabilities.md)
+* [Attendance Policy](employment-policies/attendance-policy.md)
+* [Confidentiality](employment-policies/confidentiality.md)
+* [Confidentiality Policy Acknowledgement](employment-policies/confidentiality-policy-acknowledgement.md)
+* [Employee Classifications](employment-policies/employee-classifications.md)
+* [Equal Employment Opportunity](employment-policies/equal-employment-opportunity.md)
+* [Personnel File Policy](employment-policies/personnel-file-policy.md)
+* [Privacy](employment-policies/privacy.md)
+
+## Workplace Professionalism & Standards of Conduct
+
+* [Animals in the Workplace/Service Animals](workplace-professionalism-and-standards-of-conduct/animals-in-the-workplace-service-animals.md)
+* [Conflict Resolution/Grievances](workplace-professionalism-and-standards-of-conduct/conflict-resolution-grievances.md)
+* [Dress Code](workplace-professionalism-and-standards-of-conduct/dress-code.md)
+* [Drugs and Alcohol](workplace-professionalism-and-standards-of-conduct/drugs-and-alcohol.md)
+* [Gift Shop](workplace-professionalism-and-standards-of-conduct/gift-shop.md)
+* [Harassment, Discrimination and Bullying](workplace-professionalism-and-standards-of-conduct/harassment-discrimination-and-bullying.md)
+* [Professional Behavior](workplace-professionalism-and-standards-of-conduct/professional-behavior.md)
+* [Safe Workplace](workplace-professionalism-and-standards-of-conduct/safe-workplace.md)
+* [Workplace Violence](workplace-professionalism-and-standards-of-conduct/workplace-violence.md)
+
+## 💰 Hours of Work and Payroll Practices
+
+* [Pay Periods and Paydays](hours-of-work-and-payroll-practices/pay-periods-and-paydays.md)
+
+## Employee Time Off and Leaves of Absence
+
+* [Time Off](employee-time-off-and-leaves-of-absence/time-off.md)
+* [Bereavement Leave](employee-time-off-and-leaves-of-absence/bereavement-leave.md)
+* [Military Leaves](employee-time-off-and-leaves-of-absence/military-leaves.md)
+
+## Performance and Pay
+
+* [Probationary Period](performance-and-pay/probationary-period.md)
+* [Warning Policy](performance-and-pay/warning-policy.md)
+
+## Technology
+
+* [Internet, Email and Computer Use Policy](technology/internet-email-and-computer-use-policy.md)
+
+## Leaving The Montana Dinosaur Center
+
+* [Employment Termination](leaving-the-montana-dinosaur-center/employment-termination.md)
+
+## Employee Acknowledgement
+
+* [Employee Acknowledgement Form](employee-acknowledgement/employee-acknowledgement-form.md)

employee-acknowledgement/employee-acknowledgement-form.md

@@ -0,0 +1,42 @@
+---
+description: >-
+  Please export this page as PDF, print two copies, sign and return a copy to
+  the Executive Director.
+layout: landing
+---
+
+# Employee Acknowledgement Form
+
+I understand and agree that nothing contained in this Employee Handbook creates, or is intended to create, an employment contract or a promise or guarantee of continued employment.  I also understand that The Montana Dinosaur Center may change, modify, or revoke any of its policies and procedures at any time, with or without prior notice.
+
+I hereby acknowledge that I have read The Montana Dinosaur Center Employee Handbook and understand the contents as stated.  
+
+Submitted by:
+
+\
+
+
+\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_         \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
+
+Employee Signature               Print Name
+
+\
+
+
+\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_         \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
+
+Title                                           Date
+
+\
+
+
+Received by:
+
+\
+
+
+\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_         \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
+
+Executive Director               Date
+
+\

employee-time-off-and-leaves-of-absence/bereavement-leave.md

@@ -0,0 +1,3 @@
+# Bereavement Leave
+
+In the event of a death in the immediate family, employees may take several days leave "Immediate family" is defined as father, mother, stepparents, brother, sister, spouse, domestic partner, child, stepchildren, mother-in-law, father-in- law, parents-in-law, grandparents and grandchildren.

employee-time-off-and-leaves-of-absence/military-leaves.md

@@ -0,0 +1,7 @@
+# Military Leaves
+
+Per federal law, military leaves are available to eligible employees who enter the Uniformed Services of the United States, including the National Guard and the Commissioned Corps of the Public Health Service, or the state military forces, or the reserve components of the same, to participate in active or inactive duty or training. Time off is also permitted for an examination to determine one's fitness for duty in any of the federal military forces. Such leave will be granted in accordance with the Washington state and federal laws, provided all legal requirements are satisfied and the employee returns to work or applies for reemployment within the time prescribed by law. The employee must provide advance notice of the need for leave whenever possible. 
+
+For more information on military leaves, please talk with the Executive Director.
+
+\

employee-time-off-and-leaves-of-absence/time-off.md

@@ -0,0 +1,3 @@
+# Time Off
+
+While regular attendance is crucial to maintain business operations, The Montana Dinosaur Center recognizes that, for a variety of reasons, employees may need time off from work. The Montana Dinosaur Center has available several types of leaves of absence. Some are governed by law and others are discretionary. 

employment-policies/accommodation-of-disabilities.md

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+# Accommodation of Disabilities
+
+In compliance with the Americans with Disabilities Act (ADA), The Montana Dinosaur Center provides reasonable accommodation to all qualified disabled employees, upon request, so long as the potential accommodation does not create an undue hardship on The Montana Dinosaur Center.
+
+If you believe that you may require an accommodation, discuss your needs with your Department Head.  We may require medical certification of both the disability and the need for accommodation.
+
+An interactive process is used to determine the best type of accommodation in each situation and whether the requested accommodation is reasonable.  
+
+\

employment-policies/attendance-policy.md

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+# Attendance Policy
+
+Excessive absenteeism and tardiness negatively impact our customers and the entire team. Absenteeism is defined as missing work without notifying your Supervisor in advance. Excessive absenteeism or tardiness may result in termination of your employment unless extenuating circumstances are proven to exist. 
+
+Missing work without notifying your manager in advance for one or more consecutive days may be considered job abandonment and result in termination of employment.
+
+\
+If you must miss work or know you will be late, please contact your Supervisor as early as possible.  Unexcused absenteeism or tardiness may result in implementation of the warning policy.  
+
+If you need to leave work during the workday (i.e. doctor’s appointment, return home because of a sick child), we ask that you do your best to notify your Supervisor with as much notice as possible.  

employment-policies/confidentiality-policy-acknowledgement.md

@@ -0,0 +1,23 @@
+---
+description: >-
+  Export this page as PDF, print it, sign it, and return it to the Executive
+  Director.
+---
+
+# Confidentiality Policy Acknowledgement
+
+By signing this document, you acknowledge that you have read and understand  the MDC Confidentiality Policy, and will abide by it.
+
+\
+\
+Print Name \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
+
+
+
+Signature  \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Date \_\_\_\_\_\_\_
+
+
+
+
+
+\

employment-policies/confidentiality.md

@@ -0,0 +1,33 @@
+# Confidentiality
+
+Throughout your employment or service with the Montana Dinosaur Center (MDC), you will be exposed to both proprietary information and information which is not yet public knowledge. A few examples of this include landowner information, donor information, educational methods and information relating to undescribed specimens. There are many other sensitive issues as well. Reasons for keeping information confidential vary widely and include protecting our research that could include information from external researchers who would publish first on other specimens and intentionally exclude our specimens, and protecting the fossils from fossil poachers, or commercial collectors/resellers.
+
+### Location & Landowner Privacy
+
+Protecting sites and maintaining confidentiality for public land is required by state and federal law. In truth, we want to make it more difficult for other collectors to “negotiate” us off of the land we currently use. Protecting the privacy of landowners is paramount to maintaining good relationships, and therefore reliable access to our dig sites. Some information will be public information when the appropriate time comes; this may be months or years in the future when research is published or agreements change. MDC requires the ability to determine that time. It is part of the terms of your employment to help us protect this sensitive information.
+
+### Photographs and Social Media 
+
+Anything shared or made available through MDC’s social media accounts may be re-shared on your personal social media. This is MDC’s preferred method for you to get approval and share media of our digs and specimens. We highly encourage staff to create appropriate posts for our social media accounts, including photos, short or long form video, and “quotes from the field”.
+
+### Things that can be shared without permission: 
+
+* Picture/video of unprepared bones that are not diagnostic to a genus level (e. g. a hadrosaur femur, rib, vertebrae, etc. that does not include geocoordinates in the photo EXIF data or other places)
+* Landscape photos without the dig site visible so that people can’t figure out the location  based on the photos 
+
+### Some things that can't be shared without permission (not a definitive list): 
+
+* Pictures and videos of Skull bones. 
+* Proprietary documentation (like this one) 
+  * Prep sheets
+  * Journal entries
+* GPS coordinates of dig sites (especially in photograph metadata from your phone!) 
+* Directions to dig sites
+* Landowner Information
+* WiFi passwords
+* Security codes
+* Keys
+
+## If you are ever uncertain whether something is shareable, please consult the Executive Director
+
+Failure to abide by this policy may result in suspension, dismissal, or civil liability.\

employment-policies/employee-classifications.md

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+# Employee Classifications
+
+At The Montana Dinosaur Center, paid employees regularly working 30 hours or more per week are considered full-time employees. An employee regularly working less than 30 hours a week is considered a part-time employee.
+
+(For paid employees), exempt employees are paid on a salary basis and non-exempt employees are paid on an hourly basis.

employment-policies/equal-employment-opportunity.md

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+# Equal Employment Opportunity
+
+It is the policy of The Montana Dinosaur Center to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, sexual orientation, gender identity, age, ancestry, physical or mental disability, medical condition including medical characteristics, marital status or any other classification protected by applicable local, state or federal laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline and termination.
+
+The Company expects all employees to support our equal employment opportunity policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment.

employment-policies/personnel-file-policy.md

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+# Personnel File Policy
+
+Employees may contact the Executive Director to request a time to review their personnel file. With reasonable advance notice, an employee may review his or her own records in the The Montana Dinosaur Center offices during regular business hours and in the presence of the Executive Director who is appointed by The Montana Dinosaur Center to maintain the records. No copies of documents in your file may be made, except for documents that you have previously signed. You may add your comments to any disputed item in the file.

employment-policies/privacy.md

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+# Privacy
+
+The Montana Dinosaur Center is respectful of employee privacy. All employee demographic and personal information will be shared only as required in the normal course of business.
+
+The Montana Dinosaur Center does not make or receive any private healthcare information through the course of normal work. If any employee voluntarily shares private healthcare information with a member of management, this information will be kept confidential. If applicable, The Montana Dinosaur Center will set up guidelines for employees and management to follow to ensure that company employees conform to the requirements of the Health Insurance Portability and Accountability Act (HIPAA).

employment-relationship/code-of-conduct-and-business-ethics.md

@@ -0,0 +1,30 @@
+# Code of Conduct and Business Ethics
+
+The Code of Conduct and Business Ethics policy of The Montana Dinosaur Center serves as a guide for proper business conduct for all employees.  We expect all our employees and anyone representing The Montana Dinosaur Center to observe the highest standards of ethics and integrity in their conduct.  We set a high bar so we can hire great people, do excellent work, and achieve our aspirational goals.  Following all codes of conduct and business ethics, both in this Employee Handbook and outlined below, is key and essential to our success.  Failure to do so can result in disciplinary action, including termination of employment.
+
+If you have any questions or concerns regarding codes of conduct or business ethics, talk with your Department Head. 
+
+### Respect for Each Individual
+
+We all deserve to work in an environment where we are treated with dignity and respect.  The Montana Dinosaur Center is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success.
+
+### Support Each Other
+
+The Montana Dinosaur Center is committed to a supportive work environment, where employees have the opportunity to reach their full potential.  Employees are expected to do create a workplace culture that is free of harassment, intimidation, bias, and unlawful discrimination.  
+
+### Open and Honest Communication
+
+At The Montana Dinosaur Center, everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns.  Department Heads have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions.  The Montana Dinosaur Center will investigate all reported instances of questionable or unethical behavior.  In every instance where improper behavior is found to have occurred, The Montana Dinosaur Center will take appropriate action.  We will not tolerate retaliation against employees who raise ethics concerns in good faith.
+
+### Uphold the Law
+
+Our commitment to integrity begins with complying with all laws, rules and regulations where we do business.  Each of us must understand the company policies, laws, rules and regulations that apply to our specific roles.  If you are unsure an action is permitted by law or Company policy, talk with your Department Head.  Each of us is responsible for preventing violations of law and for speaking up if see possible violations.  
+
+### Additional Considerations
+
+* The Montana Dinosaur Center products and procedures are the property of The Montana Dinosaur Center are not to be used for personal gain
+* Phone calls and correspondence are not to be used for personal gain
+* The Montana Dinosaur Center contacts may be solicited only for The Montana Dinosaur Center purposes
+* Follow the chain of command of The Montana Dinosaur Center
+* Learn and abide by the policies of The Montana Dinosaur Center, and
+* Learn and abide by the Society of [Vertebrate Paleontology Member Code of Ethics](https://vertpaleo.org/code-of-conduct/).

employment-relationship/our-company.md

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+# Our Company
+
+### Mission
+
+The mission of Timescale Adventures is: 
+
+1. To provide hands-on educational experiences for the public, based as much as possible on actual research sites and utilizing research personnel; 
+2. to promote research and publications on the objects and information collected; and 
+3. to collect, preserve, research, and interpret for the public, items relating to the physical and cultural heritage of the world.
+
+This corporation is dedicated to the sharing of information with other organizations for the advancement of science and the education and enjoyment of the public.
+
+\

employment-relationship/our-culture-our-values.md

@@ -0,0 +1,21 @@
+# Our Culture, Our Values
+
+“Be the person your dog thinks you are.” – We hired you because we feel you are a good fit for our culture and you are a naturally good person. This keeps us all on a path for personal and business growth. The Dinosaur Center’s success is nurtured by our awesome people…kindness rules here!
+
+Work Smarter Not Harder – Be efficient and productive in your shift so the next shift is not overloaded. If it is easier for the next person, they can make it easier for you. “You scratch my back” …heard this before? Got an idea to make something better, voice it! Slacking is NOT permitted.
+
+Don’t Dis your Homies – If you are not pleased with a behavior or situation with someone at work, talk to them about it. Communicate! If you can’t discuss the issues yourself involve your immediate supervisor/manager. Don’t talk crap to everyone else, it gets ugly fast. If you absolutely cannot go direct, get a manager involved!
+
+Never Bail on a Teammate in Need, EVER! – If they are on fire, have a hose handy and be the first to put out the flames. Leaving someone in the lurch is never okay. On the other side, ASK FOR HELP if you are in the weeds, don’t suffer in silence, we are here to support and help where needed so you job feels awesome and the visitors are happy. Asking for help makes you smarter, not weaker!
+
+Complete Follow Through – Know your area of responsibility and stick to it until the job is done. Half-assed work will not be sufficient to keep your job at the Dinosaur Center; your teammates will eat you alive! Also, if you see someone that needs help, HELP!
+
+Keep Things Professional – Things get crazy behind the scenes, in the prep lab, and in the field; never argue, raise your voice, or curse in front of or in the presence of guests. The museum must remain neutral at all times, remember you are on show and visitors are watching your every movement.
+
+Montana Dinosaur Center Representation – You always work for the Dinosaur Center…please don’t rob a convenience store in your uniform, or complain about a fellow coworker at the bar, or talk about how trashed you got last Friday with friends in earshot of visitors. We live in a small town where word of mouth does great good **and** great damage. We work with you because you are awesome, so just be awesome!
+
+### Elitism
+
+Here at the Dinosaur Center, we work to be the best at what we do. That doesn’t mean we treat people with less respect because they have less training, education or experience. Remember that everyone who works here is working to gain knowledge and experience. Be gentle and helpful with criticism and accept help and suggestions when it is offered. Do your best to not take constructive criticism personally. 
+
+\

hours-of-work-and-payroll-practices/pay-periods-and-paydays.md

@@ -0,0 +1,3 @@
+# Pay Periods and Paydays
+
+Employees are paid monthly in the first 3 Business days of each month or the next regular business day should the regular pay day fall on a weekend or holiday.

leaving-the-montana-dinosaur-center/employment-termination.md

@@ -0,0 +1,7 @@
+# Employment Termination
+
+We recognize that there may come a time when you need to change your employment.  If you voluntarily terminate your position with us, please provide us with a minimum of two weeks-notice, in writing, indicating your termination date.  
+
+On or before your last day, the Executive Director will schedule an exit interview with you.  On your last day of work, we ask that you participate in an exit interview so we can gain feedback, insight, and knowledge from your perspective. 
+
+\

performance-and-pay/probationary-period.md

@@ -0,0 +1,3 @@
+# Probationary Period
+
+All personnel will have an initial probationary period of 365 days. The purpose of this probationary period is to allow evaluation of personnel performance, punctuality, work ethic, attitude, and dependability.

performance-and-pay/warning-policy.md

@@ -0,0 +1,28 @@
+# Warning Policy
+
+The Montana Dinosaur Center utilizes a warning policy approach dealing with job-related behavior that does not meet expected and communicated performance standards.  The warning policy process refers to the following actions:
+
+1. A verbal warning accompanied by a signed form acknowledging the warning.
+2. A written warning accompanied by a signed form acknowledging the warning.
+3. Termination from The Montana Dinosaur Center.
+
+These steps are usually taken in sequence when an employee exhibits behavior or performance issues. However, depending on the situation, any step may be repeated, omitted, or taken out of sequence. The Montana Dinosaur Center reserves the right to effect immediate termination should the situation be warranted. Each case is considered on an individual basis.
+
+In the case of serious misconduct, an employee may be suspended and/or terminated on the first offense. 
+
+### Serious workplace misconduct includes, but is not limited to:
+
+* Theft
+* Fighting, engaging in threats of violence or violence, use of vulgar or abusive language, horseplay, practical jokes or other disorderly conduct that may endanger others or damage property
+* Behavior/language of a threatening, abusive, or inappropriate nature
+* Misuse, damage to, or loss of Company property
+* Unauthorized use or possession of property that belongs to the Company, a coworker, or of the public
+* Falsification, alteration, or improper handling of Company-related records
+* Unauthorized use or disclosure of the Company's confidential information 
+* Unauthorized possession or concealment of weapons
+* Misuse of the Company’s electronic information systems
+* Possession, use, sale, manufacture, purchase, or working under the influence of non-prescribed or illegal drugs, alcohol, or other intoxicants.
+* Dishonesty
+* Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials
+* Sexual or other illegal harassment or discrimination
+* Violation of any Company policy.

purpose-of-this-handbook.md

@@ -0,0 +1,11 @@
+# Purpose of This Handbook
+
+This Employee Handbook ("handbook") is designed to summarize and acquaint personnel with many of the personnel policies and benefits of The Montana Dinosaur Center.  This Handbook applies to all personnel, and compliance with The Montana Dinosaur Center is a condition of employment, both paid and unpaid. This Handbook supersedes all previous employment policies, written and oral, express, and implied. 
+
+This Employee Handbook is not an employment contract and is solely a general statement and summary of the company’s policies and procedures provided as a convenience for employees.  Nothing in this employee handbook or in any other document creates or is intended to create a promise or representation of continued employment for any employee. 
+
+The Montana Dinosaur Center may modify, revoke, or update any part of this Employee Handbook or the policies or procedures summarized here, at its sole discretion from time to time.  Any such changes will be effective immediately, whether or not the handbook is updated. 
+
+Only the Executive Director of The Montana Dinosaur Center has the authority to authorize any changes to the company policies and procedures outlined here. The Montana Dinosaur Center has sole discretion and authority to interpret and enforce the Company policies described in this Employee Handbook, and elsewhere.
+
+Though these guidelines provide leeway for employees to exercise their best judgment in executing their work, The Montana Dinosaur Center expects its employees to maintain the highest ethical standards, conduct themselves with the highest level of personal and professional integrity, and to always act in compliance with the law. Any conduct to the contrary may result in disciplinary action, up to, and including termination.

starting-employment-with-the-montana-dinosaur-center.md

@@ -0,0 +1,9 @@
+# Starting Employment with the Montana Dinosaur Center
+
+### Forms
+
+All paid personnel are required to fill out a [W-4](https://www.irs.gov/pub/irs-pdf/fw4.pdf) and [I-9](https://www.uscis.gov/sites/default/files/document/forms/i-9-paper-version.pdf) form. Unpaid volunteers must fill out a volunteer information form.
+
+### Training
+
+Field and prep personnel must complete the Basic Field Techniques course from The Montana Dinosaur Center or have equivalent experience. Data entry and other personnel must have experience or training in the scope of their jobs. Appropriate training will be provided.

technology/internet-email-and-computer-use-policy.md

@@ -0,0 +1,3 @@
+# Internet, Email and Computer Use Policy
+
+The Montana Dinosaur Center uses various forms of electronic communication including, but not limited to computers, email, telephones, voicemail, instant message, text message, internet, cell phones, and smartphones (hereafter referred to as "electronic communications"). The electronic communications, including all software, databases, hardware, and digital files, remain the sole property of the Company and are to be used only for Company business and not for personal use. 

workplace-professionalism-and-standards-of-conduct/animals-in-the-workplace-service-animals.md

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+# Animals in the Workplace/Service Animals
+
+Certified Service animals are always allowed on the premises Employees and Volunteers require Prior authorization to bring their pets to the museum.

workplace-professionalism-and-standards-of-conduct/conflict-resolution-grievances.md

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+# Conflict Resolution/Grievances
+
+All of us want to work in an atmosphere of mutual support.  However, sometimes problems or conflicts may arise which you cannot resolve by yourself.  If this should happen, we encourage you to discuss the situation with your Supervisor.  Every effort will be made to work with you and the parties involved to resolve the issue in a timely and equitable manner. 
+
+For complaints about superiors should any problems arise, consult the Department Head of that area (i.e. Collections, Prep Lab, Payroll), or their supervisor.  An incident report will be filed by that Department Head and signed off on by the staff member.  If the problems cannot be resolved, or you do not feel comfortable approaching the Department Head, contact the Executive Director.
+
+\

workplace-professionalism-and-standards-of-conduct/dress-code.md

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+# Dress Code
+
+Proper attire is required for your area of work. This will include appropriate attire for the prep lab, out in the field, and within the museum’s gift shop. 
+
+### Prep Lab Attire
+
+When in the prep lab, you will need shoes that cover the entire foot and are comfortable for an extended period of time. 
+
+### Field Site Attire
+
+When out in the field, uniform shirts will be provided for you, and you will need a hat, pants or shorts that are comfortable in a hot, dry environment, and tennis shoes or hiking boots that cover the entire foot and can withstand much trekking over rugged terrain. No sandals allowed while on site. No short shorts or skirts are allowed when instructing dig programs in the field. Should you be out on site for an extended period of time and you feel your uniform shirt becomes less than presentable to the public, you may wear another shirt that is comfortable and presentable to the public. This means it should contain no stains or possibly offensive logos and should not be revealing. 
+
+### Gift Shop Attire
+
+While in the gift shop, you must wear comfortable clothes that will represent our museum well to the public. We will provide staff shirts for you to wear, but you may also wear dresses, skirts, and tops that are not revealing or laden with unsettling logos (or those that may offend the public or your coworkers).

workplace-professionalism-and-standards-of-conduct/drugs-and-alcohol.md

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+# Drugs and Alcohol
+
+Our position on substance abuse is simple: it is incompatible with the health and safety of our employees, and we don’t permit it. Consumption of alcohol is not banned at our offices but use good judgment and never drink in a way that leads to impaired performance or inappropriate behavior, endangers the safety of others, or violates the law. Illegal drugs in our offices or at sponsored events are strictly prohibited. If a manager has reasonable suspicion to believe that an employee’s use of drugs and/or alcohol may adversely affect the employee’s job performance or the safety of the employee or others in the workplace, the manager may request an alcohol and/or drug screening. A reasonable suspicion may be based on objective symptoms such as the employee’s appearance, behavior or speech.

workplace-professionalism-and-standards-of-conduct/gift-shop.md

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+# Gift Shop
+
+Use of the cash register at the museum’s gift shop requires training and authorization, which will be provided to you upon employment. 
+
+### When taking payment 
+
+* Do not accept checks for payment
+* Check for expiration date of all credit cards.
+* Instructions and guidelines will be provided upon authorization for use of register. 
+
+### Gift Shop Duties
+
+* Helping customers and representing the image of the museum
+* Selling gift shop items and museum admittance
+* Answering the phone, booking dig programs, and answering basic questions about the museum and dig programs
+* Stocking all products
+* Cleaning glass cases
+* Dusting shelving and lights - Sweeping floors
+* Mopping when needed
+* Maintaining cleanliness of bathrooms
+* Taking out trash
+* Maintenance of parking lot cleanliness.
+
+Internet and phone usage is limited to necessity and staff breaks. If you are caught using the museum internet inappropriately (i.e. not for a customer’s inquiries or for museum requirements) during your shift, you will be subject to a verbal warning and could be grounds for your immediate dismissal.
+
+\

workplace-professionalism-and-standards-of-conduct/harassment-discrimination-and-bullying.md

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+# Harassment, Discrimination and Bullying
+
+The Montana Dinosaur Center is committed to providing a work environment free of harassment, discrimination or bullying in any form.  All employees are expected to be sensitive and respectful to their co-workers and others with whom they come into contact while representing The Montana Dinosaur Center.  
+
+We have zero tolerance for harassment of any kind.  Harassment includes verbal, physical, or visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with work performance.  
+
+Examples of sexual harassment include but are not limited to the following:
+
+* Unwelcome and repeated flirtations and requests for dates
+* Subtle pressure for sexual activity 
+* Solicitation or coercion of sexual activity
+* Sexual assault
+* Vulgarity or suggestive gestures.
+
+Retaliation against an employee for refusing sexual or social overtures, for complaining in good faith about sexual harassment, or for cooperating in good faith with the investigation of a complaint. 
+
+Other forms of unlawful harassment or discrimination may include racial epithets, slurs and derogatory remarks, stereotypes, jokes, posters or cartoons based on race, national origin, age, disability, marital status or other legally protected categories. Prohibited harassment might also be transmitted using the Company's electronic communications system, or through other online conduct. 
+
+### Complaint Procedure
+
+If at any time you believe you are being subject to harassment or discrimination, or if you become aware of such conduct being directed at someone else, bring the matter to the immediate attention of your supervisor, the Executive Director or the Vice President. Choose the avenue which you are most comfortable with.  The door is always open to address concerns of harassment or discrimination.
+
+Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation. No employee, contract worker, customer, vendor or other person who does business with this organization is exempt from the prohibitions in this policy. In response to every complaint, The Montana Dinosaur Center will investigate and, if improper conduct is found, take appropriate corrective action up to and including termination.

workplace-professionalism-and-standards-of-conduct/professional-behavior.md

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+# Professional Behavior
+
+Professional behavior is expected at all times. Please leave personal issues at home. Be respectful of coworkers and customers. When in doubt of whether or not you or a coworker are using an appropriate attitude, use the Golden Rule and treat others the way you would like and expect to be treated. You will be expected to clock in and clock out to be adequately paid for your time here. If you feel sick or have an “off” day, it is your responsibility (and suggested) to have someone take your shift. This is not the responsibility of your supervisor, but he or she should be notified of any changes to the schedule right away.

workplace-professionalism-and-standards-of-conduct/safe-workplace.md

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+# Safe Workplace
+
+The Montana Dinosaur Center is committed to the safety and health of all employees and visitors. Maintaining a safe work environment requires the continuous cooperation of all employees. If there is an on-the-job injury, report it to senior management immediately. A first-aid kit is in \<insert location> for emergencies.&#x20;
+
+All employees are responsible for maintaining a safe environment.
+
+By remaining safety conscious, employees can protect themselves and their coworkers. Employees are expected to promptly report either to their supervisor or the Executive Director all unsafe working conditions, accidents, and injuries, regardless of how minor, so that any potential hazards can be corrected.&#x20;
+
+\

workplace-professionalism-and-standards-of-conduct/workplace-violence.md

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+# Workplace Violence
+
+We are committed to a violence-free work environment, and we will not tolerate any level of violence or the threat of violence in the workplace. Under no circumstances should anyone bring a gun to work.
+
+Threats, threatening language, or any other acts of aggression or violence made toward or by any The Montana Dinosaur Center employee will not be tolerated. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, attempts to intimidate or to instill fear in others, menacing gestures, bringing weapons to the workplace (i.e. guns, or an item that is used to injure or purposefully hurt another person), stalking, or any other hostile, aggressive, injurious and/or destructive actions undertaken for the purpose of domination or intimidation. 
+
+All potentially dangerous situations, including threats by co-workers, should be reported immediately to your Supervisor, or to any member of management. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this policy. If an investigation confirms that threat of a violent act or violence itself has occurred, we will take appropriate action regarding the offending employee up to and including termination.
+
+\