Employee Handbook

Our Mission

The Backdoor Theatre (BDT)is a small independent movie theater operating out of the Nederland Community Center (NCC). BDT is a 501c3 organization founded 19 years ago, showing first run movies every Friday and Saturday night and matinees for the hearing impaired on Saturdays. Additionally, BDT provides performance and rehearsal space for local schools, community theater groups, and donates space to non-profits and schools for special movie showings. The Theater is also host to an annual independent film festival, local independent film showings during the Frozen Dead Guy Days festival and special events such as NedX, a forum showcasing female authors. The Theater is housed within the Nederland Community Center, a former K-12 school repurposed as a Community Center in 1998. BDT utilizes the former High School auditorium, originally built in 1954 During the early years of operation, the Theater produced live plays, hosted Creed Repertory Theater, Chamber groups from Colorado Symphony, and a Classical Music Concert series


You are part of a dedicated team of dynamic individuals and we hope that your employment with Backdoor Theatre (BDT ) will be rewarding.  We take pride in our employees as well as the services we provide to the citizens living in Nederland and the Peak-to-Peak region.  Please take the time to read this employee handbook carefully.  Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment.  This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein.  BDT reserves the right to interpret, modify, or supplement the provisions of this handbook at any time.  Please understand that no employee handbook can address every situation in the work place.  If you ever have questions about your employment, you are encouraged to ask.  If you have any difficulty reading or understanding any of the provisions of this handbook, please contact our Program Director to discuss.  Likewise, if you have any suggestions related to BDT ’s policies or procedures, please let us know.  We believe that each employee contributes directly to our success, and we hope you will take pride in being a member of our team.

1.0  Ethics Code:

BDT will conduct its business honestly and ethically wherever operations are maintained.  We strive to improve the quality of our services and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment.  Our board, supervisors and all employees are expected to adhere to high standards of business and personal integrity as a representation of our organization.  We expect that all employees will not knowingly misrepresent BDT and will not speak on behalf of BDT unless specifically authorized.  The confidentiality of our clients is to be treated with discretion and only be disseminated on a need-to-know basis.  Violation of the Code of Ethics can result in discipline, up to and including termination of employment.  The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.

1.1  Revisions to Handbook:

This employee handbook is our attempt to keep you informed of the terms and conditions of your employment, including BDT policies and procedures.  The handbook is not a contract.  BDT reserves the right to revise, add, or delete from this handbook as it determines to be in its best interest. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook.

2.0  EEO and Hiring Policies:

2.1  EEO Statement and Non-harassment Policy

Equal Opportunity Statement

BDT is committed to the principles of equal employment.  We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations.  It is our intent to maintain a work environment which is free of harassment, discrimination, or retaliation because of age, sex (including pregnancy), sexual orientation, race, national origin, disability, creed, religion, genetic information, military or veteran status, or any other status protected by federal, state, or local laws.  BDT is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.  BDT will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of BDT ‘s Equal Employment Opportunity Policy in a confidential manner.  BDT will take appropriate corrective action, if and where warranted. BDT prohibits retaliation against any employee who provides information about, complains, or assists in the investigation of any complaint of discrimination or violation of BDT ‘s Equal Employment Opportunity Policy. We are all responsible for upholding BDT ’s Equal Employment Opportunity Policy and any claimed violations of that policy should be brought to the attention of your supervisor.

Policy Against Workplace Harassment

BDT has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual’s age, sex (including pregnancy), sexual

orientation, race, national origin, disability, creed, religion, genetic information, military or veteran status, or any other status protected by federal, state, or local laws.  All forms of harassment of, or by, employees, vendors, visitors and clients are strictly prohibited and will not be tolerated.

A. Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s employment (2) submission to, or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. While it is not possible to identify each and every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment are provided below: (a) unwelcome requests for sexual favors; (b) lewd or derogatory comments or jokes; (c) comments regarding sexual behavior or the body of another employee; (d) sexual innuendo and other vocal activity such as catcalls or whistles; (e) obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual natures; (f) repeated requests for dates after being informed that interest is unwelcome; (g) retaliating against an employee for refusing a sexual advance or reporting an incident of possible sexual harassment to BDT or any government agency; (h) offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and (i) any unwanted physical touching or assaults, or blocking or impeding movements.

B. Other Harassment

Other workplace harassment is often verbal or physical conduct that insults or shows hostility or aversion towards an individual because of the individual’s age, sex (including pregnancy), sexual orientation, race, national origin, disability, creed, religion, genetic information, military or veteran status, or any other status protected by federal, state, or local laws.  Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment: (a) the use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to the above protected categories; (b) written or graphic material that insults, stereotypes or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on BDT ‘s premises (which includes the entire Nederland Community Center), during an BDT activity (in or out of the BDT premises) or circulated in the workplace; and (c) a display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.

C. Reporting Discrimination and Harassment

Any employee who feels that he or she has witnessed, or been subject to, any form of discrimination or harassment is required to immediately notify their supervisor, other supervisor or Board of Director at BDT.  BDT prohibits retaliation against any employee who provides information about, complains, or assists in the investigation of any complaint of harassment or discrimination.  We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. Discipline for violation of this policy may include, but is not limited to reprimand, suspension, demotion, transfer, and discharge.  If BDT determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment.  As necessary, BDT may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, BDT will follow up as necessary to ensure no retaliation for making a complaint or cooperating with an investigation.

2.2  Conflicts of Interest

BDT is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, client relations, safety, security, and morale. Any actual or potential conflict of interest between an employee of BDT and a client, supplier, or contractor to BDT, must be disclosed by the employee to the supervisor.  If an actual or potential conflict of interest is determined to exist, BDT will take such steps as it deems necessary to reduce or eliminate this conflict.

2.3  At-Will Employment

Your employment with BDT is on an “at-will” basis. This means your employment may be terminated at any time, with or without notice and with or without cause.  Likewise, we respect your right to leave the company at any time, with or without notice and with or without cause.  Nothing in the employee handbook or any other BDT document should be understood as creating guaranteed or continued employment, a right to termination only “for cause,” or of any other guarantee of continued benefits or employment.  Only the Board of Directors have the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the Board of Directors.

2.4  Job Descriptions

BDT attempts to maintain a job description for each position.  If you do not have a copy of a current job description you should request one from your supervisor.  Job descriptions prepared by BDT serve as an outline only.  Due to the needs of business, you may be required to perform job duties not within your written job description.  Furthermore, BDT may have to revise, add to, or delete from your job duties according to BDT ’s needs.  On occasion, BDT may need to revise job descriptions with or without advance notice to the employee. If you have any questions regarding your job description, or the scope of your duties, please speak with your supervisor.

2.5  New Employees and Introductory Periods

The first 30 days of your employment is considered an introductory period.  During this period, you will become familiar with BDT and your job responsibilities. During this time, we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Your introductory period with BDT can be shortened or lengthened as deemed appropriate by management. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the “at-will” employment relationship.

2.6  Employment Authorization Verification

All new hires and current employees are required by federal law to verify their identity and eligibility to work in the United States. You will be required to complete a federal Form I-9 on the first day of employment.  If this form and verification of employment eligibility is not completed during the first three days of employment, we are required by law to terminate your employment.  If you are currently employed and have not complied with this requirement or if your status has changed, please inform your supervisor.

3.0 Performance, Discipline and Termination

3.1 Performance Improvement

BDT will make efforts to periodically review your work performance.  The performance improvement process will take place on an annual basis, or as business needs dictate.  You may specifically request that your supervisor assist you in developing a performance improvement plan at any time.  The performance improvement process is a means for increasing the quality and value of your work performance.  Your initiative, effort, attitude, job knowledge, and other factors will be addressed.  You must understand that a positive job performance review does not guarantee a pay raise or continued employment.  BDT pay raises and promotions are based on numerous factors, only one of which is job performance. 

3.2  Promotions

In an effort to match you with the best job for you and to meet the needs of BDT, you may be transferred from your current job. It is BDT ‘s policy to promote from within only when the most qualified candidate is available.  Promotions are made on an equal opportunity basis according to employees possessing the needed skills, education, experience, and other qualifications that are required for the job.  All employees promoted into new job positions will undergo a 30-day introductory period as described in the New Employees and Introductory Periods section.  

3.3  Pay Raises

Depending on BDT ‘s financial health and other factors, efforts will be made to give pay raises consistent with BDT ’s profitability and job performance.  BDT may also make individual pay raises based on merit or due to a change of job position.

3.4  Standards of Conduct

BDT wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all of our employees, clients and other stakeholders.  Every employee has a shared responsibility toward improving the quality of our work environment.  Expectations for appropriate behavior includes but is not limited to, treating all employees with dignity and respect.  By deciding to work at BDT, you agree to follow BDT ’s rules.  While it is impossible to list every item that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit BDT ‘s right to discipline or discharge employees for any reason permitted by law.  In fact, while we value our employees, BDT retains the right to terminate an employee on an “at-will” basis.

Examples of inappropriate conduct include:

            • Violation of the policies and procedures set forth in this handbook.

             • Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other                                controlled substances.

            • Inaccurate reporting of the hours worked by you or any other employee.

            • Providing knowingly inaccurate, incomplete or misleading information when speaking on behalf of BDT or in the preparation of any employment related documents including, but not limited to, job applications, personnel files, employment review documents, or expense records.

            • Taking or destroying BDT .

            • On-duty possession of potentially hazardous or dangerous property such as firearms, weapons,  chemicals, etc., without prior authorization.

            • Fighting with, or harassment (as defined in our EEO policies) of, any fellow employee, client, or vendor.

            • Refusal or failure to follow directions or to perform a requested or required job task.

            • Refusal or failure to follow safety rules and procedures.

            • Excessive tardiness or absences.

            • Smoking in non-designated areas.

            • Working unauthorized overtime.

            • Failure to dress appropriately or practice good hygiene according to BDT policy.

            • Use of obscene or harassing (as defined by our EEO policies) language in the workplace.

            • Outside employment which interferes with your ability to perform your job at BDT .

            • Gambling on BDT premises.

            • Lending keys to BDT property (including the Nederland Community Center) to unauthorized                    persons.

Nothing in this policy is intended to limit employee rights under the National Labor Relations Act.

3.5  Criminal Activity/Arrests

Involvement in criminal activity, whether on or off BDT property (including the Nederland Community Center), during employment may result in disciplinary action including suspension or termination of employment.  Disciplinary action depends upon a review of all factors involved, including whether or

not the employee’s action was work-related, the nature of the act, or circumstances which adversely affect attendance or performance.  Any disciplinary action is not dependent upon the disposition of any case in court.  Employees are expected to be on the job, ready to work, when scheduled.  Inability to report to work as scheduled as a result of an arrest may lead to disciplinary action, up to and including termination of employment, for violation of an attendance policy or job abandonment.  Any disciplinary action taken will be based on information reasonably available.  This information may come from witnesses, police, or any other source as long as management has reason to view the source as credible.

3.6  Drug and Alcohol Policy

BDT considers drug and alcohol abuse a serious matter which will not be tolerated.  BDT absolutely prohibits employees from using, selling, possessing, or being under the influence of alcohol, illegal drugs, controlled substance or prescription drug not medically authorized while at their job, on BDT property, or while on work time.

Therefore, it is BDT ‘s policy that:

1.  Employees shall not report to work under the influence of alcohol, illegal drugs, or any controlled          substance or prescription drug not medically authorized.

2.  Employees shall not possess or use illegal drugs, or any controlled substance or prescription drug not medically authorized while on BDT property or on BDT business.

Please inform your supervisor prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely.  If your supervisor determines that the prescribed or over-the-counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment. 

The possession, consumption, or use of alcoholic beverages at BDT functions while you are working, may occur only with prior approval from your supervisor.  After granting approval, your supervisor will have ultimate responsibility for ensuring that employees adhere to the guidelines presented below.

Supervisors and employees are responsible for adherence to BDT policy.  Failure to do so may result in disciplinary action up to and including termination.

BDT functions to which this policy applies may include, but are not limited to:  BDT & Mountain Peak Life events, i.e., lunches, dinners, breakfasts, brunches.

Employees who choose to drink alcoholic beverages at BDT functions or in the office for special occasions are expected to behave in accordance with usual business standards and all BDT policies.

Alcoholic beverages may be allowed in the office or work area in special/approved circumstances but must be limited to beer and wine.

Alcohol is not to be served to minors or anyone who appears to be impaired.  Any alcoholic beverages must be consumed more than an hour prior to departure.

Safe passage home must be arranged for anyone who appears to be impaired.  A violation of this policy will result in disciplinary action up to and including termination of employment.

3.7  Disciplinary Process

Violation of BDT policies or procedures may result in disciplinary action including leave without pay or termination of employment.  BDT encourages a system of progressive discipline depending on the type of prohibited conduct.  However, BDT is not required to engage in progressive discipline and may discipline or terminate an employee where he or she violates the rules of conduct, or where the quality or value of the employee’s work fails to meet expectations at any time.  Again, any attempt at progressive discipline does not imply that your employment is anything other than on an “at will” basis. In appropriate circumstances, management will provide the employee first with a verbal warning, then with one or more written warnings, and if the conduct is not sufficiently altered, eventual forced leave or termination of employment.  Your supervisor will make every effort possible to allow you to respond to any disciplinary action taken.  Understand that while BDT is concerned with consistent enforcement of our policies, BDT is not obligated to follow any disciplinary or grievance procedure and that depending on the circumstances, employees may be disciplined or terminated without any prior warning or procedure.

3.8  Termination Process

Your employment at BDT is ‘at will,’ meaning that you or BDT may terminate your employment at any time for any reason.  Employees are requested to provide a minimum of two weeks’ notice of their intention to separate from the company to allow a reasonable amount of time to transfer ongoing workloads.  The employee should provide a written resignation letter or notification to his or her supervisor.  An employee who resigns or is discharged will be paid through the last day of work.  

3.9  Problem-Solving Procedure

We strive to provide a comfortable, productive, legal, and ethical work environment.  To this end, BDT wants you to bring any problems, concerns, or grievances you have about the work place to the attention of your supervisor.  To help manage conflict resolution we have instituted the following problem solving procedure:

If you believe there is inappropriate conduct or activity on the part of the BDT , management, its employees, clients, vendors, or any other persons or entities related to BDT , bring your concerns to the attention of your supervisor at a time and place that will allow the supervisor to properly listen to your concern.  Most problems can be resolved informally through dialogue between you and your immediate supervisor.  If you have discussed this matter with your supervisor before and do not believe you have received a sufficient response, or if you believe your supervisor is the source of the problem, we request you present your concerns to other upper level management or to the Board of Directors.  Please indicate what the problem is, those persons involved in the problem, efforts you have made to resolve the problem, and any suggested solution you may have.

3.10 Outside Employment

Outside employment which creates a conflict of interest, or which affects the quality or value of your work performance or availability at BDT is prohibited.  BDT recognizes that employees may seek additional employment during off hours, but expects, in these cases, that any outside employment will not affect job performance, work hours, or scheduling, or otherwise adversely affect the employee’s ability to effectively perform his or her duties with BDT .  Any conflicts should be reported to your supervisor.  Failure to adhere to this policy may result in discipline up to and including termination.

3.11 Post-Employment Reference Policy

We will provide prospective employers with the dates of employment and final job position, only, of a former employee.  All references are to be given by the BDT Program Director or Board of Directors.

4.0 General Policies

4.1 Personnel Records

BDT maintains a personnel file for every employee. Every effort will be made to keep your personnel records confidential.  Access is on a “need-to-know” basis only.  This includes, but is not limited to, supervisors and others in management reviewing the file for possible promotion or termination.

If an employee wishes to review his or her personnel file he or she may do so after giving BDT reasonable notice.  Inspection must occur in the presence of a BDT representative.  All requests by an outside party for information contained in your personnel file will be directed to the Program Director or Board of Directors who are the only people authorized to give out such information.

4.2 Employee Privacy and Right to Inspect

BDT property, including but not limited to, phones, computers, tablets, desks, work place areas, projector equipment and other theatre-related items, remains under the control of BDT and is subject to inspection at any time, without notice to the employee, and without the employee’s presence. 

Employees should have no expectation of privacy in any of these areas.  We assume no responsibility for the loss of, or damage to, any employee property maintained on BDT premises including that kept at desks.

4.3 Telecommuting Policy

Telecommuting is defined as an employee regularly working a full or partial workday from home or some other alternate work site.  BDT will make telecommuting available to employees when it benefits organizational and departmental needs.  This option can not be available in some job classifications due to business needs & requirements.  Employees meeting eligibility requirements for telecommuting should discuss the option with their supervisor for approval.  Those granted a telecommuting arrangement will be subject to the same performance standards as if they were prior to telecommuting.

4.4  Social Media Policy

At BDT, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends around the world.  However, use of social media also presents certain risks and carries with it certain responsibilities.  To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

This policy applies to all employees who work for BDT.


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

The same principles and guidelines found in BDT ’s policies and these basic beliefs apply to your activities online.  Ultimately, you are solely responsible for what you post online.  You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any client, supervisor, employee or Board member of BDT .  Before creating online content, you may want to consider some of the risks and rewards that are involved.

Know and Follow the Rules

Carefully read these guidelines, the Company Ethics Code, Standards of Conduct, and EEO Statement and Non-harassment Policy, and ensure your postings are consistent with these policies.  Postings that include unlawful discriminatory remarks, harassment (as defined by our EEO policy), and threats of violence or other unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination. 

You Are Encouraged to Show Respect

BDT cannot force or mandate respectful and courteous activity by employees on social media during non-working time.  However, everyone should be aware of the negative impact comments of this nature can have on the workplace and relationships with others.  In addition, please keep in mind that you may be more likely to resolve work-related disputes by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet.  Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment (as defined by our EEO policies).  Examples of such conduct might include defamatory or slanderous posts meant to harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, sexual orientation, disability, age, national origin, religion, veteran status, or any other status or class protected by law or company policy. 

Honesty and Accuracy

You should understand that honesty and accuracy are important when posting information or news, and that it is good practice to correct a mistake quickly. You may want to be open about any previous posts you have altered.  Remember that the Internet archives almost everything; therefore, even deleted postings often can be searched.

Posting Information

When posting information:

            • Maintain the confidentiality of BDT ’s confidential-related sensitive information (i.e. clients,                      etc.).

            • Do not create a link from your blog, website, or other social networking site to a BDT website      that identifies you as speaking on behalf of BDT .

            • Never represent yourself as a spokesperson for BDT .  If BDT is a subject of the content you                      are creating, do not represent yourself as speaking on the BDT ‘s behalf.

Retaliation Is Prohibited Run

BDT prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Media Contacts

Employees should not speak to the media on BDT ’s behalf without first contacting the Program Director or Board of Directors.  All media inquiries for official BDT responses should be directed to them.

For More Information

If you have questions or need further guidance, please contact your supervisor or the Program Director. Nothing in this policy is designed to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law.  Employees have the right to engage in or refrain from such activities.

4.5 Employee Suggestions/Open Door Policy

We welcome suggestions for continued improvement and welcome your ideas for better ways to do your job, produce the services of BDT , or meet client needs.  Discuss your ideas with your supervisor or another member of the management team.  We also encourage you to offer any suggestions derived from seminars, magazines, or other outside sources of information you believe would add value to BDT .  

4.6 Personal Appearance

Your personal appearance reflects on the reputation and integrity of BDT.  All employees are required to report to work neatly groomed and dressed, especially when in the presence of our clients.  You are expected to maintain personal hygiene habits that are generally accepted in the community, i.e. clean clothing, good grooming and personal hygiene, and appropriate social behavior.  If you come to work inappropriately dressed, you will be asked to go home and return to work dressed appropriately.  If you have any questions regarding the dress code or dress code accommodations, please contact your supervisor.  Recurring problems will result in discipline up to and including termination of employment.

4.7  Personal Cell Phone/Mobile Device Use

While BDT permits employees to bring personal cell phones and other mobile devices (i.e. smart phones, PDAs, tablets, laptops) into the workplace, employees must not permit the use of such devices to interfere with their job duties or impact workplace safety and health.  Employees are expected to comply with BDT policies regarding the protection of the employer’s confidential and proprietary information when using personal devices.

4.8  Off-Duty Use of Company Property or Premises

Employees are responsible for returning BDT property in good condition and repairing or replacing any property damaged as the result of personal use or as the result of negligence.  This includes using kitchen items, copy machines, computers or office supplies for personal use without prior authorization.  It is the policy of BDT to control off duty and non-working hour use of BDT facilities either for business or personal reasons.  Employees are prohibited from using BDT facilities during off duty or non-working hours without the written consent of their supervisor.

4.9  Security

Every employee is responsible for helping to make our share of the Nederland Community Center (i.e., theatre, Concessions area, storage areas, projection booth) a secure work environment. Upon leaving work, lock all doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, or other similar devices to your supervisor immediately.  You should refrain from discussing with employees who have no need to know, and non-employees, specifics regarding BDT passwords, etc. 

We also request that you immediately advise your supervisor or Nederland Community Center front desk personnel, of any known or potential security risks and/or suspicious conduct of employees, clients, guests or vendors of BDT.  And, of course, if you feel an immediate threat or fear of harm, especially if your supervisor or front desk staff aren’t available, call 911.  Safety and security is the responsibility of every employee and we rely on you to help us keep everyone safe and secure.

4.10  Third Party Disclosures

From time to time, BDT may become involved in news stories or potential or actual legal proceedings of various kinds. When that happens, lawyers, former employees, newspapers, law enforcement

agencies, and other outside persons may contact our employees to obtain information about the incident or the actual or potential lawsuit.  If you receive such a contact, you should not speak on behalf of BDT and should refer any call requesting the BDT ‘s position to the Director or Board of Directors. If you have any questions about this policy or are not certain what to do when such a contact is made, please contact the Program Director.

4.11 Personal Data Changes

It is your obligation to provide BDT with all of your current contact information, including current mailing address and telephone number.  Please inform BDT of any changes to your marital or tax withholding status.  Failure to do so may result in delayed receipt of W-2 and other mailings.

5.0  Safety and Loss Prevention

5.1  General Safety Policy It is the responsibility of every employee of BDT to maintain a healthy and safe work environment. Please report all safety hazards and occupational illnesses or injuries to your supervisor immediately and complete an occupational illness or injury form as needed. Failure to follow the Company’s health and safety rules can result in disciplinary action, up to and including termination of employment.

5.2  Nonsmoking Policy

BDT is concerned about the effect that smoking and second hand smoke inhalation can have on its employees and clients. Smoking in the Nederland Community Center is prohibited.  If you must smoke, you have to go outside and you must follow the rules of the Town of Nederland and the Nederland Community Center regarding the required distance away from doorways.

5.3  Policy Against Violence

The safety and security of our employees, clients, vendors and the general public is of essential importance.  Threats or acts of violence made by an employee against another person’s life, health, well-being, family, or property will not be tolerated.  Any act of intimidation, threat of violence, or act of violence committed against any person on BDT property (Nederland Community Center) or attending a BDT or Mountain Peak Life event is prohibited. The following definitions apply:

            • Intimidation: A physical or verbal act toward another person, the result of which causes that person to reasonably fear for his or her safety or the safety of others.

            • Threat of violence: A physical or verbal act which threatens bodily harm to another person or amage to the property of another.

            • Act of violence: A physical act, whether or not it causes actual bodily harm to another person  or damage to the property of another.  No person shall possess or have control of any firearm, deadly weapon, or prohibited knife, as legally defined, while on BDT property or while attending a BDT or Mountain Peak Life event, except as required in the lawful course of business or as authorized by state law.

The following are prohibited:

            1. Any act or threat of violence made by an employee against another person’s life, health, well- being, family, or property.

            2. Any act or threat of violence, which endangers the safety of employees, clients,  vendors or the general public.

            3. Any act or threat of violence made directly or indirectly by words, gestures, symbols, or                            email.

            4. Use or possession of a weapon on BDT ‘s premises as permitted by state law.

It is a requirement that employees report to their supervisor, in accordance with this policy, any behavior that compromises BDT ‘s ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. Employees who violate this policy may be subject to criminal charges as well as discipline up to and including immediate termination of employment.

6.0  Customer Relations

6.1 Products and Services Knowledge

As an employee of BDT , you are expected to be familiar with the services we offer.  Take every opportunity to learn the interrelationship between your department and the others of BDT .  We consider our employees to be the best reflection of the amazing services we provide to the seniors in the Nederland/Peak-to-Peak region and success.

6.2  Customer, Client, and Visitor Relations

We strive to provide the best services possible to our clients.  The support we receive from our clients and allows us to apply for, and receive, grants and donations which in turn provide the money for us to continue those services and pays your wages.  You are expected to treat every client and visitor with the utmost respect and courtesy and you should never argue or act in a disrespectful manner towards them, especially during your working time.  If you are having problems with a client or visitor, please notify your supervisor immediately.  If a client or visitor voices a suggestion, complaint, or concern regarding our services, please inform your supervisor, a member of management or the Board of Directors. Lastly, please make every effort to be prompt in following up on client or visitor questions.  Positive client and visitor relations will go a long way.

7.0  Closing Statement

Thank you for reading our employee handbook.  We hope it has provided you with an understanding of the Backdoor Theatre mission as well as our current policies and guidelines.  We look forward to working with you and hope you will help us continue to make our successful organization thrive in a safe, productive, and pleasant workplace.

Acknowledgment of Receipt and Review

Backdoor Theatre

Employee Handbook

By signing below, I acknowledge that I have received a copy of the Employee Handbook and understand that it is my responsibility to read the Employee Handbook in its entirety.  I agree to comply with the rules, policies, and procedures set forth herein, as well as any revisions made to the Employee Handbook in the future.  I also understand that if I violate the rules, policies, and procedures set forth herein that I may be subject to discipline, up to and including termination of my employment.  I understand that the Employee Handbook contains information about the employment policies and practices of Backdoor Theatre (BDT).  I understand that the policies outlined in this Employee Handbook are management guidelines only, which in a developing business will require changes from time to time.  I understand that BDT retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial to the employees and BDT.  I understand that this Employee Handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written policy statements.  I understand that except for the policy of at-will employment, which can only be changed by the Board of Directors in a written and signed document, BDT reserves the right to revise, delete, and add to the provisions of this Employee Handbook at any time without further notice.  I understand that no oral statements or representations can change the provisions of this Employee Handbook.  I understand that this Employee Handbook is not intended to create contractual obligations with respect to any matters it covers and that the Employee Handbook does not create a contract guaranteeing that I will be employed for any specific time period.  I understand nothing in this handbook is created to infringe on any available legal rights.   If I have questions about the content or interpretation of the Employee Handbook, I will ask my supervisor.




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