Employee Handbook

B Media Ventures works closely with student interns and a tight-knit group of staff members. Here is the basic code we need to live by:

B Media Ventures/Blast Magazine

Blast is a magazine targeted towards Generation Y demographic, covering a variety of issues including current events, trends and fashion, sports, video games, technology, politics, music, movies, theater, culture and sexuality.

We consistently provide new content daily as well as produce a weekly issue continuing running features, columns and scheduled magazine articles.

The magazine is Internet-based and does not charge a subscription fee. As such, we rely on advertising revenue and affiliate links for revenue.

The magazine will model an advertising business model, offering value to the reader by providing premium content at no charge and relying on advertisers to support the content.

We combine the speed and timeliness of the Internet with the quality and nostalgia of traditional print periodicals. Our methodology combines the need for consistently updated, to-the-minute, news articles with the quality, nostalgia and previous success of traditional print magazines, which budget and print stories on a set periodic basis. It combines the successful marketing of blogs with the tradition of quality seen in traditional periodicals into a new media.

Equal opportunity

Blast Magazine does not discriminate on the basis of race, ethnicity, religion, creed, sex, sexual orientation, age or any other measurable demographic.

Employees and interns are hired based solely on B Media Ventures’ personnel requirements and the qualifications of each individual candidate.

This handbook is meant to serve as a guide for corporate conduct is not an exhaustive list of company policies. The company reserves the right to amend this document with proper notice to employees.


Staff are employed as independent contractors or on an internship basis.

Drug and alcohol policy

Employees who abuse alcohol and drugs (including illegal drugs, prescription drugs and over-the-counter drugs) — either on their own time or at work — can pose significant and wide-ranging problems the company and its publications.

Employees who abuse drugs and alcohol can also make a workplace more volatile and more dangerous, and they can expose employers to legal liability.

1. Alcohol Use at Work

Abuse of alcohol is not allowed during work hours. Employees who show up to work under the influence of alcohol or become such while working will be disciplined up to and including immediate dismissal.

We are (mostly) adults, however, and alcohol may be present at magazine-sponsored social functions or as part of restaurant reviews and magazine features. Use your best judgment.

No one under the age of 21 will be served alcohol at any Blast Magazine or B Media Ventures function.

2. Off-Hours, Off-Site Use of Alcohol

Alcohol is a normal part of adult socialization, as long as it doesn’t affect the employee’s work performance. But when off-site, off-hours drinking begins to take its toll on the worker’s ability to do the job, it will be dealt with.

3. Legal Drug Use

Many people properly use prescribed or over-the-counter drugs, such as sleeping aids, cold medicine, or painkillers. B Media Ventures discourages employees from discussing their prescription or over the counter drug use during work hours.

Legal drug use should not conflict with an employee’s ability to perform all their necessary job functions, which may include driving an automobile.

4. Illegal Drug Use and Possession

Employees should not use illegal drugs while working.

Employees should never carry illegal drugs during the course of their employment.

Illegal drug cases will be dealt with on a case by case basis.

5. Drug Testing Current Employees

B Media Ventures does not conduct random employee drug screenings.

Workplace safety

Employees have the right to a safe work environment. Any hazards should be reported to management as soon as they are discovered.

Violence and harassment

Sexual harassment is any unwelcome sexual advance or conduct on the job. It creates an intimidating, hostile and offensive working environment. Any conduct of a sexual nature that makes an employee uncomfortable has the potential to be sexual harassment. Sexual harassment can also include harassment that is not sexual in nature but is based on one’s gender.

Workplace violence can take many forms and come from several different sources. Violence can be committed by an angry employee, customer or client or by a stranger intent on robbing a business or assaulting its workers. And domestic violence can spill into the workplace.

This behavior is dangerous both to the business and its employees. It will not be tolerated, and employees who engage in such activities will be disciplined up to immediate dismissal. Any employee who feels threatened or harassed should contact management immediately. All reports are taken seriously.

Use of technical resources

B Media Ventures allows its employees to use a variety of technical equipment which can include computers, telephones, fax machines, televisions, video and still cameras and entertainment systems in the course of employment. Equipment is property of the company and employees have no expectation of privacy using them.

Personal phone calls and Internet usage should be kept to a minimum but is permitted as long as the employee maintains the basic standards of journalistic ethics and business professionalism.

Common sense is key. Your job may be playing and reviewing video games, but remember, it’s still work.

Journalistic integrity

Employees who produce content for Blast Magazine are to adhere to all standards of journalistic integrity, ethics and values consistent with any member of the media.

From the Society of Professional Journalists’ Code of Ethics:

“Seek Truth and Report It. Journalists should be honest, fair and courageous in gathering, reporting and interpreting information.”

From B Media owner John Guilfoil:

Don’t plagiarize. Your work better be your work and only your work.

Disclose any potential conflict of interest. Probably not a good idea to cover a concert if it’s your brother’s band.

Don’t lie. We’re nothing if not honest.

Never assume something is true. Always independently verify what you write. Especially if it’s in a press release

On the record. Off the record. Make sure your source knows they’re talking to a reporter

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