├── .gitignore ├── 01who_we_are ├── README.md ├── 01what_we_do.md ├── 03history.md ├── 05team.md ├── 04structure.md └── 02values.md ├── 04emp_conduct ├── README.md ├── 05disciplinary.md ├── 06whistleblower.md ├── 01standards.md ├── 04complaints.md ├── 03harassment.md └── 02diversity.md ├── 02welcome ├── README.md ├── 04annual_review.md ├── 05setting_goals.md ├── 02first_week.md ├── 07personal_projects.md ├── 03first_90_days.md ├── 01distributed.md └── 06getting_started.md ├── 05emp_status ├── README.md ├── 05personnel_data.md ├── 06confidentiality.md ├── 03immigration.md ├── 01nature_of_emp.md ├── 02eeo.md └── 04termination.md ├── acknowledgement.md ├── 03benefits ├── 04retirement.md ├── 08other_benefits.md ├── 06education.md ├── 07travel_budget.md ├── 03insurance.md ├── 05tech_stipend.md ├── 01pay.md ├── README.md └── 02leave.md ├── README.md └── LICENSE /.gitignore: -------------------------------------------------------------------------------- 1 | .DS_Store 2 | -------------------------------------------------------------------------------- /01who_we_are/README.md: -------------------------------------------------------------------------------- 1 | # Who We Are 2 | 3 | Welcome! It's nice to meet you. In this section you will learn a little about Osio Labs: what we do, our history, and who we are. 4 | 5 | --- 6 | [Next page](01what_we_do.md) 7 | [Table of Contents](../README.md#table-of-contents) 8 | -------------------------------------------------------------------------------- /04emp_conduct/README.md: -------------------------------------------------------------------------------- 1 | # Employee Conduct 2 | 3 | We hire people that add value to our team and know how to conduct themselves like adults. This section outlines specific policies and guidelines to make sure we're all on the same page about what that means. 4 | 5 | --- 6 | [Next page](01standards.md) 7 | [Previous page](../03benefits/08other_benefits.md) 8 | [Table of Contents](../README.md#table-of-contents) -------------------------------------------------------------------------------- /02welcome/README.md: -------------------------------------------------------------------------------- 1 | # Welcome 2 | 3 | We're happy to have you on board. This section will orient you with information about your first 90 days on the team, explain goals and expectations, and introduce you to the main tools and processes you'll need to get up and running. 4 | 5 | --- 6 | [Next page](01distributed.md) 7 | [Previous page](../01who_we_are/05team.md) 8 | [Table of Contents](../README.md#table-of-contents) -------------------------------------------------------------------------------- /05emp_status/README.md: -------------------------------------------------------------------------------- 1 | # Employment Status 2 | 3 | This section covers the standard information about what it legally means to be an employee. Being a U.S. company, we outline the U.S. laws that are in force. In the event that any of these laws are in conflict with Danish law, Danish law will supersede for Danish employees. 4 | 5 | --- 6 | [Next page](01nature_of_emp.md) 7 | [Previous page](../04emp_conduct/05whistleblower.md) 8 | [Table of Contents](../README.md#table-of-contents) -------------------------------------------------------------------------------- /05emp_status/05personnel_data.md: -------------------------------------------------------------------------------- 1 | # Personnel Data Changes 2 | It is the responsibility of each employee to promptly notify the team and/or Insperity of any changes in personnel data. 3 | 4 | If any of the following have changed or will change in the future, contact the CEO as soon as possible: 5 | 6 | - Legal name 7 | - Mailing address 8 | - Telephone number(s) 9 | - Change of beneficiary 10 | - Exemptions on your tax forms 11 | - Emergency contact(s) 12 | 13 | --- 14 | [Next page](06confidentiality.md) 15 | [Previous page](04termination.md) 16 | [Table of Contents](../README.md#table-of-contents) -------------------------------------------------------------------------------- /acknowledgement.md: -------------------------------------------------------------------------------- 1 | # Acknowledgment 2 | I acknowledge that I have received a copy of the Osio Labs Employee Handbook. I understand that this handbook replaces any and all prior verbal and written communications regarding Osio Labs working conditions, policies, procedures, appeal processes, and benefits. 3 | 4 | I have read and understand the contents of this handbook and will act in accord with these policies and procedures as a condition of my employment with Osio Labs. I understand that if I have questions or concerns at any time about the handbook I will consult the CEO for clarification. 5 | 6 | 7 | Signed: 8 | 9 | - - - 10 | (Printed Name) 11 | 12 | - - - 13 | (Signature) 14 | 15 | - - - 16 | (Date) 17 | -------------------------------------------------------------------------------- /05emp_status/06confidentiality.md: -------------------------------------------------------------------------------- 1 | # Confidentiality 2 | Osio Labs takes the protection of our team, our vendors, our customers, and our company confidential business information seriously. This includes, but is not limited to, the following examples: customer names and project information, payments (including salaries), co-workers' information, and Osio Labs past and present plans. All employees must maintain confidential information in strict confidence. This policy applies to active employees as well as employees who have separated from Osio Labs. Employees found to be in violation of this policy will be subject to disciplinary action, up to and including termination of employment. 3 | 4 | --- 5 | [Previous page](05personnel_data.md) 6 | [Table of Contents](../README.md#table-of-contents) 7 | -------------------------------------------------------------------------------- /03benefits/04retirement.md: -------------------------------------------------------------------------------- 1 | # Retirement Plan 2 | 3 | Our retirement plan is a defined-contribution 401(k) plan in the U.S. (or equivalent in other countries) that includes up to a 4% match when you contribute a percentage of your salary. If you choose to invest 6% of your salary (pretax), combined with our 4% match, you'll be saving 10% of your income towards retirement. Please note, there is no employer contribution without an employee contribution! If you're not taking advantage of this benefit, you're missing out on additional money for your retirement. 4 | 5 | Employees may consult with our representatives and refer to plan documents for more details. U.S. plans are provided by Human Interest. 6 | 7 | --- 8 | [Next page](05tech_stipend.md) 9 | [Previous page](03insurance.md) 10 | [Table of Contents](../README.md#table-of-contents) 11 | -------------------------------------------------------------------------------- /05emp_status/03immigration.md: -------------------------------------------------------------------------------- 1 | # Immigration Law Compliance 2 | Osio Labs is committed to employing United States citizens and non-citizens who are authorized to work in the United States, and does not unlawfully discriminate on the basis of citizenship or national origin. 3 | 4 | In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee who resides in the U.S., as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Osio Labs within the past three years, or if their previous I-9 is no longer retained or valid. 5 | 6 | Similar documents for international employees will be requested as needed. 7 | 8 | --- 9 | [Next page](04termination.md) 10 | [Previous page](02eeo.md) 11 | [Table of Contents](../README.md#table-of-contents) 12 | -------------------------------------------------------------------------------- /01who_we_are/01what_we_do.md: -------------------------------------------------------------------------------- 1 | # What We Do 2 | 3 | Our mission is to empower anyone to build websites using open source tools. We teach how to use the technology along with supporting open source projects and communities. We publish both paid and free tutorials, conduct workshops, organize, present at and sponsor events, contribute code and documentation, and work in a variety of open source community leadership roles. 4 | 5 | As a company we also deliberately work to create a positive and sustainable business. We're focused on building an open and transparent company that values its employees and the impact we have on the world. Everyone on the team is involved in decisions and tasks that define the future of the company. 6 | 7 | We are most well known for our online Drupal training membership service, Drupalize.Me. 8 | 9 | --- 10 | [Next page](02values.md) 11 | [Previous page](../01who_we_are) 12 | [Table of Contents](../README.md#table-of-contents) 13 | -------------------------------------------------------------------------------- /03benefits/08other_benefits.md: -------------------------------------------------------------------------------- 1 | # Other Benefits 2 | These are a few other nice extras we provide for the team. If you think we should offer some other new benefit, please share that with the team for discussion. 3 | 4 | ## Flight upgrades 5 | We can travel a lot, depending on roles and needs. Osio Labs will cover a seat upgrade if it's needed to make your trip more comfortable, up to $75 for domestic travel and up to $150 for international travel. We trust that each person can decide when it is appropriate to upgrade, and we generally do not expect people to use upgrades for every flight. 6 | 7 | ## Activity tracker 8 | Osio Labs provides each employee with an activity tracker (FitBit, Garmin Vivo, Misfit, etc.). We do a lot of sitting at Osio Labs so we want to encourage everyone to get out and stretch your legs. To get your device of choice, contact the CEO. 9 | 10 | --- 11 | [Next page](../04emp_conduct) 12 | [Previous page](07travel_budget.md) 13 | [Table of Contents](../README.md#table-of-contents) 14 | -------------------------------------------------------------------------------- /04emp_conduct/05disciplinary.md: -------------------------------------------------------------------------------- 1 | # Disciplinary Action 2 | Disciplinary action at Osio Labs is intended to fairly and impartially correct behavior and performance problems early on and to prevent re-occurrence. 3 | 4 | Discipline is decided on a case-by-case basis. Generally on the first incident we will just have a conversation (depending on how severe). Be aware that disciplinary actions may involve any of the following: verbal warning, written warning, suspension with or without pay, and termination of employment, depending on the severity of the problem and the frequency of occurrence. Osio Labs reserves the right to administer disciplinary action at its discretion and based upon the circumstances. 5 | 6 | Osio Labs recognizes that certain types of employee behavior are serious enough to justify termination of employment, without enacting other disciplinary action first. 7 | 8 | --- 9 | [Next page](06whistleblower.md) 10 | [Previous page](04complaints.md) 11 | [Table of Contents](../README.md#table-of-contents) 12 | -------------------------------------------------------------------------------- /05emp_status/01nature_of_emp.md: -------------------------------------------------------------------------------- 1 | # Nature of Employment 2 | Employment with Osio Labs is "at-will." This means employees are free to resign at any time, with or without cause, and Osio Labs may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with Osio Labs for any set period of time. 3 | 4 | The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by Osio Labs, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the CEO and the employee at issue. No representative of the company, other than the CEO, has the authority to change the terms of the at-will relationship. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between Osio Labs and any of its employees. 5 | 6 | 7 | --- 8 | [Next page](02eeo.md) 9 | [Previous page](../05emp_status) 10 | [Table of Contents](../README.md#table-of-contents) 11 | -------------------------------------------------------------------------------- /03benefits/06education.md: -------------------------------------------------------------------------------- 1 | # Personal Education Budget 2 | 3 | Each full-time employee will have $1000 per year to spend on educational needs or $500 per year for part-time employees. This can include books, event registrations, online courses, local workshops, college courses, etc. Education expenses must be related to your job in some way in order for us to provide this benefit in a non-taxable way for you. The budget will expire and restart at the beginning of each year. If you do not use the entire $1000, then any remaining balance will be zeroed out and a new $1000 budget will take its place. 4 | 5 | If you wish to travel for educational purposes, see the Travel Budgets section of this handbook. 6 | 7 | # Personal Coaching Budget 8 | 9 | Each full-time employee will have $2400 per year to spend on professional coaching services (e.g. executive coach, career coach, life coach, etc.) Professional coaching services must be related to your personal and professional goals in the workplace or community at-large. (Note: this budget doesn't cover mental health-related therapy, which is covered under our medical health plan.) 10 | 11 | --- 12 | [Next page](07travel_budget.md) 13 | [Previous page](05tech_stipend.md) 14 | [Table of Contents](../README.md#table-of-contents) 15 | -------------------------------------------------------------------------------- /03benefits/07travel_budget.md: -------------------------------------------------------------------------------- 1 | # Travel Budgets 2 | Travel budgets are to be used to pay for transportation, lodging, and food (not event registration). There are 3 categories of travel budgets available: 3 | 4 | - Marketing and Sales: This is used for marketing goal travel, like an event with a booth or table. This is also available for team members who are speaking, volunteering, or participating in ways other than just attending an event. 5 | - Continuing Education (CE): This is used to send team members to events or workshops that are for educational purposes, as opposed to marketing. 6 | - Admin/Internal: This is used for our team retreats and sprints. 7 | 8 | The Marketing and CE budgets are both shared pools of money with a fixed total budget per year (not per person). When you wish to have the company pay for travel, you will need to submit a request to the team which includes the budget to draw from, the estimated cost, and the benefit the trip will provide for you and the company. Most educational travel will also require some kind of “deliverable” after travel. This can be sharing notes of things learned, writing a blog post for the site, or something else determined before travel. 9 | 10 | --- 11 | [Next page](08other_benefits.md) 12 | [Previous page](06education.md) 13 | [Table of Contents](../README.md#table-of-contents) -------------------------------------------------------------------------------- /04emp_conduct/06whistleblower.md: -------------------------------------------------------------------------------- 1 | # Whistleblower Protection 2 | This policy is designed to protect employees and address Osio Labs' commitment to integrity and ethical behavior. In accordance with Whistleblower Protection regulations, Osio Labs will not tolerate harassment, retaliation, or any type of discrimination against an employee who: 3 | 4 | - Makes a good faith complaint regarding suspected Company or employee violations of the law. 5 | - Makes a good faith complaint regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect—or misrepresentations in—financial accounting. 6 | - Provides information to assist in an investigation regarding violations of the law; or 7 | - Files, testifies, or participates in a proceeding in relation to alleged violations of the law. 8 | 9 | Negative employment sanctions, such as demotion or termination, as a result of an employee's decision to provide good-faith information regarding violations of the law will not be tolerated. In addition, discrimination, threats, and harassment is prohibited. 10 | 11 | Anyone violating this policy will be subject to discipline, up to and including termination of employment. 12 | 13 | --- 14 | [Next page](../05emp_status) 15 | [Previous page](05disciplinary.md) 16 | [Table of Contents](../README.md#table-of-contents) 17 | -------------------------------------------------------------------------------- /01who_we_are/03history.md: -------------------------------------------------------------------------------- 1 | # Company History 2 | In 2006 the Drupal consulting company [Lullabot](http://lullabot.com/) was started by Jeff Robbins and Matt Westgate. They hired expert Drupal developers with excellent communication skills to share their knowledge, help grow the Drupal community, and provide technical strategy and answers to their consulting clients. They started the first Drupal podcast and started doing Drupal workshops and training. In 2010 Lullabot launched an online Drupal tutorial service, Drupalize.Me, to extend the training they had been doing through workshops and DVDs. 3 | 4 | In 2015 Lullabot spun off the Drupalize.Me team to create a new company focused solely on education, called Lullabot Education. We used the Lullabot Education name for the first 3 years of our existance and in 2019 we changed the name to Osio Labs. 5 | 6 | ## Where Did The Name Come From? 7 | Osio is a made up word from the acronym for Open Source Inside Out. We are proud supporters of open source and collaboration is part of our DNA. We also like to constantly experiment and try new ways to do things better, from the tutorials we create to the way we run our business. The world of open source is our lab. 8 | 9 | --- 10 | [Next page](04structure.md) 11 | [Previous page](02values.md) 12 | [Table of Contents](../README.md#table-of-contents) 13 | -------------------------------------------------------------------------------- /02welcome/04annual_review.md: -------------------------------------------------------------------------------- 1 | # Annual Review 2 | Around your first year anniversary and in subsequent years, you will meet with the CEO for an annual review. During the review, you have the opportunity to take a long look at your work in the company. While regular check-in calls can always be used for this purpose, we find that those weekly or monthly discussions tend to focus on shorter term objectives. Setting aside time for an annual look helps ensure that we keep your day-to-day work connected to your long-term goals. 3 | 4 | The review covers 4 main questions, and then allows for deeper discussion on any other topics either you or the CEO would like to discuss. Our 4 base questions are: 5 | 6 | - What do you think are your biggest accomplishments from the past year? Did you achieve your aspirations? 7 | - What would you like to improve upon? How could the team and/or your manager help? 8 | - Over the last 12 months, have there been any disappointments or surprises? 9 | - What aspirations do you have for the coming year? 10 | 11 | If you feel that those questions aren't touching on the things you'd really like to discuss, you have the opportunity to figure out the main topics for the review with the CEO prior to the meeting. 12 | 13 | --- 14 | [Next page](05setting_goals.md) 15 | [Previous page](03first_90_days.md) 16 | [Table of Contents](../README.md#table-of-contents) 17 | -------------------------------------------------------------------------------- /04emp_conduct/01standards.md: -------------------------------------------------------------------------------- 1 | # Standards of Conduct 2 | Osio Labs' rules and standards of conduct are essential to our productive work environment. All employees must familiarize themselves with company rules and standards; all employees will be held to them. Any employee who disregards or deviates from company rules or standards may be subject to disciplinary action, up to and including termination of employment. 3 | 4 | While not intended to be an all-inclusive list, the examples below represent behavior that is considered unacceptable in our work environment, whether online or in person: 5 | 6 | - Sexual or other harassment (see our complete [Harrassment Policy](../04emp_conduct/03harassment.md)) 7 | - Theft 8 | - Fighting or threatening violence in the workplace 9 | - Gossiping or spreading rumors about co-workers 10 | - Negligence or improper conduct leading to damage of company-owned or customer-owned property 11 | - Insubordination or other disrespectful conduct 12 | - Excessive absenteeism 13 | - Unauthorized disclosure of any confidential information 14 | 15 | Other forms of misconduct not listed above may also result in disciplinary action, up to and including termination of employment. If you have questions regarding Osio Labs' standards of conduct, please direct them to the CEO. 16 | 17 | --- 18 | [Next page](02diversity.md) 19 | [Previous page](../04emp_conduct) 20 | [Table of Contents](../README.md#table-of-contents) 21 | -------------------------------------------------------------------------------- /01who_we_are/05team.md: -------------------------------------------------------------------------------- 1 | # Meet the Team 2 | 3 | We are a distributed company, meaning that everyone works from home or wherever they like. We are spread over 3 countries and many time zones. You can read more about each person in their bios, linked to their name below. Here is a list of the current team, along with their location and time zone. This is definitely important information to have handy in a distributed team. 4 | 5 | ## Staff 6 | 7 | [Addison Berry](https://drupalize.me/team/addison-berry) (she/they) 8 | CEO and Co-owner 9 | Copenhagen, Denmark 10 | Central European/Summer (CET/CEST) 11 | 12 | [Amber Matz](https://drupalize.me/team/amber-matz) (she/her) 13 | Production Manager and Trainer 14 | Portland, OR, USA 15 | North America Pacific Standard/Daylight (PST/PDT) 16 | 17 | [Ashley Jones](https://drupalize.me/team/ashley-jones) (she/her) 18 | Technical Support 19 | Los Angeles, CA, USA 20 | North America Pacific Standard/Daylight (PST/PDT) 21 | 22 | [Joe Shindelar](https://drupalize.me/team/joe-shindelar) (he/him) 23 | Lead Developer, Lead Trainer 24 | Minneapolis, MN, USA 25 | North America Central Standard/Daylight (CST/CDT) 26 | 27 | ## Ownership 28 | Osio Labs is owned by 4 people: 29 | 30 | - [Jeff Robbins](https://www.yonder.io/about/), President 31 | - [Matt Westgate](https://www.lullabot.com/about/matt-westgate), Vice President 32 | - [Seth Brown](https://www.lullabot.com/about/seth-brown), Secretary 33 | - [Addison Berry](https://drupalize.me/team/addison-berry), CEO 34 | 35 | ## Board 36 | The board consists of the 4 owners listed above. 37 | 38 | --- 39 | [Next page](../02welcome) 40 | [Previous page](04structure.md) 41 | [Table of Contents](../README.md#table-of-contents) 42 | -------------------------------------------------------------------------------- /03benefits/03insurance.md: -------------------------------------------------------------------------------- 1 | *Note that this section specifically applies to U.S. employees.* 2 | 3 | Due to our size and distribution we cannot offer group insurance plans. To help cover insurance costs we have set up an [Individual Coverage Health Reimbursement Agreement (ICHRA)](https://www.healthcare.gov/job-based-help/ichra/), which allows us to reimburse medical expenses tax free up to a certain amount each month. 4 | 5 | # Insurance Reimbursments 6 | Eligible employees may elect to use our ICHRA on the first day of employment. Note that only full-time employees are eligible for ICHRA. We use [PeopleKeep](https://www.peoplekeep.com/) to manage our ICHRA documentation and reimbursements. 7 | 8 | In order to get insurance reimbursements you need to sign up for your own individual insurance plan using a provider that is approved by the Affordable Care Act (ACA). This is most easily done by using your state's [Health Insurance Marketplace](https://www.healthcare.gov/). You will able to be reimbursed for approved medical, dental, and vision premiums. 9 | 10 | # Workers' Compensation 11 | Employees who are injured on the job at Osio Labs are eligible for Workers' Compensation benefits. Such benefits cover any injury or illness sustained in the course of employment that requires medical treatment. We have workers' compensation policies in place is all states where we have employees. 12 | 13 | All job-related accidents or illnesses must be reported to the CEO immediately upon occurrence. The CEO will then immediately contact the appropriate source, based on country, to obtain the required claim forms and instructions. 14 | 15 | --- 16 | [Next page](04retirement.md) 17 | [Previous page](02leave.md) 18 | [Table of Contents](../README.md#table-of-contents) 19 | -------------------------------------------------------------------------------- /04emp_conduct/04complaints.md: -------------------------------------------------------------------------------- 1 | # Complaint Procedure 2 | It is the policy of Osio Labs to maintain a harmonious workplace environment that is free of threats to the health, safety, and wellbeing of the people who work here. We encourage our employees to express concerns about work-related issues, including workplace communication, interpersonal conflict, and other working conditions. 3 | 4 | We strongly encourage the reporting of all instances of discrimination, harassment, or retaliation. If you believe you have experienced or witnessed harassment or discrimination according to our Harassment Policy or otherwise, even if it’s not about something that’s explicitly covered in our written policies, promptly report the incident to the CEO. If you believe it would be inappropriate to discuss the matter with the CEO, you may bypass the CEO and report directly to the Board. 5 | 6 | After receiving a complaint, we may hold a meeting with the employee and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue. Any reported allegations of harassment or discrimination will be investigated promptly, thoroughly, and impartially. To the maximum extent possible, confidentiality will be maintained throughout the investigatory process. 7 | 8 | Osio Labs expressly prohibits retaliation against any individual who reports discrimination or harassment, or assists in investigating such charges. Any form of retaliation is considered a direct violation of this policy and, like discrimination or harassment itself, will be subject to disciplinary action, up to and including termination of employment. 9 | 10 | --- 11 | [Next page](05disciplinary.md) 12 | [Previous page](03harassment.md) 13 | [Table of Contents](../README.md#table-of-contents) 14 | -------------------------------------------------------------------------------- /05emp_status/02eeo.md: -------------------------------------------------------------------------------- 1 | # Equal Employment Opportunity 2 | Osio Labs is an Equal Opportunity Employer. Employment opportunities at Osio Labs are based upon one's qualifications and capabilities to perform the essential functions of a particular job and free from discrimination because of race, color, national origin, religion, sex, age, disability, citizenship status, genetic information, sexual orientation, gender identity, military status, or any other characteristic protected by law. 3 | 4 | This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, selection, job assignment, compensation, promotion, discipline, termination, and access to benefits and training. 5 | 6 | Osio Labs strongly urges the reporting of all instances of discrimination and prohibits retaliation against any individual who reports discrimination or participates in an investigation of such report. Appropriate disciplinary action, up to and including immediate termination, will be taken against any employee who violates this policy. 7 | 8 | # Americans with Disabilities Act 9 | Osio Labs shall fully comply with the non-discrimination requirements of the Americans with Disabilities Act and relevant state statutes that prohibit discriminating against applicants and individuals with disabilities. This policy covers all aspects of employment, including application procedures, hiring, advancement, termination, compensation, training, or other terms, conditions and privileges of employment. 10 | 11 | Provided it will not create undue hardship, Osio Labs will offer reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodation, so that they may perform the essential job duties of the position. Contact the CEO with any questions or requests for accommodation. 12 | 13 | --- 14 | [Next page](03immigration.md) 15 | [Previous page](01nature_of_emp.md) 16 | [Table of Contents](../README.md#table-of-contents) 17 | -------------------------------------------------------------------------------- /02welcome/05setting_goals.md: -------------------------------------------------------------------------------- 1 | # Setting Goals 2 | Personal goals are not mandatory, but they can be useful. Goals are not meant to be a carrot or a stick for Osio Labs' employees. If you're here, it's because you're already a responsible adult who's great at what you do. Goals are not meant to be the yardstick that determines success or failure. Our business changes quickly and your goals may need to change in turn. We do not use personal goals as the basis for determining raises, praising or punishing at 3-month or annual reviews, or as a way to push employees to do more with less. 3 | 4 | So how do we use goals at Osio Labs? As is so often the case, it's more about the journey than the destination. Goal-setting can serve as the basis for a valuable dialog with the CEO. If you're feeling uncertain of your responsibilities or what success looks like for your position, goals can be a way to brainstorm and document these things. 5 | 6 | Good quality goals have the following attributes: specific, measurable, achievable, relevant, and time-bound (SMART). They tend to make the slippery realm of ideas and qualities into something tangible. For instance, let's say you and the CEO agree that it's important for you to work on assertiveness. How can this be measured? A goal might look like the following, "Write a short, one-page essay on what this trait means to you now, and your concerns/experiences with it. Then, at the end of the 6 months, write a follow-up including real-life examples from your experience in the position, describing how you were more or less assertive, and what you've learned about assertiveness by being in a management role." Other goals lend themselves better to metrics such as, "I will complete a Coursera Introduction to Computer Science course and get my certificate of completion as a way to learn Python." 7 | 8 | At the end of the day, goals are just a ruler for us to define and measure success, but they're not the only one. They're also completely optional. If you'd like to go through a goal-setting exercise, ask the CEO. 9 | 10 | --- 11 | [Next page](06getting_started.md) 12 | [Previous page](04annual_review.md) 13 | [Table of Contents](../README.md#table-of-contents) 14 | -------------------------------------------------------------------------------- /02welcome/02first_week.md: -------------------------------------------------------------------------------- 1 | # Your First Week 2 | 3 | Time to get started! Whoa, there's a lot to take in. Let's break it down a little so you know what to expect. We realize that the first week of a new job can be overwhelming, so take your time to get comfortable. You aren't expected to get straight to the grind in the first week. You will mostly be absorbing and getting into your own rhythm and routine. 4 | 5 | You'll start out on your first day with paperwork, of course. You'll also familiarize yourself with our communication channels, and have a phone call with the CEO on your first day of work. You will get an email that outlines all of the regularly scheduled calls you are expected to be on, and a list of tasks to tackle, broken down by day. This email will also have a rough breakdown of expectations over the next 4 weeks and a schedule of weekly check-in calls with the CEO. 6 | 7 | We try to spread the information overload throughout the week. You'll be introduced to different aspects of the company, and your roles, one at a time over several days. Your first week will include phone calls specific to your roles and our weekly all-team call, as well as a chat with our Insperity representative if you are a U.S. resident, which is our U.S. payroll and benefit provider. You'll also have a check-in at the end of the week to debrief and take stock of how your first week went and any adjustments we need to make. As always, if you have questions or requests, feel free to ask! 8 | 9 | ## Your Buddy 10 | 11 | When you start, you'll be assigned a buddy on the team. You should feel free to ask this person any and all questions you may have—even the "dumb" ones! They'll check in with you periodically for your first month at Osio Labs. This person is here to make you feel comfortable and less confused as you start. Seriously... ask them anything. "How do you people keep up with all this email?" "Is it okay if I take a walk while I'm on the team call?" "What's up with all of the Taylor Swift references?" The more you can understand about the company and your coworkers, the better you'll be at your job. 12 | 13 | --- 14 | [Next page](03first_90_days.md) 15 | [Previous page](01distributed.md) 16 | [Table of Contents](../README.md#table-of-contents) 17 | -------------------------------------------------------------------------------- /03benefits/05tech_stipend.md: -------------------------------------------------------------------------------- 1 | # Tech Stipend 2 | 3 | Osio Labs provides an allowance of $200 each month for full-time employees and $100 each month for part-time employees for technology and office purchases, made available to you through pre-paid PEX cards. You can go to [http://www.pexcard.com](http://www.pexcard.com) to read more about how the cards work, but here are the basics: 4 | 5 | - PEX Cards are pre-paid VISA cards, and should be accepted anywhere in the world that a VISA logo is shown. (Note: it uses a U.S. address and so may not work in all locations outside the U.S.) 6 | - Your balance rolls over from month to month, so you can save up your stipend over time for larger purchases. 7 | - If you're leaving Osio Labs, your remaining PEX balance will be included in your final paycheck. Please note: it will be taxed as income, so it is advantageous to use this balance if you wish to avoid paying taxes on it. 8 | - In order for us to pass the tax savings on to you, all physical asset purchases made on the PEX card, such as computers or phones, are technically the property of Osio Labs. Otherwise, PEX funds would be considered a taxable wage. If you should leave the company, the purchases you made with your PEX card will be "sold back" to you for $1. 9 | 10 | ## Things the tech stipend can be spent on 11 | Here are common examples that you can use the stipend to purchase. If you aren't sure if something you want is elligible for the stipend, just ask the CEO. 12 | 13 | - Cell phone bill 14 | - New cell phone 15 | - Skype credit 16 | - New apps and new software 17 | - Computers 18 | - Internet service 19 | - Printers, paper, ink 20 | - Routers 21 | - Backup drives 22 | - Office desk and/or chair 23 | - Fitness tracker or smartwatch 24 | 25 | ## Laptop coverage 26 | All Osio Labs requires in return for the monthly tech stipend is that you have insurance on your laptop (typically covered by homeowner's or renter's policies -- you can ask your insurance representative for the details). You can also purchase coverage through companies like Safeware (http://safeware.com). Please send the policy title page to the CEO to file. 27 | 28 | --- 29 | [Next page](06education.md) 30 | [Previous page](04retirement.md) 31 | [Table of Contents](../README.md#table-of-contents) 32 | -------------------------------------------------------------------------------- /02welcome/07personal_projects.md: -------------------------------------------------------------------------------- 1 | # Personal Projects 2 | 3 | Once a year you can choose to take 1 month to focus on a work-related project that lets you tackle something personally interesting and/or fulfilling while also potentially benefiting the company. This is different from a sabbatical because you will still be working full-time and the project must be work-related and have clearly defined deliverables. The purpose of these projects is to give you uninterrupted time to explore and learn something or work on a problem that has been tugging at you. The end result should have the potential to benefit the company in some way, though we may or may not decide to implement a personal project once it is complete. Note that personal projects are optional, but strongly encouraged. 4 | 5 | ## Requirements 6 | 7 | In order to pursue a personal project, you will need to propose a project, schedule the time, and provide deliverables. While working on a personal project, that will be your top priority, meaning you do not need to work on other company tasks for that month aside from unblocking other people on the team, if needed. You will still be expected on team calls and to provide weekly email updates on the project. On the team call following the completion of the project time you will present your project and deliverables. 8 | 9 | ## Proposals 10 | 11 | Everyone can propose a personal project once per year. All proposals need to be written out, shared with the entire team for review, and they should be submitted at least 2 months prior to the time you wish to do the work. The entirety of the project should be self-contained, with no additional preparatory time or requiring the efforts of others on the team. 12 | 13 | The proposal should consist of: 14 | 15 | - A clear goal that is achievable in 4 weeks 16 | - An outline for how the 4 weeks will be spent (planning, research, implementation, etc.) 17 | - A list of deliverables (e.g. working prototype, 4 blog posts, strategy document, etc.) 18 | - Proposed timeframe (find a time where your general absence will not negatively affect the company) 19 | 20 | Proposals will be reviewed by the team and discussed on a team call. The final approval and scheduling will be done by the CEO. 21 | 22 | --- 23 | [Next page](../03benefits) 24 | [Previous page](06getting_started.md) 25 | [Table of Contents](../README.md#table-of-contents) 26 | -------------------------------------------------------------------------------- /02welcome/03first_90_days.md: -------------------------------------------------------------------------------- 1 | # Your First 90 Days 2 | The first 90 days with Osio Labs are your "introductory period" where we get to know each other and evaluate if this is a good fit on both sides. You'll settle into your roles and get your own personal work environment running smoothly. 3 | 4 | ## Workload 5 | As you get more comfortable with your roles on the team, you will be better able to determine your workload in a given week. We do not set or track your time, and you are responsible for distributing your workload as needed to get your tasks done. As a team, we try to make priorities clear and then let people dive into the work in the way that they feel best serves the company priorities. When you are unclear where to focus your energy, it is your responsibility to raise a hand and ask the team for guidance. 6 | 7 | ## The First Month 8 | In your first month you will have weekly check-in calls with the CEO. You'll be learning the ropes and getting up to speed, with a lot of direction for what to focus on each week, and feedback on your work. The team will work with you to help you figure out how to shine and feel confident. This goes for daily tasks, as well as sorting out things like communication tools and your office space setup. 9 | 10 | The final weekly check-in will be a 1-month review. This is an opportunity to review your on-boarding experience and give the team feedback for improvements we can make. We'll also provide you with feedback and discuss expectations for the next 2–6 months. During this call we can also figure out what amount of one-on-one check-ins you feel good with. Do you want regular check-in calls? If so, how often? Weekly, monthly, ad hoc, something else? We can keep tweaking the balance, but we want to make sure you feel supported and in contact, while not smothered. 11 | 12 | ## 90-Day Review 13 | Once you are 90 days in, we expect that you will be well settled into your routine and feeling solid with how we work. You may not have everything nailed down in terms of day-to-day tasks. You probably won't know all the ins-and-outs of your role quite yet. We find that it normally takes someone about 3–6 months to really feel like they are hitting their full stride, which is totally normal and expected. 14 | 15 | After 3 months working with the team, we'll have another check-in. This review will take a look at your next 6–12 months. What are your strengths and weaknesses within the context of the team, what gets you excited, how do you want to kick ass, etc.? 16 | 17 | --- 18 | [Next page](04annual_review.md) 19 | [Previous page](02first_week.md) 20 | [Table of Contents](../README.md#table-of-contents) 21 | -------------------------------------------------------------------------------- /03benefits/01pay.md: -------------------------------------------------------------------------------- 1 | # Pay and Hours 2 | An employee's salary is negotiated at the time of hiring, and any significant changes to this base salary outside of the annual increases outlined below are based on conversations between the employee and CEO. You are expected to work 32 hours per week. The default schedule is to work four 8-hour days each week. (We follow this schedule as long as our business needs are met. There may be times we need to temporarily increase weekly hours or shift back to a 40-hour work week. This kind of decision will be decided as a team and with plenty of advance notice to adjust schedules.) 3 | 4 | ## Annual salary increases 5 | Regular salary adjustments are based on annual performance reviews conducted on or near your original hire date anniversary. Salary increases are solely at the discretion of the CEO and are not guaranteed. Typically, for employees who are performing up to expectations, you will get an increase that is based on a percentage of your existing base salary, in line with average U.S. increase rates and that will normally match or exceed the standard [U.S. SSA Cost of Living Adjustment (COLA) rate](https://www.ssa.gov/oact/cola/colasummary.html) for the current year. 6 | 7 | ## Paydays 8 | U.S. employees are paid on a semi-monthly basis (the 15th and last day of each month). Danish employees are paid on the last day of each month. In the event that a regularly scheduled payday falls on a weekend, employees will be paid on the business day preceding the weekend, unless otherwise required by state or national law. 9 | 10 | Osio Labs pays its employees via direct deposit by default, but if you prefer to receive physical checks this is an option for U.S. employees. You will be provided with log-in information to view your pay stubs and tax information online. If you would like to have your pay stubs mailed to you, contact the CEO. 11 | 12 | ## Payroll deductions 13 | Osio Labs makes deductions from employee pay only in circumstances permitted by applicable law. This includes, but is not limited to, mandatory deductions for income tax withholding, social security and medical system contributions, as well as voluntary deductions for health insurance premiums, pension plans and other related contributions. 14 | 15 | If you believe that an improper deduction has been made from your pay, raise the issue with the CEO immediately, who will promptly investigate. If the investigation reveals that you were subjected to an improper deduction from pay, you will be reimbursed promptly. 16 | 17 | --- 18 | [Next page](02leave.md) 19 | [Previous page](../03benefits) 20 | [Table of Contents](../README.md#table-of-contents) 21 | -------------------------------------------------------------------------------- /01who_we_are/04structure.md: -------------------------------------------------------------------------------- 1 | # Company Structure 2 | This is an overview of how we define and distribute our responsibilities. We have a CEO who is ultimately responsible for all business decisions, but we operate very much as a team with a flat structure. Everyone on the team can raise concerns and initiate changes. Different team members may lead smaller groups within the team, with "leading" being a role which means helping to organize the work for a group or project and summarizing group decisions to share with the larger team. 3 | 4 | As a corporation (U.S. S corporation to be exact), we also have a [board](../01who_we_are/05team.md#board). The board provides high-level strategic guidance and support, and oversight of our financial health. They leave the work of running the business, goal-setting, and execution to the team. 5 | 6 | ## Team Responsibilities 7 | We have defined our main responsibilities within the company in five areas: Content, Technology, Marketing, Support, and Business. Each area has a way of tracking (Trello or GitHub) that is used to share the current team priorities for that area, identify quarterly goals, and provide space for adding new ideas. Every calendar quarter (e.g. January–March, April–June, etc.) we decide, as a group, what the quarterly team goals are. These are reviewed and updated as needed each month throughout the quarter. (You can see our current goals in the *Ideas and Goals* Trello board.) 8 | 9 | Here is an overview of what each area covers and our main tasks for that area. 10 | 11 | ### Content 12 | We have a range of content that we create, publish, and manage. The most obvious is written and video tutorials, along with blog posts. Content is created by both the internal team and external subject matter expert contractors. 13 | 14 | ### Technology 15 | As a team, occasionally along with external contractors, we fix bugs, do updates, add features, and generally run our websites (the production site, plus development and QA). We use GitHub for our ticketing system, and all code repositories for our sites are located there. 16 | 17 | ### Marketing 18 | Our marketing efforts include managing our advertising, event sponsorships, brand consistency, and public communication. 19 | 20 | ### Support 21 | We use a service called ZenDesk, which provides a support management system, where we track all customer support requests. Email sent to our public emails and social media mentions are directed to our support site, which then creates a ticket for us. We have a primary support manager and all full-time staff are expected to answer questions as secondary support. 22 | 23 | ### Business 24 | We also create goals for working on the business itself and the tasks necessary for running a company. While the CEO takes on many of these tasks, like accounting and employee benefits, everyone on the team is involved with how we run our business, and major decisions and changes are discussed, decided, and implemented as a team. 25 | 26 | --- 27 | [Next page](05team.md) 28 | [Previous page](03history.md) 29 | [Table of Contents](../README.md#table-of-contents) 30 | -------------------------------------------------------------------------------- /04emp_conduct/03harassment.md: -------------------------------------------------------------------------------- 1 | # Harassment Policy 2 | Osio Labs is committed to a work environment in which all individuals are treated with respect. We expressly prohibit discrimination and all forms of employee harassment based on race, color, national origin, religion, sex, age, disability (physical or mental), citizenship, genetic information, sexual orientation, gender identity, parental status, marital status, and any other characteristic that differentiates someone. 3 | 4 | We do not tolerate harassment of employees, contractors or people that we interact with in any form. Harassment includes offensive verbal comments or jokes related to the protected classes above, sexual images in public spaces, deliberate intimidation, stalking, following, photography or audio/video recording against reasonable consent, sustained disruption of talks or other events, inappropriate physical contact, and unwelcome sexual attention. Harassment does not need to be recognized as unwanted or unwelcome by anyone other than the person being harassed. 5 | 6 | Sexual harassment is a form of discrimination and is prohibited by law. For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment. 7 | 8 | Sexual harassment may include a range of behaviors and may involve individuals of the same or different gender. These behaviors include, but are not limited to: 9 | 10 | - Unwanted sexual advances or requests for sexual favors 11 | - Sexual or derogatory jokes, comments, or innuendo 12 | - Unwelcome physical interaction 13 | - Insulting or obscene comments or gestures 14 | - Offensive email, voicemail, or text messages 15 | - Suggestive or sexually explicit posters, calendars, photographs, graffiti, or cartoons 16 | - Making or threatening reprisals after a negative response to sexual advances 17 | - Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters 18 | - Verbal sexual advances or propositions 19 | - Physical conduct that includes touching, assaulting, or impeding or blocking movements 20 | - Any other visual, verbal, or physical conduct or behavior deemed inappropriate by the company 21 | 22 | --- 23 | [Next page](04complaints.md) 24 | [Previous page](02diversity.md) 25 | [Table of Contents](../README.md#table-of-contents) 26 | -------------------------------------------------------------------------------- /03benefits/README.md: -------------------------------------------------------------------------------- 1 | # Employee Benefits 2 | 3 | The following section lists Osio Labs' benefits and describes each. If you have specific questions about a benefit, feel free to email the CEO. 4 | 5 | ## Full-time and part-time 6 | Many of our benefits apply equally to both full- and part-time employees, but not all do. A full-time employee works 30 or more hours per week on average, while part-time employees work 20 hours a week on average. Where benefits are different based on number of hours worked, this will be indicated in the benefit using the terms full-time and part-time. If there is no reference made to the status of hours, then the benefit applies to all employees. 7 | 8 | ## Summary of benefits 9 | This is a quick overview of the main benefits we offer. You will find details for each of these in the rest of this section of the handbook. 10 | 11 | **[Leave](https://github.com/LullabotEducation/emphandbook/blob/master/03benefits/02leave.md)** 12 | 13 | We provide 5 weeks (25 days) of paid vacation and 11 paid holidays per year (based on your country of residence). We also offer 6 weeks of paid parental leave, with an optional, additional 6 weeks of unpaid leave. There are other forms of leave as well, including time for bereavement, conference attendance, jury duty, and military service. Personal Days can be used for situations that do not fall under another leave type (e.g. sick days, family need, moving, household emergencies) and these days are unlimited. 14 | 15 | **[Insurance](https://github.com/LullabotEducation/emphandbook/blob/master/03benefits/03insurance.md)** 16 | 17 | Due to our size and distribution we cannot provide group insurance plans. To help cover insurance costs we have set up an [Individual Coverage Health Reimbursement Agreement (ICHRA)](https://www.healthcare.gov/job-based-help/ichra/). This allows us to reimburse you for medical expenses tax free, including insurance premiums. 18 | 19 | **[Retirement](https://github.com/LullabotEducation/emphandbook/blob/master/03benefits/04retirement.md)** 20 | 21 | We have 401(k) plans set up in the US, and will match up to 4% of your own retirement contributions. We provide equivalent matching for non-US plans. 22 | 23 | **[Tech and Office Stipend](https://github.com/LullabotEducation/emphandbook/blob/master/03benefits/05tech_stipend.md)** 24 | 25 | We give you $200 (full-time) or $100 (part-time) per month, tax free, for buying office equipment (computers, desks, cell phones, etc.) and software for work. 26 | 27 | **[Education](https://github.com/LullabotEducation/emphandbook/blob/master/03benefits/06education.md)** 28 | 29 | Everyone gets a budget to spend on education expenses of your choice, $1000 per year for full-time employees and $500 per year for part-time employees. This needs to be related to our work in some way though not necessarily directly related to the work you do on a day-to-day basis. It covers courses, conferences, books, etc. Through Insperity, US employees may also use up to $1500 per year on college tuition and $500 per year of continuing education expenses. (Non-US employees can work out a similar plan, as needed.) 30 | 31 | **[Travel](https://github.com/LullabotEducation/emphandbook/blob/master/03benefits/07travel_budget.md)** 32 | 33 | We cover all work-related travel expenses, including conferences, meetings, and retreats. For continuing education events, we may cover all or part of the travel, depending on circumstances and budget. We also pay for flight upgrades that fall within certain guidelines. 34 | 35 | --- 36 | [Next page](01pay.md) 37 | [Previous page](../02welcome/06getting_started.md) 38 | [Table of Contents](../README.md#table-of-contents) 39 | -------------------------------------------------------------------------------- /README.md: -------------------------------------------------------------------------------- 1 | # Osio Labs Handbook 2 | This handbook will introduce you to Osio Labs (formally Lullabot Education), providing insight into our values in addition to giving you an overview of our benefits and policies. It also covers some orientation for how things will happen in the first few months of employment and points to the most important tools and processes to focus on for a new employee. This handbook is not the sum total of all of the documentation for the company. We have an extensive operations manual that explains how to do a huge range of tasks and fills in details that are missing here. 3 | 4 | ## Publicly Accessible 5 | In 2017 we decided to make our employee handbook publicly accessible through GitHub. The general public is free to read, fork, and file issues and pull requests (PRs). We have also released this under a [Creative Commons Zero (CC0) license](https://creativecommons.org/publicdomain/zero/1.0/). If you find mistakes or have questions, let us know! We are sharing our handbook for a couple of reasons. First, we have a culture of sharing and we encourage people to take away anything useful from our handbook. Secondly, we feel this gives more insight into the company we are, how we approach our work, and view our team. While this is critical for new employees, we also think it is important for our customers, partners, and anyone we interact with to understand. 6 | 7 | ## Changes in Policy 8 | Company change is inevitable. Therefore, we expressly reserve the right to interpret, modify, suspend, cancel, or dispute, all or any part of our policies, procedures, and benefits at any time, with or without prior notice. Changes will be effective on the dates determined by Osio Labs. After those dates all superseded policies will be null and void. 9 | 10 | No individual has the authority to alter the foregoing. Any employee who is unclear on any policy or procedure should consult with the CEO. 11 | 12 | ## Table of Contents 13 | 14 | * [Who We Are](01who_we_are) 15 | * [What We Do](01who_we_are/01what_we_do.md) 16 | * [Goals and Values](01who_we_are/02values.md) 17 | * [Company History](01who_we_are/03history.md) 18 | * [Company Structure](01who_we_are/04structure.md) 19 | * [Meet the Team](01who_we_are/05team.md) 20 | * [Welcome](02welcome) 21 | * [The Distributed Lifestyle](02welcome/01distributed.md) 22 | * [Your First Week](02welcome/02first_week.md) 23 | * [Your First 90 Days](02welcome/03first_90_days.md) 24 | * [Annual Reviews](02welcome/04annual_review.md) 25 | * [Setting Goals](02welcome/05setting_goals.md) 26 | * [Getting Started](02welcome/06getting_started.md) 27 | * [Personal Projects](02welcome/07personal_projects.md) 28 | * [Employee Benefits](03benefits) 29 | * [Pay and Hours](03benefits/01pay.md) 30 | * [Leave](03benefits/02leave.md) 31 | * [Insurance](03benefits/03insurance.md) 32 | * [Retirement Plan](03benefits/04retirement.md) 33 | * [Tech Stipend](03benefits/05tech_stipend.md) 34 | * [Personal Education Budget](03benefits/06education.md) 35 | * [Travel Budgets](03benefits/07travel_budget.md) 36 | * [Other Benefits](03benefits/08other_benefits.md) 37 | * [Employee Conduct](04emp_conduct) 38 | * [Standards of Conduct](04emp_conduct/01standards.md) 39 | * [Diversity and Inclusion](04emp_conduct/02diversity.md) 40 | * [Harassment Policy](04emp_conduct/03harassment.md) 41 | * [Complaint Procedure](04emp_conduct/04complaints.md) 42 | * [Disciplinary Action](04emp_conduct/05disciplinary.md) 43 | * [Whistleblower Protection](04emp_conduct/06whistleblower.md) 44 | * [Employment Status](05emp_status) 45 | * [Nature of Employment](05emp_status/01nature_of_emp.md) 46 | * [Equal Employment Opportunity](05emp_status/02eeo.md) 47 | * [Immigration Law Compliance](05emp_status/03immigration.md) 48 | * [Termination of Employment](05emp_status/04termination.md) 49 | * [Personnel Data Changes](05emp_status/05personnel_data.md) 50 | * [Confidentiality](05emp_status/06confidentiality.md) 51 | * [Acknowledgement Form](acknowledgement.md) 52 | -------------------------------------------------------------------------------- /04emp_conduct/02diversity.md: -------------------------------------------------------------------------------- 1 | # Diversity and Inclusion 2 | 3 | We believe that individual perspectives provided by a wide range of lived experience enriches not just our business, but also us as individuals. We’re committed to broadening the diversity of our team and ensuring that we maintain an inclusive environment that supports and respects our employees and customers. 4 | 5 | ## What is diversity and inclusion? 6 | *Diversity* represents differences between people. Committing to a diverse company means we value and seek out these differences, both within our team and our customers. Most often, diversity is identified through various social categories like race, age, gender identity, sexual orientation, socioeconomic background, physical disabilities, and more. 7 | 8 | *Inclusion* means providing a safe and welcoming environment for the people we interact with. This is represented through our [values](https://github.com/OsioLabs/emphandbook/blob/master/01who_we_are/02values.md), policies, and most importantly, our actions. Having a diverse team means nothing if we can’t all thrive here equally. 9 | 10 | In Kim Crayton’s 2018 article titled , [“Diversity” and “inclusion” aren’t interchangeable. Here’s how to use them correctly](https://qz.com/work/1328942/what-is-diversity-a-practical-definition/amp/), she defines diversity as variety and inclusion as experience. (The article is well-worth a read as she defines and elaborates several terms used here.) For a discussion of diversity and inclusion in the workplace, you can also watch this 17-minute video, [Practical diversity: taking inclusion from theory to practice](https://www.youtube.com/watch?v=ExcDNly1DbI) presented by Dawn Bennett-Alexander. 11 | 12 | ## Our commitment 13 | While our team does have some diversity, we recognize that building a diverse and inclusive workplace requires continued effort and is never ‘done’. We are committed to specifically seeking out diverse candidates and continually learning how to improve the environment we provide. 14 | 15 | Ways we encourage inclusion at Osio Labs: 16 | 17 | - We have a flexible work day and work week so everyone can have a schedule that fits into the reality of their lives. 18 | - We ask for and list people’s pronouns in our handbook. 19 | - We openly support team members suffering from mental health issues the same way that we support physical illness. 20 | - We recognize that having a family (in whatever form that takes) has its own time and energy commitments, and we work to be flexible and supportive of those needs. 21 | 22 | We also recognize that we can say a lot of nice things, but we also need to be accountable for our actions, both as a company and as individuals. We recognize the difference between intent and impact. By that, we mean that we believe words can have an impact on someone, whether or not the intent was good. We also know people make mistakes and can learn through listening and sincere apology. 23 | 24 | To better understand the difference between intent and impact, and why it matters, you can watch this 2.5-minute video [Intention vs. Impact](https://www.youtube.com/watch?v=83KMiek0E8I) presented by Dr. Cheryl Ingram and/or read the article [Intent vs. impact: Why does it matter in an inclusive workplace?](https://diversityedu.com/intent-vs-impact-inclusive-workplace/) by DiversityEdu. To learn what a sincere apology means, read [It’s Time We All Learned the 5 Rules for Apologizing Like an Adult](https://www.wellandgood.com/good-advice/how-to-apologize/) by Kells McPhillips. 25 | 26 | If anyone has suggestions for ways to improve our diversity and inclusivity, you can always reach out to the team, the CEO, and/or the board. If there is something that is specifically wrong or crossing into harassment, you should [lodge a complaint](https://github.com/OsioLabs/emphandbook/blob/master/04emp_conduct/03complaints.md). 27 | 28 | ## Learn more 29 | To learn more on a variety of diversity and inclusion topics, we’ve found the [Drupal Diversity resources](https://www.drupaldiversity.com/resources) to be very helpful. They provide a searchable list of resources that focus on communities and technology in particular. 30 | 31 | --- 32 | [Next page](03harassment.md) 33 | [Previous page](01standards.md) 34 | [Table of Contents](../README.md#table-of-contents) 35 | -------------------------------------------------------------------------------- /05emp_status/04termination.md: -------------------------------------------------------------------------------- 1 | # Termination of Employment 2 | Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Common circumstances under which employment is terminated include the following: 3 | 4 | - _Resignation:_ Voluntary employment termination initiated by an employee. 5 | - _Termination:_ Involuntary employment termination initiated by Osio Labs. In most cases, we will use progressive disciplinary actions before dismissing an employee. Certain actions warrant immediate termination. 6 | - _Layoff:_ Involuntary employment termination initiated by Osio Labs for non-disciplinary reasons. 7 | - _Retirement:_ Voluntary employee termination upon eligibility for retirement. 8 | 9 | Since employment with Osio Labs is based on mutual consent, both the employee and Osio Labs have the right to terminate employment at-will, with or without cause, during and after the introductory period. 10 | In the case of employee termination, the employee will receive their accrued pay in accordance with all federal, state and local laws. 11 | 12 | Employee benefits will be affected by employment termination in the following manner: 13 | - All accrued vested benefits that are due and payable at termination will be paid in accordance with applicable federal, state and local laws. 14 | - Some benefits may be continued at the employee's expense if the employee elects to do so, such as healthcare coverage through COBRA. 15 | - The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations of such continuation. 16 | If you have any questions or concerns regarding this policy, direct them to Human Resources. 17 | 18 | ## How to quit Osio Labs 19 | It's always difficult when people leave the company, but we realize that there are any number of reasons why someone may need to leave. People get nervous and embarrassed that they're thinking of leaving. This sometimes leads to a clumsy exit process. Please remember that we've pretty much been through it all and all we ask for is honesty and open communication during these transitions. Osio Labs may sometimes seem like a family, but it's certainly not a cult, and we realize that people will come and go. 20 | 21 | Please consider the following points as you're thinking about giving your notice: 22 | 23 | Are you quitting because you're unhappy, unfulfilled, or you're feeling frustrated? 24 | 25 | We strive to provide a variety of opportunities for Osio Labs employees. We want to find the right fit for everyone and we're willing to shift people around if their current roles and tasks aren't working. 26 | 27 | ### Unhappy? Talk to someone 28 | First and foremost, we want happy team members. If there is anything we can do to keep/create your happiness, please let us know. If you are worried about confidentiality, the CEO and/or the Insperity HR specialits are available anytime to listen and/or to help provide advice and coaching. 29 | 30 | ### Some steps to take before you leave 31 | #### Give advance notice 32 | Please give notice as soon as you know you are leaving. A minimum of 2 weeks is appreciated. 33 | #### Tie up loose ends 34 | Forward your email, catch up your voicemail, reassign your Google docs, etc. 35 | #### Work with HR for a resignation plan 36 | Knowing when your last day is helps us plan for your and Osio Labs' future. We can work together to decide on when permissions will be removed, if/when COBRA starts, and more. 37 | #### Last paycheck details 38 | We will provide for you the details of your last paycheck, and when to expect it (varies by state). Your last paycheck could include: any PTO owed/deducted, a $1 PEX withholding (as per the PEX policy), and any reimbursements due. 39 | #### Turn in your "keys" 40 | Please mail any Osio Labs property/documents to the Providence office and destroy your Osio Labs credit card. 41 | #### Exit interview 42 | Upon leaving the company, Osio Labs would love to hear your feedback. The CEO will contact you for an exit interview. 43 | 44 | Please be reminded of the contract and other NDA terms as they relate to termination. 45 | 46 | --- 47 | [Next page](05personnel_data.md) 48 | [Previous page](03immigration.md) 49 | [Table of Contents](../README.md#table-of-contents) 50 | -------------------------------------------------------------------------------- /02welcome/01distributed.md: -------------------------------------------------------------------------------- 1 | # Getting Used to the Distributed Work Style 2 | 3 | At a distributed company, all communications need to be deliberate. No one is going to peek over your cubicle wall and notice that you're looking stressed. If you're having a hard time, please communicate it. We have multiple systems in place to help. We also have a super-friendly, knowledgeable, and non-judgmental team who enjoy sharing their wisdom and experience. 4 | 5 | We know there's a lot to learn and figure out during your first few months. We know you're probably going to feel a little lost and overwhelmed initially. You'll probably be struggling to get your laptop and new apps set up and working. You'll probably struggle with getting Hangouts working with the right account. You'll probably have a hard time remembering to send your 5:15 reports and what to say, organizing DropBox, getting email working, etc. 6 | 7 | Starting at Osio Labs is not the same as starting at a cubicle job where your computer, phone, desk, and chair are sitting ready for you when you arrive on your first day. We realize that the distributed lifestyle and tools are a bit of an adjustment for many people. On the other hand, you'll be able to create your own workspace and choose the tools that really work for you. You'll own your computer and you can deck it out however you like, and when you get stuck trying to figure out any of this stuff, there's a whole team of people just itching to help you—and they're just a Hangout, a Slack ping, email, or phone call away. 8 | 9 | If working distributed is new for you, we find that different people are challenged in different ways. Some people miss having co-workers to just chat with all day long, while others struggle with figuring out a schedule that works with the team's time zones. Some people struggle with keeping their personal and work lives separated so they can focus on what's important at the appropriate time. Having challenges while adjusting is totally normal and something that everyone on the team has gone through in one way or the other. We've also worked through a lot of these scenarios. You should feel free to share your challenges and ask for advice from the team. 10 | 11 | All that said, it's pretty awesome to be able to roll out of bed and work in your PJs. Our flexible schedules also allow you to take care of life without work necessarily getting in the way. We only work 32 hours (four 8-hour days) a week, giving you more time for the rest of your life, and even on normal work days things like doctor's appointments, your kid's school play, or the furnace suddenly dying can all be handled as part of your daily flow. You can also feel free to take off and work from a cafe or park if you need a change of scenery. Sometimes the positives also feel a little weird if you're not used to them. Again, feel free to ask any questions about your work day. 12 | 13 | ## A Note on Location for U.S. Citizens 14 | Our distributed nature gives you lots of flexibility for traveling and choosing where you live. If you want to travel the world, we fully support that, but you need to be aware of certain restrictions that could affect your employment status. Our U.S. employment provider Insperity's travel policy states, "In order for Insperity to continue to co-employ an employee who travels internationally for an extended time, the employee’s international travel cannot exceed 120 days to one country in a rolling 12-month period." This is to protect both Insperity and Osio Labs from becoming subject to tax and labor laws of other countries, which we are not qualified or prepared to do. 15 | 16 | If you are a U.S. citizen and you're thinking of moving abroad for a period longer than 120 days in any country other than Denmark, you should be aware that we will most likely not be able to continue to employ you. While we would love to make all your worldly dreams come true in that regard, the IRS in the United States has cracked down severely on U.S. companies with contractors in other countries. Because the risk of contract audit is so high in the U.S., Osio Labs would have to pay a substantial amount of money every year to set up a foreign business entity and make you an official employee in another country. Since long-term or permanent employment abroad is not simple, please contact the CEO to discuss options about keeping your job before selling the farm. 17 | 18 | --- 19 | [Next page](02first_week.md) 20 | [Previous page](../02welcome) 21 | [Table of Contents](../README.md#table-of-contents) 22 | -------------------------------------------------------------------------------- /02welcome/06getting_started.md: -------------------------------------------------------------------------------- 1 | # Getting Started 2 | Our team uses a variety of different communication methods and tools in order to collaborate with one another. This section covers the essentials you'll want to focus on initially, and the other tools and processes will fall into place as you go. 3 | 4 | ## Communication 5 | Effective and ongoing communication within Osio Labs is essential. As a distributed company, there's not a way to just "show up" without communicating it. The better communication tools you have, the better you'll be able to do your work. One important aspect of our communication is to document our decisions. We often hash things out in phone conversations or Slack chats, and those are hard to track down later or for others to be aware of if they weren't involved. Whenever we have a decision on a topic that affects the whole company or others on the team, it should be recorded in a more permanent medium. Often this can be an email to the entire team, but it may also make more sense to record decisions in GitHub tickets or Trello cards if they are about active tasks. 6 | 7 | Here is an overview of the main tools we use and how we use them. 8 | 9 | Type | Resource | Style 10 | ---|---|--- 11 | Email | Gmail | We use email to codify group decisions, send meeting summaries, and send our individual and project updates. 12 | Online Meetings | Google Meet and Zoom| Used regularly for internal team discussions and one-on-one syncs. Also great for screen sharing. 13 | Group Chat | Slack | Usually passive, except when directly reaching out to a teammate. Also used as the virtual "water cooler." 14 | 15 | ### Email 16 | We have several email addresses within the Osio Labs team. The main email to reach everyone is the "team" email group. We use this liberally. You can see a list of all email groups and who is in them in the Operations Manual. 17 | 18 | On Monday morning the CEO sends an email to the team with the subject “This Week in Osio Labs.” This email will include any notable information about the coming week, the main topics for the weekly team call, and a quick list of anyone who is out of the office (OOO) or traveling that week. This is normally for informational purposes only, but if you have anything to add or correct, please respond to the whole team. 19 | 20 | ### 15Five 21 | As a team we like to know what everyone is working on and how things are going. We use a tool called [15Five](https://www.15five.com/) to share weekly updates with the whole team. 22 | 23 | ### Phone Calls and Online Meetings 24 | We have one recurring, weekly company-wide call that is mandatory for the entire team. This call is every Tuesday at 2pm U.S. Eastern (8pm Central European, 1pm U.S. Central, 11am U.S. Pacific) on Zoom, and is scheduled for 1 hour, though it does not always last that long. This is a dedicated time to discuss company business and general things going on that don’t fit in other calls. 25 | 26 | Subsets of the team (e.g. trainers, marketing, etc.) have other regularly scheduled calls, and you will be notified of any you are expected to attend. 27 | 28 | ### Chat 29 | When you're working, you should be logged into Slack. It will likely be the first place that people will look for you if they have a quick question. It's also a great place to get help, answer questions, and share links to weird things on YouTube. Please use Slack's status to set yourself to "away" when you are done with your workday. We realize that "workday" is a loose concept here, so we'll leave it up to each of you to protect your free time. Your "away" status means that others are probably not going to get an answer quickly, and an email may be more appropriate. 30 | 31 | ## Calendars 32 | We have multiple Google calendars. The main calendars are based on the areas of responsibility outlined under the Company Structure section. You will be invited to all calls you are expected to be on, and once you accept the invitation, the calendar entry will appear in your personal calendar. This way you do not need to have all calendars visible to see your schedule. We also have a Leave calendar which shows you all of our official holidays and days on which someone on the team is out of the office (OOO) for any reason. 33 | 34 | ## Security 35 | We take security seriously. In addition to our obligation to keep our member and business information secure, we have various obligations due to compliance with PCI-DSS standards and our liability insurance policy. These are the main areas that you are responsible for securing. You can find more details and recommendations in our Operations Manual. 36 | 37 | - Anti-virus software 38 | - Laptop security (drive encryption) 39 | - Account/login security (passwords, 2-factor authentication) 40 | - VPN (secure internet connections) 41 | - Backups 42 | 43 | ## Common Tools 44 | Our resources are somewhat scattered. It can be a bit overwhelming. Here is a quick rundown of our main tools, and what we use them for. There is much more detailed information about all the tools we use in the Operations Manual. 45 | 46 | - Github 47 | 48 | Contains code repositories and issue tracking for all of our websites. The canonical version of all written tutorials lives in GitHub as well, and is where creation, review, and updates are made. We publish our sample code for tutorials and workshops, and all of our open-sourced (free) curriculum, on Github as well. The osiolabs.com blog posts are also in GitHub. 49 | 50 | - Trello 51 | 52 | We use this to track most of our shared tasks that fall outside of GitHub technical issues. You will find a board for team goals, as well as boards for the various areas of responsibility and particular projects. 53 | 54 | - Google Docs 55 | 56 | This is where we keep more permanent documents and collaborate on spreadsheets. 57 | 58 | - Dropbox Paper 59 | 60 | Used for collaborative note-taking. Documents here are generally considered temporary, and only used for documents that we consider disposable. If you wish to retain a document beyond its usefulness for a particular project or collaborative session, you should copy it over to Google Docs. 61 | 62 | - Dropbox 63 | 64 | All of the files we share as a team. This ranges from workshop materials to licensing contracts to design and marketing assets. 65 | 66 | - Zendesk 67 | 68 | We use Zendesk to manage all support and sales tickets. If someone asks you a support question directly, you should forward it to Zendesk to keep everything centralized. 69 | 70 | --- 71 | [Next page](07personal_projects.md) 72 | [Previous page](05setting_goals.md) 73 | [Table of Contents](../README.md#table-of-contents) 74 | -------------------------------------------------------------------------------- /01who_we_are/02values.md: -------------------------------------------------------------------------------- 1 | # Goals and Values 2 | Our long-term vision is to change online learning for web development, making it more effective and accessible for everyone. This includes crafting content and tools that ease learning, supporting open source projects and communities, as well as addressing barriers that deny people access to learning resources. 3 | 4 | Part of achieving our vision is creating a company where great things can happen. We are an [open books company](https://www.forbes.com/sites/petercarbonara/2017/04/18/what-small-business-owners-need-to-know-about-open-book-management/#3fcfeb44432a) and we are very transparent with all aspects of our business, from the daily work everyone is doing to the financial forecast for the coming year. We do this so that everyone at the company understands how our business works and their impact on it. All employees are involved in business decisions at some level. 5 | 6 | We take our core values very seriously. They're the underpinning for what we do, and more importantly, how we do it. Every major company decision and goal is measured against our values. 7 | 8 | **Do great work** 9 | 10 | We set high standards for ourselves, valuing skillful and impactful work. We encourage each other to strive for those standards and help each other to grow. We make sure that we deliver not only a quality product but also have a positive impact on the world. 11 | 12 | Some examples of this value in action are: 13 | 14 | - Our regular process of peer review for our code and content, where we provide feedback and encourage improvement. 15 | - Contributing our standard high quality videos for free to enhance the Drupal community documentation. 16 | 17 | **Feed creativity** 18 | 19 | Creativity creates space for innovative ideas and inventive solutions. We embrace the full creative process, which includes failing, learning, and trying again, in a safe and respectful environment. We are open to creative change and are not afraid to change existing things as well as creating something new. Through openly sharing our new ideas in the wider world we aim to also foster creativity in others. 20 | 21 | Some examples of this value in action are: 22 | 23 | - We explore new ideas for how to deliver our content, from written tutorials to new hands-on project guides. Ideas start from customer feedback and result in features like the ability to access a pre-made site sandbox to avoid customers needing to set up a new site. 24 | - We re-evaluated our business strategy and decided to change the company name to better reflect our vision. 25 | 26 | 27 | **Spread happiness** 28 | 29 | We believe in the power of happiness. We encourage playfulness, positivity, and kindness in everything we do. We try not to take ourselves too seriously and recognize that being approachable and kind makes learning more fun and less stressful. We are aware of the impact our attitude has on the people around us and that impact spreads far beyond our personal and professional interactions. 30 | 31 | Some examples of this value in action are: 32 | 33 | - Creating fun examples in our learning materials, like the ice cream shop example for learning plugins or the batman cartoon for events. 34 | - Fun stickers! Our sparkly Drupal ponies continue to be a favorite even today. 35 | - We respond to customer support timely and cheerfully, even the grumpy ones. We're human too, and we get that people have bad days. We like to try to make them a little better when we can. 36 | 37 | 38 | **Work together** 39 | 40 | We believe in Open Source, not only in open software but also in the principles of collaboration and sharing. We fully engage with Open Source communities through contribution and have incorporated these fundamentals throughout our company. We keep open minds and listen to each other to find common ground and improve each other’s work without judgment. We apply these same principles when working with our customers to solve their problems. 41 | 42 | Some examples of this value in action are: 43 | 44 | - Sharing our Employee Handbook publicly 45 | - Collaborating on the Drupal 8 User Guide and sharing our enhancements (adding videos) 46 | 47 | 48 | **Build trust** 49 | 50 | We build trust through openness, respect, and forgiveness. We treat people like equals and genuinely care for them, whether they are part of our team, our customer, or part of the wider world. We take promises seriously and deliver on them both internally and externally. We value our distributed work environment, and we trust our colleagues to make the best use of that flexibility to cultivate the best life balance for them. 51 | 52 | Some examples of this value in action are: 53 | 54 | - PEX and company credit cards; we trust people to purchase the things they need and give them freedom to do so. 55 | - We have a very liberal refund policy so that customers can decide what works for them. 56 | - During the 2020 pandemic we reframed our work expectations. You can read more details in the blog post, [Shortening the Work Week Amidst a Pandemic](https://osiolabs.com/blog/shortening-workweek-amidst-pandemic). 57 | 58 | 59 | **Empower people** 60 | 61 | We strive to create a space that empowers everyone. We encourage growth and exploration, with a culture of sharing and support for change. We give people the power to make choices about how to meet their needs and to change things about our company. We share as we learn, both with technology and business, to encourage others and assist with the lessons we’ve learned. We strive to ensure that opportunites for growth are provided equitably. (See also our committment to [diversity and inclusion](https://github.com/OsioLabs/emphandbook/blob/master/04emp_conduct/02diversity.md).) 62 | 63 | Some examples of this value in action are: 64 | 65 | - In addition to technical training information we encourage people to understand and use the wider array of tools that the open source community provides. 66 | - We allow employees to determine their own schedules to be there for their families and friends when and how they need to be. 67 | 68 | 69 | **Care for our customers** 70 | 71 | We work hard to serve our customers well. We meet them where they are, and we believe that being aware of and responsive to our customers’ needs is an integral part of what we do. We give customers control over how they want to learn and support them on that journey, even if it doesn’t involve our products. 72 | 73 | Some examples of this value in action are: 74 | 75 | - Talking to Node.js developers to learn more about what they want in a learning platform and then using that to inform what content we’re creating. 76 | - We keep our content up to date and get fixes published as quickly as possible when a problem is pointed out. 77 | 78 | 79 | --- 80 | [Next page](03history.md) 81 | [Previous page](01what_we_do.md) 82 | [Table of Contents](../README.md#table-of-contents) 83 | -------------------------------------------------------------------------------- /LICENSE: -------------------------------------------------------------------------------- 1 | Creative Commons Legal Code 2 | 3 | CC0 1.0 Universal 4 | 5 | CREATIVE COMMONS CORPORATION IS NOT A LAW FIRM AND DOES NOT PROVIDE 6 | LEGAL SERVICES. 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Affirmer understands and acknowledges that Creative Commons is not a 120 | party to this document and has no duty or obligation with respect to 121 | this CC0 or use of the Work. 122 | -------------------------------------------------------------------------------- /03benefits/02leave.md: -------------------------------------------------------------------------------- 1 | # Leave 2 | We provide many forms for leave from work. This breaks it all down. 3 | 4 | ## Paid time off 5 | There are multiple forms of paid days off. Vacation time and personal days (PD) are for the employee to choose, while conference days are used for specific events. 6 | 7 | Paid time off is paid at your base pay rate at the time of the absence. It does not include overtime or any special forms of compensation such as incentives, commissions, or bonuses. It may be used in minimum increments of one-half day. Employees with an unexpected need (i.e. sudden illness or emergency) for a personal day should notify the CEO as early as possible. 8 | 9 | Work-related accidents and illness are covered by Workers' Compensation Insurance, pursuant to the requirements of the laws in the U.S. state(s) in which Osio Labs operates. The paid time off policy outlined here does not apply to those illnesses or injuries that are covered by an applicable Workers' Compensation policy. 10 | 11 | ### Vacation 12 | All full-time employees in the company receive 5 weeks (25 days or 200 hours) of paid vacation time. This is intended to only be truly used for vacations (see PD below for things like sick leave). You earn 2.083 days (16.67 hours) of vacation for each month you have worked. Vacation time is "use it or lose it." You must use all 25 days by the end of the calendar year. If you were to leave the company at any time during the year you could either be entitled to a payout of the vacation you earned but did not use, or a withholding if you used more vacation than you had accrued. 13 | 14 | Part-time employees receive half the amount of leave in total hours (100 instead of 200), which provides 5 weeks (25 4-hour days) of paid vacation time. 15 | 16 | ### Sick and Safe leave 17 | All employees have a minimum of 10 days of sick leave per year (80 hours for full-time and 40 hours for part-time employees). This leave is immediately available upon hiring and at the start of every calendar year. Unused sick hours do not carry over and are not paid in the event of separation from employment. Sick and safe time may be used for your own, your family member’s or your household member’s health or safety needs, or including but not limited to purposes relating to being a victim of domestic violence, sexual assault or stalking, as intended to comply with Minneapolis Sick and Safe Time Ordinance as well as Oregon’s sick leave law. Sick and safe time may also be used for reasons covered under Oregon’s Family Leave Act. Paid sick and safe time may also be used for purposes relating to a business closure due to a public health emergency or to caring for a family or household member during an emergency, or an unexpected closure of their school or place of care, including due to inclement weather. 18 | 19 | ### Personal days (PD) 20 | Personal days are used for the "un-fun" things in life that are not covered by the above Sick and Safe policy. You may use PD time for things like household emergencies, moving, and in the event that you use all of your Sick and Safe time in a year. If you need more than 2 consecutive days of PD, or if you are not sure if something is appropriate for PD time, you should talk with the CEO. There is no set limit to these days but usage is tracked, just like vacation and sick days are, and they are allowed at the discretion of the CEO. 21 | 22 | ### Conference days 23 | When you are attending a work-related conference or event, you are considered out of the office (OOO) on business travel, but you are expected to check, and be responsive to, email at least twice a day. If you don’t wish to check email or deal with any work-related issues during the conference, you can use vacation time to be fully OOO. 24 | 25 | ## Holidays 26 | We offer everyone 11 paid holidays. To enable everyone to celebrate with their friends and family, we recognize the public holidays that are specific to where our employees live and work. Employees are able to switch any of their holidays to another day if needed. To switch out holidays, please email your request to the team. 27 | 28 | ### Company-wide 29 | 30 | - New Year’s Day/Nytår - January 1 31 | - Juneteenth/Frigørelse - June 19 32 | - Christmas Eve/Juleaften - December 24 33 | - Christmas Day/Juledag - December 25 34 | 35 | ### United States 36 | 37 | - Martin Luther King, Jr. Day - third Monday in January 38 | - Presidents Day - third Monday in February 39 | - Memorial Day - fourth Monday in May 40 | - Independence Day - July 4 41 | - Labor Day - first Monday in September 42 | - Thanksgiving Day - fourth Thursday in November 43 | - Black Friday - fourth Friday in November 44 | 45 | ### Denmark 46 | 47 | - Påskeuge - Thursday, Friday, and Monday around Easter Sunday 48 | - Storebededag - fourth Friday after Easter 49 | - Kristihimmelfartsdag - 39 days after Easter 50 | - Pinsedag - 7 weeks after Easter 51 | - Anden Juledag - December 26 52 | 53 | ## Flexible work week 54 | You are always able to take advantage of flex time by lengthening or shortening individual days to accommodate your workload and external needs. You just need to communicate alterations to your normal work times to the team as they occur. 55 | 56 | In addition to regular flex time, you may also opt to choose a different structure to your regular, recurring work week. For instance, you could choose to work longer days (10 hours per day) Monday–Thursday and then have every Friday off. Any structural changes to your work week need to be discussed with the team and will still need to accommodate being present for regular phone calls and other regular weekly obligations. 57 | 58 | ## Parental leave 59 | Welcoming a new child to your home is an amazing and joyous occasion! We would like to support you by providing additional time to bond with your new child, adjust to a new home life, and balance your professional obligations. 60 | 61 | Parental leave is available for both the birth of your own child and the placement of a child due to adoption or foster care. This policy will run concurrently with the legal requirements of each country, with the [U.S. Family Medical Leave Act (FMLA)](http://www.dol.gov/dol/topic/benefits-leave/fmla.htm) for U.S. employees. At the end of your leave, you will return to your job or an equivalent with the same salary, benefits, working conditions and seniority. 62 | 63 | Employees who have been with the company for six months or more are eligible for the following: 64 | 65 | - Six weeks time off, fully paid 66 | - Six weeks additional time off, unpaid 67 | - Vacation can be used in place of any unpaid leave 68 | - If both parents are employees of Osio Labs, they are limited to a combined total of 12 weeks leave. 69 | 70 | You must notify the CEO of your desire to use this leave, and formulate a plan for the days you will take off, a minimum of 60 days prior to the planned arrival date so that we can plan accordingly. 71 | 72 | ## Bereavement leave 73 | Bereavement leave provides paid time off for eligible employees in the event of a death in their immediate family. An immediate family member for purposes of our bereavement leave policy includes the following: 74 | 75 | - Spouse or Live-in life partner 76 | - Child (including foster children and step-children) 77 | - Parent (including legal guardian and step-parent) 78 | - In-laws (including mother- and father-in-laws and brother- and sister-in-laws) 79 | - Grandparent 80 | - Grandchild 81 | - Sibling 82 | 83 | Eligible employees are entitled to 3 days paid time off for a death in the immediate family. Osio Labs understands the deep impact that death can have on an individual or a family. Therefore, additional unpaid time off may be granted at the company's discretion. Such arrangements must be approved by the CEO. 84 | 85 | All employees may take up to 1 day off with pay to attend the funeral of a close, non-family member. This time off will be considered by the CEO on a case-by-case basis. 86 | 87 | To be eligible for paid time off for bereavement, employees should notify the CEO at the earliest opportunity so that the CEO can arrange coverage for the employee's absence. 88 | 89 | ## Paid sabbatical leave 90 | We offer sabbatical leave as a benefit to encourage our employees to innovate, gain knowledge, and pursue their interests (e.g. volunteer, travel, research, write). It’s one way to reward employees who have been working with us for a long time. We also want to encourage them to rejuvenate and develop their skills. This type of leave is separate from vacation and personal days. 91 | 92 | This policy applies to all employees who have been working for our company for at least 7 years. We offer eligible employees 5 weeks of paid leave after their first 7 years of working for our company. You will be eligible to take sabbaticals every 7 years until you retire. Sabbatical leave can be combined with vacation leave to extend time. 93 | 94 | Sabbatical leave can’t be accrued. You must use your 5 weeks within 1 year of the anniversary that triggers the benefit. You must also use all 5 weeks consecutively. You must request your leave dates at least 3 months before you plan to take your sabbatical. Submit leave requests to the CEO. 95 | 96 | While you are on a sabbatical leave, your employment status, contract, and benefits (e.g. health insurance, PEX accrual) remain intact. 97 | 98 | ## Jury duty 99 | Osio Labs encourages employees to fulfill their civic responsibilities by serving jury duty when required. Osio Labs will pay regular salary for the first 3 days of jury duty, and after that jury duty will be paid only if required by applicable state or national law. 100 | 101 | If requested, we will work with the employee to determine an appropriate strategy for compensation during jury duty. Solutions may include the use of PD, an unpaid leave of absence, 50% pay, or some combination. 102 | 103 | Please be sure to communicate your jury duty requirements with the CEO as they arise. 104 | 105 | ## Military leave 106 | Osio Labs grants employees time off of work for service in the uniformed services in accordance with the U.S. Uniformed Services Employment and Reemployment Rights Act (USERRA). 107 | 108 | All employees requesting time off for military service must provide advance notice of military service to the CEO, unless military necessity prevents such notice or it is otherwise impossible or unreasonable. Continuation of health insurance benefits is available during military leave subject to the terms and conditions of the group health plan and applicable law. 109 | 110 | Employees are eligible for reemployment for up to five (5) years from the date their military leave began. The period an individual has to make application for reemployment or report back to work after military service is based on time spent on military duty. For service of fewer than 31 days, the service member must return at the beginning of the next regularly scheduled work period on the first full day after release from service, taking into account safe travel home plus an eight-hour rest period. For service of more than 30 days but fewer than 181 days, the service member must submit an application for reemployment within 14 days of release from service. For service of more than 180 days, an application for reemployment must be submitted within 90 days of release from service. 111 | 112 | Employees who qualify for reemployment will return to active employment at a pay level and status equal to that which they would have attained had they not entered military service. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service. 113 | 114 | Questions regarding this policy should be directed to the CEO. 115 | 116 | ## Unpaid leave 117 | All regular employees employed for a minimum of 90 days are eligible to apply for an unpaid personal leave of absence. Employees must exhaust all paid time off before taking unpaid leave. To apply, you should submit a request in writing to the CEO. Requests for unpaid personal leave may be denied or granted for any reason. Osio Labs reserves the right to terminate employment for any reason during the leave of absence. 118 | 119 | The employee is required to return from the unpaid leave on the originally scheduled return date. If the employee is unable to return, he or she must request an extension of the leave in writing. If and extension of leave is declined, the employee must then return to work on the originally scheduled return date or be considered to have voluntarily resigned from his or her employment. 120 | 121 | ### Effect on benefits 122 | During unpaid leave we will continue to reimburse insurance submissions through ICHRA for 6 weeks. Beyond 6 weeks of unpaid leave, the employee will be responsible for covering their own expenses. 123 | 124 | During unpaid leave there is no accrual of paid days off (e.g. vacation) or tech stipend (PEX), holidays are not paid, and continuing education benefits are suspended. Time while on leave is counted as service credit in determining eligibility for those benefits that are dependent upon length of service. 125 | 126 | --- 127 | [Next page](03insurance.md) 128 | [Previous page](01pay.md) 129 | [Table of Contents](../README.md#table-of-contents) 130 | --------------------------------------------------------------------------------