Company policy and procedures are basically set in place to establish the rules of conduct within an organization, outlining the responsibilities of both employees and employers. Company policy and procedures aim to protect the rights of workers as well as the business interests of employers.
Our anti-discrimination policy explains how we prevent discrimination and protect our employees, customers and stakeholders from offensive and harmful behaviors. This policy supports our overall commitment to create a safe and happy workplace for everyone.
Discrimination is any negative action or attitude directed toward someone because of protected characteristics, like race and gender. Other protected characteristics are:
Employees who harass their colleagues will go through our disciplinary process and we may reprimand, demote or terminate them depending on the severity of their offence.
If you are the victim of discriminatory behavior (or if you suspect that others are being discriminated against,) please talk to HR (or your manager) as soon as possible. HR is responsible for hearing your claim, investigating the issue and determining punishment.
Punishment for discriminatory behavior depends on the severity of the offence. For example, inadvertently offending someone might warrant a reprimand. Conversely,willfully bypassing employees for promotion because of a protected characteristic will result in termination.
If you decide to make a claim to a regulatory body (e.g. the Equal Employment Opportunity Commission) we are committed and bound by law not to retaliate against you.
As part of our operations, we need to obtain and process information. This information includes any offline or online data that makes a person identifiable such as names, addresses, usernames and passwords, digital footprints, photographs, applications, softwares, process, codings, social security numbers, financial data etc.
Once this information is available to employees, the following rules apply.
This policy applies to all regular full-time and part-time employees and employees with contracts of [one year and more.] Seasonal employees, interns and temporary employees with a contract of less than year] are not eligible for bonuses.
We may modify this policy and our bonus plans at any time without notice.
Only written promises of bonuses will be considered valid. If your manager or another executive (including the C-suite) verbally promises you a bonus, they can not follow through unless they put it in writing and HR approves it.
Bonuses can be either discretionary or nondiscretionary
Our company rewards employees for outstanding individual performance, as well as their contributions that help us achieve company goals.
Our Employee remote work policy outlines our guidelines for employees who work from a location other than our offices. We want to ensure that both employees and our company will benefit from these arrangements.