Carnegie Hall

All employees of Carnegie Hall, whether full-time, part-time or temporary, are expected to meet a standard of conduct that is appropriate to the good name and reputation of Carnegie Hall. While on the Carnegie Hall premises, or while representing Carnegie Hall elsewhere, employees should demonstrate proper regard for the standards of the community, for the law, and for the rights of others.

Carnegie Hall reserves the right to take appropriate action against any employee who engages in illegal conduct that affects that employee’s ability to fulfill their job responsibilities, or who violates any Carnegie Hall rule, policy or procedure.

Employees wishing to report a violation of these Standards of Conduct, or any conduct that is otherwise inconsistent with Carnegie Hall’s policies and standards of excellence and integrity, may do so through Human Resources. Carnegie Hall has also established a Carnegie Hall Ethics Hotline for reporting. The Hotline is provided through EthicsPoint, an independent third party, and may be accessed at 1-888-577-9484 or at www.ethicspoint.com. All reports filed are treated as confidential, anonymity will be honored when requested, and anyone who files a report in good faith will not be subject to harassment, retaliation, or adverse employment consequences. Employees who wish to report harassment or discrimination, however, must instead use the harassment complaint procedure set forth below in “Harassment Complaint Procedure; No Retaliation.”

In addition to these Standards of Conduct, the Carnegie Hall Code of Ethics, available on the Carnegie Hall website, establishes standards and principles for ethical conduct, and procedures for reporting possible violations and questions related to the interpretation of the Code of Ethics; and the Carnegie Hall Whistleblower Policy, also available on the Carnegie Hall website, establishes policies and procedures for reporting illegal, unethical, fraudulent or dishonest conduct, or improper conduct with regard to accounting, internal controls, auditing matters, or a possible violation of a law, rule, or regulation, or substantial and specific danger to the public health or safety, without fear of retaliation. Carnegie Hall employees are responsible for familiarizing themselves and complying with these important policies and procedures.

Respect for Others—Anti-Harassment

Carnegie Hall is committed to providing a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal opportunity and prohibits discriminatory practices, including sexual harassment. Carnegie Hall strives to be an intellectual and artistic community in which all members can participate fully and equally, in an environment free from all manifestations of bias and from all forms of harassment, exploitation, and intimidation. As an intellectual and artistic community, Carnegie Hall attaches great value to freedom of expression, but also places great importance on mutual respect, and deplores expressions of hatred directed against any individual or group.

Consistent with this policy, Carnegie Hall will not tolerate discrimination or harassing conduct against any employee, client, contractor, vendor, third party, or other person in our workplace (or in other settings in which employees may find themselves in connection with their employment) on the basis of race, color, national origin, citizenship, religion, sex (including pregnancy, childbirth, and related medical conditions), gender identity, gender expression or status of being transgender, sexual orientation (including perceived sexual orientation), marital/partnership status, familial status, status as a caregiver, status as a victim of domestic violence or sex offenses or stalking, genetic information, criminal convictions (except where otherwise permitted by law), prior arrest record, credit history, age, mental or physical disability, veteran or military status, reproductive health decisions, immigration or citizenship status (except where otherwise permitted by law), height or weight (except where otherwise permitted by law), or any other characteristic protected by law (“Protected Characteristic”). Carnegie Hall is committed to enforcing its policy at all levels within the organization, and any employee who engages in prohibited discrimination or harassment will be subject to discipline, up to and including immediate termination for a first offense.

Every employee should be aware that all supervisors are absolutely prohibited from making any decision regarding job assignment or reassignment, performance evaluation, compensation, promotion or demotion, termination or commencement of employment, or any other decision involving any tangible employment action, based in whole or in any part on any person’s exposure to, submission to, acquiescence in, or complaint about, sexual harassment or any other form of unlawful harassment or discrimination.

Sexual Harassment

Sexual harassment is a form of gender-based discrimination, is unlawful under applicable federal, state, and local law, and is prohibited by Carnegie Hall policy. Sexual harassment is also a form of employee misconduct. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender. Sexual harassment is not limited to sexual contact, touching, or expressions of a sexually suggestive nature. Sexual harassment includes all forms of gender discrimination including gender role stereotyping and treating employees differently because of their gender. Carnegie Hall will take prompt and appropriate action to prevent and, where necessary, discipline behavior that violates this policy.

Understanding gender diversity is essential to recognizing sexual harassment because discrimination based on sex stereotypes, gender expression and perceived identity are all forms of sexual harassment. The gender spectrum is nuanced, but the three most common ways people identify are cisgender, transgender, and non-binary. A cisgender person is someone whose gender aligns with the sex they were assigned at birth. Generally, this gender will align with the binary of male or female. A transgender person is someone whose gender is different than the sex they were assigned at birth. A non-binary person does not identify exclusively as a man or a woman. They might identify as both, somewhere in between, or completely outside the gender binary. Some may identify as transgender, but not all do. Respecting an individual’s gender identity is a necessary first step in establishing a safe workplace.

Sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment. Harassment does not need to be severe or pervasive to be illegal. It can be any harassing behavior that rises above petty slights or trivial inconveniences. Every instance of harassment is unique to those experiencing it, and there is no single boundary between petty slights and harassing behavior. However, the New York Human Rights Law specifies that whether harassing conduct is considered petty or trivial is to be viewed from the standpoint of a reasonable victim of discrimination with the same protected characteristics. Generally, any behavior in which an employee or covered individual is treated worse because of their gender (perceived or actual), sexual orientation, or gender expression is considered a violation of Carnegie Hall’s policy. The intent of the behavior, for example, making a joke, does not neutralize a harassment claim. Not intending to harass is not a defense. The impact of the behavior on a person is what counts. Sexual harassment includes unwelcome conduct which is either of a sexual nature, or that is directed at an individual because of that individual’s gender identity or expression (perceived or actual) when:

• Submission to such conduct is made implicitly or explicitly a term or condition of employment;
• Submission to or rejection of such conduct by an individual is used as a basis for evaluation in making decisions affecting an individual; or
• Such conduct has the effect of unreasonably interfering with an individual’s work, performance, or living conditions by creating an intimidating, hostile, or offensive environment.

Note that the impacted individual does not need to be the intended target of the sexual harassment.

Forms of sexual harassment include, but are not limited to, the following:

• Verbal harassment, such as unwelcome comments, jokes, flirtation, advances, or slurs of a sexual nature. This is not limited to interactions in person. Remarks made over virtual platforms and in messaging apps when employees are working remotely can create a similarly hostile work environment.
• Physical harassment, such as unnecessary, unwelcome, or offensive touching, or impeding or blocking movement.
• Visual harassment, such as derogatory or offensive posters, cards, cartoons, graffiti, drawings, or gestures. This also extends to the virtual or remote workspace and can include having such materials visible in the background of one’s home during a virtual meeting.
• Sex stereotyping, which occurs when conduct or personality traits are considered inappropriate simply because they may not conform to others’ ideas or perceptions about how individuals of a particular sex should act or look, such as remarks regarding an employee’s gender expression or asking employees to take on traditionally gendered roles.
• Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity, or gender expression, such as interfering with or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job; sabotaging the individual’s work, bullying, yelling or name-calling; intentional misuse of an individual’s preferred pronouns; or creating different expectations for individuals based on their perceived identities, such as dress codes that place more emphasis on women’s attire, or leaving parents/caregivers out of meetings.

The above list is only illustrative of types of conduct that would violate this policy and, as such, by no means represents an exclusive list of conduct or types of conduct that would violate this policy. Such conduct may occur between any individuals, regardless of their sex or gender. Unlawful sexual harassment is not limited to the workplace itself. Sexual harassment can occur when employees are working remotely from home, and on virtual meeting platforms, in messaging apps, and after working hours between personal cell phones. Individuals who engage in acts of sexual harassment may be subject to civil and criminal penalties in addition to discipline, up to and including termination of employment.

Other Forms of Harassment

Harassment on the basis of any other Protected Characteristic is also strictly prohibited. Under this policy, harassment is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of a Protected Characteristic which has the purpose or effect of creating an intimidating, hostile, or offensive work environment, has the purpose or effect of unreasonably interfering with an individual’s work performance, or otherwise adversely affects an individual’s employment.

Harassing conduct includes, but is not limited to: epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, or that is visible in an employee’s virtual or remote workspace.

Harassment or Discrimination on Computer Messaging and Information Systems

Inappropriate use of e-mail, voicemail, or other electronic messaging systems, or the internet, may constitute discriminatory or harassing conduct. Employees may not generate, should not receive, and must not forward, any message or graphic that may be offensive based on any Protected Characteristic. This includes, for example, sending or forwarding offensive “humor” that contains terms that are offensive based on any Protected Characteristic.

Employees receiving offensive messages or graphics over Carnegie Hall’s computer equipment should report those messages to Human Resources.

Employees are reminded that Carnegie Hall’s computers, and the data generated on, stored in, or transmitted to or from Carnegie Hall’s computers, remain the property of Carnegie Hall for all purposes. No employee is authorized to use any Carnegie Hall computer, computer system, network, or software for the preparation, transmission, or receipt of messages or graphics that are offensive based on any Protected Characteristic.

Employees are reminded that Carnegie Hall retains the right to monitor its computers, computer systems, and networks to ensure compliance with this requirement.

Discrimination and Harassment Complaint Procedure; No Retaliation

Discrimination and harassment will not be tolerated. Any employee who believes that they have been the subject of discrimination or sexual or other harassment, or who has witnessed or learned about the discrimination or harassment of another, is encouraged to immediately report such actions or circumstances to Human Resources. You can request a Complaint form from Human Resources to report harassment and file complaints. You can also access the Complaint Form online here. If there is any reason to believe Human Resources is involved in the conduct, or if you feel uncomfortable about making a report to Human Resources, the report should be made immediately to the General Counsel. Reports may be made orally or in writing. If you feel comfortable doing so, in addition to reporting it to Carnegie Hall, you may also tell the offender that the behavior is offensive to you. Please note that complaints to an individual where you have reason to believe that such individual is involved in the conduct that is the subject of the complaint may not be effective because that individual may not report their own bad acts; therefore, although you may tell such individual that the conduct is offensive to you if you feel comfortable doing so, you must also make a complaint to Human Resources or the General Counsel, as noted above, whom you do not believe is involved in the conduct.

Carnegie Hall encourages the prompt reporting of all incidents of harassment, regardless of the offender’s relationship to Carnegie Hall. This procedure should also be followed if the employee believes that a non-employee with whom the employee is required or expected to work has engaged in the prohibited conduct.

All complaints of discrimination or harassment will be subject to a prompt, thorough and impartial investigation and kept confidential on a “need to know” basis to the extent possible and consistent with Carnegie Hall’s need to investigate and take possible corrective action. Such investigations may include interviews with the complaining employee, the accused individual, co-workers, and former employees who may have knowledge of the situation. Documents, files, and other tangible evidence may also be reviewed as appropriate.

All supervisors and managers who receive a complaint or information about suspected harassment or discrimination, observe what may be harassing or discriminating behavior, or, for any reason, suspect harassment or discrimination is occurring, are required to report such suspected harassment or discrimination to Human Resources. In addition to being subject to discipline if they engaged in harassing or discriminatory conduct, Carnegie Hall will enforce sanctions, up to and including termination of employment, against supervisory and managerial personnel who knowingly allow behavior prohibited by this policy to continue or engage in any retaliatory behavior.

While supervisors and managers have a responsibility to report harassment and discrimination, supervisors and managers must be mindful of the impact that harassment and a subsequent investigation has on victims. Being identified as a possible victim of harassment and questioned about harassment and discrimination can be intimidating, uncomfortable and re-traumatizing for individuals. Supervisors and managers must accommodate the needs of individuals who have experienced harassment to ensure the workplace is safe, supportive, and free from retaliation for them during and after any investigation.

Carnegie Hall will not in any way retaliate against any employee who, in good faith, makes a complaint or report of harassment, or participates in the investigation of such a complaint or report. All employees shall be protected from retaliation, intimidation, interference, coercion, or discrimination for filing a complaint or assisting in an investigation.

Any employee who is found to be responsible for harassment, or for retaliating against any individual who reports a claim of harassment or cooperates in an investigation, will be subject to disciplinary action. Based on the seriousness of the offense, disciplinary action may include, but is not limited to, verbal or written reprimand, suspension without pay, and termination of employment.

Bystander Intervention

Any employee witnessing harassment as a bystander is encouraged to report it. A supervisor or manager that is a bystander to harassment is required to report the incident. Below are different methods of bystander intervention that can be used when anyone witnesses harassment or discrimination and wants to help.

• A bystander can interrupt the harassment by engaging with the individual being harassed and distracting them from the harassing behavior;
• A bystander who feels unsafe interrupting on their own can ask a third party to help intervene in the harassment;
• A bystander can record or take notes on the harassment incident to benefit a future investigation;
• A bystander might check in with the person who has been harassed after the incident, see how they are feeling and let them know the behavior was not ok; or
• If a bystander feels safe, they can confront the harassers and name the behavior as inappropriate. When confronting harassment, physically assaulting an individual is never an appropriate response.

Though not exhaustive, and dependent on the circumstances, the guidelines above can serve as a brief guide of how to react when witnessing harassment in the workplace. Any employee witnessing harassment as a bystander is encouraged to report the incident. A supervisor or manager that is a bystander to harassment is required to report their observations.

Legal Remedies

Discrimination and harassment are not only prohibited by Carnegie Hall but are also prohibited by state, federal, and, where applicable, local law. Aside from the internal process at Carnegie Hall, employees may also choose to pursue legal remedies with the following governmental entities at any time.

New York State Division of Human Rights (“DHR”)

The New York Human Rights Law (“HRL”), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with DHR or in New York State Supreme Court.

Complaints may be filed with DHR any time within one or three years, depending on the nature of the complaint. If an individual did not file at DHR, they can sue directly in state court under the HRL, within three years of the alleged conduct. An individual may not file with DHR if they have already filed a HRL complaint in state court.

Complaining internally to Carnegie Hall does not extend your time to file with DHR or in court. The three years is counted from date of the most recent incident of discrimination or harassment. You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR. DHR will investigate your complaint and determine whether there is probable cause to believe that discrimination or harassment has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If discrimination or harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring your employer to take action to stop the discrimination or harassment, or redress the damage caused, including paying monetary damages, attorney’s fees and civil fines. DHR’s main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458, (718) 741-8400, www.dhr.ny.gov.

Visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to DHR. The website also contains contact information for DHR’s regional offices across New York State.

Call the DHR sexual harassment hotline at 1(800) HARASS3 for more information about filing a sexual harassment complaint. This hotline can also provide you with a referral to a volunteer attorney experienced in sexual harassment matters who can provide you with limited free assistance and counsel over the phone.

United States Equal Employment Opportunity Commission (“EEOC”)

The EEOC enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the discrimination or harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination or harassment has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.

The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination or harassment is found to have occurred. If an employee believes that they have been discriminated against or harassed at work, they can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (1-800-669-6820 (TTY)), visiting their website at www.eeoc.gov or via email at info@eeoc.gov.

If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court.

Local Protections

Many localities enforce laws protecting individuals from harassment and discrimination. An individual should contact the county, city or town in which they live to find out if such a law exists. For example, employees who work in New York City may file complaints of discrimination or harassment with the New York City Commission on Human Rights. Contact their main office at Law Enforcement Bureau of the NYC Commission on Human Rights, 40 Rector Street, 10th Floor, New York, New York; call 311 or (212) 306-7450; or visit www.nyc.gov/html/cchr/html/home/home.shtml.

Contact the Local Police Department

If the harassment involves physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department.

Your Rights Regarding Reproductive Health Decisions

Carnegie Hall prohibits accessing an employee’s personal information regarding the employee’s or the employee’s dependent’s reproductive health decision making, including but not limited to, the decision to use or access a particular drug, device or medical service without the employee’s prior informed affirmative written consent. Carnegie Hall is also prohibited from requiring an employee to sign a waiver or other document, which purports to deny an employee the right to make their own reproductive health care decisions. Further, discrimination or retaliatory action against an employee with respect to compensation, terms, conditions or privileges of employment because of or on the basis of the employee’s or dependent’s reproductive health decision making, including but not limited to, a decision to use or access a particular drug, device or medical service is generally prohibited.

If any of the foregoing events should occur, employees have the following remedies: they may, among other things, bring a civil action against Carnegie Hall for violation of the law and may seek (i) damages, including, but not limited to back pay, benefits, reasonable attorneys’ fees and costs incurred; (ii) injunctive relief; (iii) reinstatement; and/or (iv) liquidated damages equal to 100% of the award for damages (unless Carnegie Hall proves a good faith basis to believe that its actions in violation of this law were in compliance with the law). If Carnegie Hall engages in retaliation, it could be subject to separate civil penalties under the law. Nothing in the NY reproductive health law shall be construed to limit any rights of its employees provided through any other provisions of law, common law or collective bargaining unit.

Threatening Behavior in the Workplace

Threatening behavior in the workplace or while conducting Carnegie Hall business, whether verbal or physical, which may intimidate or endanger others or damage Carnegie Hall property, is cause for removal from the workplace and may subject an employee to immediate termination of employment.

Weapons and Hazardous Materials

Weapons and hazardous materials are strictly prohibited at Carnegie Hall except when used by authorized persons for necessary health and safety purposes.

Alcoholic Beverages and Drugs in the Workplace

A workplace free of alcohol and drugs is essential to the safety and wellbeing of Carnegie Hall, its patrons, and its employees. Therefore, the unauthorized presence of alcoholic beverages or any presence of illegal drugs or controlled substances in the workplace will not be tolerated.
To protect the employees and patrons of Carnegie Hall from the abuses of illegal substances on Carnegie Hall premises or at Carnegie Hall functions, and as a condition of grants that Carnegie Hall may receive from certain funders, the following policy is applicable to all employees:

The manufacture, distribution, dispensation, possession, purchase, or use of controlled substances or illegal drugs and the unauthorized use of alcohol while on Carnegie Hall premises or while conducting business activities off Carnegie Hall’s premises is prohibited. Any violation of this policy will be grounds for disciplinary action, up to and including termination. Any employee convicted of a criminal drug violation in the workplace must report the conviction to Human Resources within five days of the conviction. Failure to do so may result in immediate dismissal.

Controlled substances and illegal drugs include all forms of narcotics, hallucinogens, depressants, stimulants, and other drugs that are not medically prescribed, and whose possession, use, or transfer is restricted or prohibited by law.

The legal use of prescribed drugs is permitted on the job only with medical authorization and only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a manner that does not endanger other individuals in the workplace. Additionally, any employee who is taking a drug or medication, whether or not prescribed by a health care provider, that may adversely affect the employee’s ability to perform their duties in a safe or productive manner should consult their health care provider about potential safety or productivity concerns. Further, the employee should notify Human Resources if reasonable accommodations might be required to address such safety or productivity concerns.

Human Resources and the Employee Assistance Program can offer assistance in locating drug and alcohol abuse counseling and rehabilitation programs. Employees should seek assistance without fear of retaliation or disciplinary action for inquiring about such programs.

Smoking

In compliance with the New York City Smoke-Free Air Act, and in the interest of providing a safe and healthy work environment, Carnegie Hall has adopted the following no-smoking policy:

Smoking is prohibited in all work areas (whether a group or private office) and in all reception areas, restrooms, customer areas, elevators, hallways, conference rooms, lounges, locker rooms, and rooms containing photocopying or other office equipment used in common by employees and non-employees. Smoking is also prohibited in any Carnegie Hall vehicles (and any personal vehicles when being used for Carnegie Hall business purposes).

This policy applies to lighted cigarettes, cigars, pipes or any other matter or substance which contains tobacco, as well as e-cigarettes (vaping). All employees, clients, business associates, independent contractors and visitors are expected to comply.

To report a violation of this policy, employees should speak with their immediate supervisor or notify Human Resources. No retaliatory action will be taken against any individual who exercises, or attempts to exercise, any rights granted under this smoking policy. Individuals who feel that they are being retaliated against as a result of their complaints should contact Human Resources, which will investigate the allegations.

Personal Appearance

Carnegie Hall maintains a tradition of excellence that each employee is expected to uphold. This image is expressed in part by our appearance standard, which requires that Carnegie Hall staff members’ personal appearance be neat, clean, and professional while on Carnegie Hall’s premises and/or while performing any work-related duties. Although employees must use their own good judgment in the specific decisions they make about their appearance in the workplace, some examples of what Carnegie Hall considers appropriate standards of personal appearance includes clean clothing, good personal hygiene habits, and appropriate attire for the workplace and the work being performed. Should any concerns arise regarding an employee’s failure to comply with this policy, such employee’s supervisor may open a dialogue with the employee to discuss the issue as an initial first step to resolving any concerns. Employees who have questions regarding these standards of personal appearance should discuss them with their supervisor or Human Resources.

Conflicts of Interest

Carnegie Hall recognizes and respects an employee’s right to invest or engage in activities outside of employment with Carnegie Hall. However, these activities must not in any way conflict with Carnegie Hall’s interests or interfere with the employee’s responsibilities to Carnegie Hall.

Although it is impossible to set forth every possible situation that might be considered a conflict of interest, there are certain general principles and standards of business conduct that all employees are expected to follow in the performance of their professional duties. Employees should be aware of their business/professional relationships, personal relationships, and entering transactions that do or may appear to place the employee’s personal interests over that of Carnegie Hall. Employees should not allow themselves to be placed in a situation, either directly or indirectly, in which they might be influenced to favor themselves, their families, or others at the expense of Carnegie Hall. To this end, employees are expected to select and deal with parties doing business or seeking to do business with Carnegie Hall, including patrons, in a completely impartial and ethical manner.

Any conflict or potential conflict of interest must be disclosed to Carnegie Hall management. Failure to do so will result in discipline, up to and including termination.

Gifts and Gratuities

No Carnegie Hall employee may offer, give, seek, or accept gifts, money, gratuities, entertainment, or other “perks” from vendors, performers, and other third parties who do business or may do business with Carnegie Hall. Doing so may compromise, or give the appearance of compromising, the objectivity of the employee’s judgement.

Despite this policy, gifts of promotional items without significant value that are routinely distributed by vendors to clients are acceptable. Ordinary business courtesies, such as payment for a modest lunch or dinner, are also acceptable. Gratuities or gifts of money, whatever the amount, cannot be accepted at any time, and should be returned immediately. If there is any question as to the propriety of a particular gift, contact Human Resources or the General Counsel.

Consulting and Other Outside Activities

No employee may be employed by or render service to another company or organization (either for-profit or not for profit) as an employee, director, consultant, or in any other capacity, while employed by Carnegie Hall, except with the written approval of their Senior Staff member (or, in the case of temporary employees, the employee’s supervisor, or, in the case of Senior Staff members, the Executive and Artistic Director), who must be satisfied that such affiliation does not:

• Adversely affect Carnegie Hall’s image or otherwise work to the detriment of Carnegie Hall;
• Unfavorably influence the decisions or actions of the employee in the performance of their work; or
• Deprive Carnegie Hall of the full measure of the employee’s working time, attention to assigned duties, or loyalty.

Purchasing and Contracts

Carnegie Hall employees must comply with Carnegie Hall’s Contract Policies and Procedures, including on approval and signature of contracts and compliance with contractual obligations. Carnegie Hall employees must not execute, and must not participate in the approval process of, purchasing agreements or other contracts from which they may personally benefit, directly or indirectly, financially or otherwise. These restrictions apply to agreements that may benefit members of the employee’s family or household, or others with whom the employee has a personal or professional relationship. An employee must notify their supervisor promptly upon learning of a contract or potential contract that would result in a benefit described in this paragraph.

Confidentiality

If an employee should acquire confidential or proprietary information about Carnegie Hall or its stakeholders, such information must be handled in strict confidence. All employees are responsible for ensuring that the operations, activities, and business affairs of Carnegie Hall and its stakeholders are kept confidential to the maximum extent possible. This confidentiality obligation will survive termination of employment, however it may occur.

Solicitation and Distribution

Employees may not distribute literature or printed materials of any kind, sell merchandise, solicit financial contributions, or solicit for any other cause during working time. Employees who are not on working time (e.g., those on lunch hour or breaks) may not solicit employees who are on working time for any cause or distribute literature of any kind to them. This policy also prohibits solicitations via Carnegie Hall’s email and other telephonic communication systems. Furthermore, employees may not distribute literature or printed material of any kind in working areas at any time. Exceptions may be made, with the authorization of Human Resources, for charitable promotions. Nothing in this policy is intended to interfere with employees’ rights under Section 7 of the National Labor Relations Act or any other federal, state, or local law regarding the subject matter herein.