├── Benefits and Perks ├── Continuing Education.md ├── Health Insurance and Other Benefits.md ├── Holiday List.md ├── New Parent Leave.md ├── Other Protected Absences.md ├── Referral Bonuses.md ├── Sabbatical.md └── Vacation and Sick Leave.md ├── Employment Policies ├── At-Will Employment.md ├── Code of Conduct.md ├── Compensation.md ├── Complaint Policy.md ├── Confidentiality and Privacy.md ├── Drug and Alcohol Policy.md ├── Employee Privacy.md ├── Equal Opportunity Employment.md ├── Working Remotely.md └── Working with Tidepool.md ├── Hiring Documents ├── Acknowledgement of Receipt of Changes.md ├── Acknowledgment of Receipt.md ├── Employee Proprietary Information and Inventions Assignment Agreement.md ├── Handbook Introduction.md └── Tidepool Offer Letter.md ├── LICENSE ├── Mission Statement.md ├── Onboarding Documents ├── Communication and Transparency.md ├── One-on-Ones.md └── Welcome to Tidepool.md ├── Operations Documents ├── Diversity and Sourcing Candidates.md ├── Effective Meetings.md ├── Finances.md ├── Hack Weeks.md └── Interview Process.md ├── Policy Changes.md ├── README.md └── Tidepool Core Values.md /Benefits and Perks/Continuing Education.md: -------------------------------------------------------------------------------- 1 | # Continuing Education 2 | 3 | It's important to Tidepool that we support our employees’ efforts to learn, grow, and improve. These are some of the key benefits of working at Tidepool, and are central to our company culture. 4 | 5 | ## Learning Budget 6 | 7 | Every full-time employee has a company budget to support any learning activity that they want to pursue related to the work they do at Tidepool. This doesn’t need to be a class explicitly linked to their current role, but it should help them improve a skill that will be useful for them at Tidepool. Each employee has an annual budget of $2,000 which can be spent towards program fees/tuition, tickets, flights, and hotels for industry conferences, classes, mentorship programs, books, programs, videos, or other places that they feel will provide valuable learning experiences. These expenses should be discussed in one-on-ones and approved by the CEO. This budget resets at the beginning of every calendar year and does not roll over. 8 | 9 | Employees can also use work hours to work on learning projects, though this should be limited to about four hours a week and not interfere with your core responsibilities. 10 | 11 | ## Speaker Support 12 | 13 | It makes Tidepool look great when our employees speak at industry conferences, so we love to support Tidepool employees who are invited to speak to their peers about their area of expertise. For each event, Tidepool will pay for the flights and hotel up to $1,000 dollars, and employees are each eligible for this benefit 2 times per year (this budget is separate from the learning budget). Employees should get approval from the CEO or a VP about which conferences are appropriate to speak at, and to make sure that conference dates don’t interfere with important company dates. 14 | -------------------------------------------------------------------------------- /Benefits and Perks/Health Insurance and Other Benefits.md: -------------------------------------------------------------------------------- 1 | # Healthcare, Disability Insurance and other benefits. 2 | 3 | The following applies to full-time U.S.-based employees. 4 | 5 | Tidepool's priorities with benefits are wellness and education, so it’s important that we offer our employees great medical coverage and disability insurance. Because of our mission, many of our employees have a personal connection to a chronic illness. Therefore, we strive to provide a full-featured health plan that minimizes deductibles and out-of-pocket expenses and avoids lifetime caps. 6 | 7 | We offer medical, dental, and vision coverage at Tidepool for full-time U.S.-based employees and their dependents. All full-time US employees receive Short Term Disability Insurance and Long Term Disability Insurance. 8 | 9 | Our current medical plan is provided through Blue Shield of California: 10 | * Plan name: Platinum Full PPO 0/10 OffEx 11 | * Calendar Year Medical Deductible: $0 12 | * Calendar Year Out of Pocket Maximum: 13 | * Participating providers: $2,500 per individual / $5,000 per family 14 | * Non-participating providers: $5,000 per individual / $10,000 per family 15 | * Lifetime Benefit Maximum: None 16 | 17 | Employees are also eligible to participate in a Flexible Spending Account (FSA). Tidepool will match contributions to the FSA dollor-for-dollar up to $2500. 18 | 19 | Employees may contribute to a 401(k) retirement savings plan. Tidepool currently does not offer contribution matching. 20 | -------------------------------------------------------------------------------- /Benefits and Perks/Holiday List.md: -------------------------------------------------------------------------------- 1 | # Tidepool Likely Holiday List 2 | 3 | 4 | Tidepool employs people around the world. This list of US Holidays is presented as general guidance of the days that US-based employees will likely take off. However, some people may choose to work, and international employees may take different days off. 5 | 6 | Like our vacation non-policy, the guidance is: We trust you. There is no policy. 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 |
New Year’s DayJanuary 1
Birthday of Martin Luther King, Jr. January 19
President’s DayFebruary 16
Memorial DayLast Monday in May
Independence DayJuly 4
Labor DayFirst Monday in September
Thanksgiving Day and FridayFourth Thursday in November and following Friday
Christmas EveDecember 24
Christmas DayDecember 25
New Years EveDecember 31
50 | 51 | 52 | If a holiday falls on a weekend, we’ll let you know when the holiday will be observed. Usually, if a holiday falls on a Saturday, we will observe it on the Friday before. If it falls on a Sunday, it will be observed on the following Monday. 53 | -------------------------------------------------------------------------------- /Benefits and Perks/New Parent Leave.md: -------------------------------------------------------------------------------- 1 | # New Parent Leave 2 | 3 | Tidepool offers 4 weeks of paid leave for all full time employees, regardless of gender or sexual identity, after the birth or adoption of a child. This time is for the new parent to welcome the newborn or newly adopted child or children into their home and family. The leave should be taken within a year after the birth or adoption of the child. 4 | 5 | Employees should give the rest of the team as much notice as possible before they take new parent leave, though there is no requirement for how far in advance notification needs to be given. Parenthood can be unexpected and sensitive, but the more that a team can anticipate the absence, the easier it will be to handle. 6 | 7 | Paid time off of any kind, including New Parent Leave, does not accrue. 8 | 9 | In California, State Disability Insurance and Paid Family Leave programs will pay part of an employee's salary who are unable to work due to pregnancy and childbirth. It is illegal for an employer to overpay an employee while they are using those programs, so Tidepool will supplement them to maintain the employee's salary instead of paying the full salary on top of them. 10 | -------------------------------------------------------------------------------- /Benefits and Perks/Other Protected Absences.md: -------------------------------------------------------------------------------- 1 | # Other Protected Absences 2 | 3 | ## Pregnancy Disability Leave 4 | 5 | California law entitles a childbearing employee to take Pregnancy Disability Leave (PDL) if they are disabled because of pregnancy, childbirth, or a related medical condition, including prenatal care and severe morning sickness. The length of leave will be up to 4 months or the equivalent number of days the employee would normally work within the 4-month period. Intermittent leave or a reduced work schedule may be taken. Employees should give notice to the founder to whom they report. 6 | 7 | ## Bereavement Leave 8 | 9 | An employee who wishes to take time off due to the death of an immediate family member should notify the CEO. Paid bereavement leave will be granted up to 5 consecutive days for the death of a family member including the following: spouse, domestic partner, cohabitant, child, stepchild, grandchild, parent, stepparent, mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparent, great grandparent, or sibling. 10 | 11 | ## Jury Duty or Witness Summons 12 | 13 | Tidepool encourages employees to fulfill their civic duties. 14 | 15 | Employees will be granted up to 10 days paid time to serve on a jury or as a witness. In order to minimize disruption in the office, employees are requested to check in with the CEO when jury duty or witness testimony lasts less than four hours per day and may be requested to work remotely. 16 | 17 | ## Other Leaves of Absence 18 | 19 | Tidepool will grant leaves of absence for other activities as required by law. Unless otherwise required by law, employees will not be paid for such leaves of absence. 20 | -------------------------------------------------------------------------------- /Benefits and Perks/Referral Bonuses.md: -------------------------------------------------------------------------------- 1 | # Referral Bonuses 2 | 3 | Tidepool does not currently offer referral bonuses to employees. We consider helping to find and recruit great talent to be a core part of our responsibilities. 4 | 5 | -------------------------------------------------------------------------------- /Benefits and Perks/Sabbatical.md: -------------------------------------------------------------------------------- 1 | # Sabbatical 2 | 3 | After every 4 years of working at Tidepool, full-time employees and contractors are encouraged to take four weeks of paid sabbatical. 4 | 5 | During this sabbatical, you should work on passion projects - something outside the scope of your normal work that is interesting and exciting to you. This could be researching a topic of interest, volunteering for another nonprofit, or something else altogether. 6 | 7 | The sabbatical should be a time of self-improvement and exploration with a central activity or theme. At the end of the sabbatical, you should put together a presentation about their sabbatical and present it to the team. 8 | 9 | The sabbatical is meant to help further our core value of improvement by letting the employees explore and learn about another area of interest. It may also help some employees avoid burnout from working on one thing for too long. 10 | 11 | To make sure that sabbatical is not overly disruptive to the team, you should plan the time for your sabbatical well in advance. 12 | 13 | There is an expectation that employees return to work at Tidepool after your sabbatical, and that you will not use it as a soft exit from the company. 14 | 15 | Paid time off of any kind, including Sabbatical, does not accrue. 16 | -------------------------------------------------------------------------------- /Benefits and Perks/Vacation and Sick Leave.md: -------------------------------------------------------------------------------- 1 | # Vacation and Sick Leave Non-Policy 2 | 3 | Taking time off and recharging is critical to doing your best work at Tidepool, so in addition to the U.S. [Holiday List](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Holiday%20List.md), Tidepool wants you to take whatever vacation time and sick leave you need in order to maintain a healthy and balanced life while still fulfilling your responsibilities at Tidepool. Vacation time and sick leave do not accrue at Tidepool. 4 | 5 | People often ask "Well, in general about how much vacation time do people take?" Historically, the answer has been "about three weeks per year," though sometimes it's more and sometimes less. We sometimes try to coordinate our time off; for example, most people take off the week between Christmas and New Years Day (though some people still need to work, such as to provide ops coverage or customer support). 6 | 7 | Tidepool does not accrue "sick days." If you are sick and unable to work, take the time you need to become healthy. If you think it will become an extended absence, please talk to the CEO or VP of HR about it. 8 | 9 | Due to the nature of our business and mission, many of our employees are living with or have a family member living with a chronic disease. We understand that sometimes you may need to take time off in order to take care of yourself or a family member. 10 | 11 | So in short, our vacation and sick leave policy is: We have no policy. We trust you. Take what time you need to lead a balanced and healthy life, so that when you are working you are productive, energetic and inspiring others on the team to do the same. 12 | -------------------------------------------------------------------------------- /Employment Policies/At-Will Employment.md: -------------------------------------------------------------------------------- 1 | # At-Will Employment Policy 2 | 3 | This applies to part-time and full-time U.S. employees. 4 | 5 | Your employment with the Tidepool is at will. This means that you are free to terminate your employment at any time, with or without cause and the company has a right to terminate your employment at any time as well, with or without cause. No one in the company other than the CEO has the authority to alter your at-will status or to enter into any agreement for employment for a specified period of time or to make any agreement contrary to this policy. Only the CEO may do so, and only in a written agreement signed by both the CEO and you. 6 | -------------------------------------------------------------------------------- /Employment Policies/Code of Conduct.md: -------------------------------------------------------------------------------- 1 | # Code of Conduct 2 | 3 | This code of conduct applies to all community members (e.g., open source contributors and other volunteers) and Tidepool team members in all Tidepool communities online (including but not limited to Tidepool's internal and external Slack groups, Twitter, Facebook and Instagram), while working in the Tidepool office or remotely, at all events hosted by Tidepool, at diabetes community and industry events attended by a Tidepool employee, whether or not directly representing Tidepool. 4 | 5 | Tidepool is dedicated to creating an inclusive environment for everyone, regardless of race, ethnicity, nationality, religion, color, sex (with or without sexual conduct and including pregnancy and sexual orientation involving transgender status/gender identity, and sex-stereotyping), national origin, age, disability (physical or mental), genetic information, sexual orientation, gender identity, parental status, marital status, and political affiliation as well as gender expression, medical condition, mental illness, socioeconomic status or background, neuro(a)typicality, physical appearance, body size, computing experience, or clothing. 6 | 7 | We do not tolerate harassment of community members in any form. Harassment includes offensive verbal comments 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. 8 | 9 | Be careful in the words that you choose. Remember that sexist, racist, and other exclusionary jokes can be offensive to those around you. Offensive jokes are not appropriate and will not be tolerated under any circumstance. Consider that calling attention to differences can feel alienating. 10 | 11 | Participants asked to stop any harassing behavior are expected to comply immediately. Community members violating these rules may be sanctioned or removed from community spaces. If you are being harassed, notice that someone else is being harassed, or have any other concerns, please contact the CEO, a VP or a member of the Board of Directors immediately. 12 | 13 | Adapted from the [Hack Code of Conduct](http://hackcodeofconduct.org/). 14 | -------------------------------------------------------------------------------- /Employment Policies/Compensation.md: -------------------------------------------------------------------------------- 1 | # Compensation 2 | 3 | The following policy applies to U.S. employees and all full-time contractors. 4 | 5 | ## Salary 6 | 7 | Fair compensation is critical to making Tidepool a desirable place to work and helping our employees lead happy, healthy lives inside and outside of the office. When used as a motivational tool, though, it can incentivize the wrong kind of optimizations. Our goal with salary is that it checks the box of "enough" for folks who are excited about working at Tidepool (because of our mission, people and products) and then fades into the background. 8 | 9 | As a non-profit, and as a startup trying to extend our financial operating runway as long as possible, we ask people to let us know what is the lowest salary that they feel is fair compensation for their work, but that won't put them into a situation of going into debt or not being able to pay the bills. 10 | 11 | Tidepool evaluates compensation annually. Our ability to offer raises is dependent on our current financial situation. 12 | 13 | ## Bonuses 14 | 15 | Tidepool does not currently give bonuses for any reason. 16 | 17 | ## Equity 18 | 19 | As a California non-profit corporation, Tidepool has no equity investors, and does not award stock or stock options. 20 | -------------------------------------------------------------------------------- /Employment Policies/Complaint Policy.md: -------------------------------------------------------------------------------- 1 | # Complaint Policy 2 | 3 | Tidepool is committed to creating a safe work environment that is free of threats to the health, safety, and well-being of the people who work here. That includes (but isn’t limited to) harassment, discrimination, violation of health and safety rules, and violence. 4 | 5 | Tidepool has a virtual open-door policy, so employees are encouraged to report work-related concerns. If something about your job is bothering you, or if you have a question, concern, idea, or problem related to your work, please discuss it with the CEO as soon as possible. If for any reason you don’t feel comfortable discussing it with the CEO, feel free to raise the issue with a VP or anyone on the Board of Directors. See [tidepool.org/team](tidepool.org/team) for the full list and the [Tidepool Resources Trello board](https://trello.com/b/0tbitS80/emp-tidepool-resources) for email addresses. 6 | 7 | Any employee who witnesses or is subject to inappropriate conduct in the workplace can report it to the CEO or a VP or any of the Board of Directors. We encourage employees to come forward with any workplace complaint, even if it’s not about something that’s explicitly covered in our written policies. 8 | 9 | Once a complaint about inappropriate conduct has been made, the executive team (CEOs and VPs) will meet and determine how to handle it. If the complaint regards an executive, the Board will meet. Any reports of an executive engaging in harassment or gross misconduct will trigger an outside investigation. For all other complaints, with the employee’s permission, the executive team will conduct a complete and impartial investigation, which may involve an outside investigator in serious cases. All complaints will be handled as confidentially as possible. When the investigation is complete, the company will take corrective action if appropriate. 10 | 11 | We will not engage in or allow retaliation against any employee who makes a good faith complaint or participates in an investigation. If you believe that you are being subjected to any kind of negative treatment because you made or were questioned about a complaint, report the conduct immediately to an executive or the Board of Directors. 12 | 13 | Currently, Tidepool is too small to have an internal group or department that can independently respond to complaints, so if the CEO or a VP are named in complaint, they will hold each other accountable and escalate to the Board of Directors. When appropriate, execs will engage a third party to conduct a thorough investigation and recommend corrective action. Anyone who feels the CEO or a VP are not sufficiently responding to a complaint should escalate to the Board of Directors. 14 | -------------------------------------------------------------------------------- /Employment Policies/Confidentiality and Privacy.md: -------------------------------------------------------------------------------- 1 | # Confidentiality and Privacy at Tidepool 2 | 3 | In general, Tidepool is an extremely open company. Part of our mission is to transfer as much of our knowledge, intellectual property and work product to the public as we can, because we feel like that's better for the diabetes community. Examples of things that we explicitly make public: 4 | * Our source code. 5 | * Our finances (e.g., tax returns, audit documents and other public filings). 6 | * Our regulatory quality system. 7 | * Our user interface designs. 8 | * Our product planning boards. 9 | 10 | Even with our commitment to openness, we don't make everything public. For example: 11 | * **Code**: Server configuration information is kept private. 12 | * **Specifications**: Most (if not all) of the device protocol specifications we have received from device makers are confidential. 13 | * **Finances**: We don't publish our bank account numbers or credit card info, details of every transaction we make, nor details of grants or contracts with partners. 14 | * **Regulatory**: There are tests related to system security that we keep secret. And passwords used to log in to test accounts that we keep secret. 15 | * **Design**: We occasionally are given design samples or other documents, such as from a device maker partner, with an expectation of confidentiality. 16 | * **Product planning**: We keep security issue planning private. We keep some internal planning documents private. 17 | * **Meeting notes**: We take copious meeting notes that we keep private, for both internal and external meetings. 18 | * **Hiring**: Information about interview candidates, including notes taken during the interview process, we keep private. 19 | 20 | And, of course, we keep all of our user's Protected Health Information (PHI) confidential. As part of your onboarding, and then each year thereafter, you will be required to read HIPAA training and to undergo an audit of your computer and mobile devices. Our publicly available HIPAA training materials and audit template documents are [here](https://drive.google.com/open?id=0B_hEFGzOB67gSERseGFTem92SW8). 21 | 22 | In general, unless your job requires you to do so (e.g., for a project, or for debugging a specific issue, or for providing customer support), **you should never make copies or publicly reveal any of our user's info, including names, email addresses or anything they store in their Tidepool account (on prd or int - which house our HIPAA-compliant data).** 23 | 24 | It may not always be obvious what is and is not confidential. If you are ever unsure, it's always best to assume that it is confidential and ask the Chief Privacy Officer (currently Howard). 25 | 26 | ## FAQ 27 | 28 | ### Is it OK for me to keep copies of everything I've worked on and take it with me when I leave? 29 | 30 | In general, if we already make it public, then you get the same rights that everyone else in the public gets. We release most of our source code under BSD 2, and most of our regulatory, design and web content is made public under CC-BY-SA 4.0. 31 | 32 | In general, other stuff that isn't explicitly made made public should be considered confidential. You should not make personal copies of this stuff or send it to parties outside of Tidepool without checking with the Chief Privacy Officer (currently Howard) first. 33 | 34 | ### What if there's something that isn't currently public that I think should be made public? 35 | 36 | If there is something else that you think we should be making public that we currently aren't making public, feel free to talk to the Chief Privacy Officer (currently Howard) about it! 37 | 38 | ### Who owns the intellectual property (IP) of the stuff I've worked on? 39 | 40 | In general, our entity Tidepool Project owns the intellectual property of stuff you work on. That's pretty important, because it's what allows Tidepool to assert copyright and place a license on the work. You assigned the IP for your work to Tidepool as part of your employee agreement (through Zenefits) or your consulting agreement. 41 | 42 | Fortunately, the licenses we choose (BSD2 and CC-BY-SA 4.0) for stuff that we make public are pretty permissive. They give you (and everyone else) very broad, perpetual rights. 43 | 44 | ### How do I know if something is public? 45 | 46 | For source code, if it's in a public repo, it's public. If it's in a private repo, it's private (and there's probably a good reason to keep it that way). 47 | 48 | For other documents and folders, such as Google Drive folders, we've tried to include PUBLIC in the name of public folders and documents. Other folders should be considered private (with permissions to match). 49 | 50 | Trello boards say whether or not they are public at the top. In general, unless it's security-related, it's OK for all Trello boards to be public. 51 | 52 | ### What should I do if I find something that we've made public that I think should be private? 53 | 54 | Let the Chief Privacy Office (currently Howard) know right away. -------------------------------------------------------------------------------- /Employment Policies/Drug and Alcohol Policy.md: -------------------------------------------------------------------------------- 1 | # Drug and Alcohol Policy 2 | 3 | Our priority at Tidepool is to create a safe, comfortable, and productive environment for everyone we work with. We realize that drugs and alcohol can contribute to a culture of harassment or one that feels unsafe for some employees, even as it can foster camaraderie and friendship among others. Above all other considerations, our drug and alcohol policy is intended to preempt and avoid harassment and make working at Tidepool feel safe. 4 | 5 | Alcohol may be served at Tidepool events, such as at team dinners or at Tidepool team offsites. **It is the responsibility of every employee to ensure that their individual consumption is not making anyone else feel uncomfortable or unsafe.** Employees who violate this policy may face disciplinary action, up to and including termination. 6 | 7 | Illegal drugs should not be used, bought, sold, or distributed while working either in the office or remotely while representing Tidepool. For the purposes of this handbook, "illegal" shall mean as defined by the local laws where you are working or representing Tidepool (e.g., the laws of the State of California, if you are working in California). 8 | -------------------------------------------------------------------------------- /Employment Policies/Employee Privacy.md: -------------------------------------------------------------------------------- 1 | # Employee Privacy 2 | 3 | ## Email Privacy 4 | 5 | Tidepool email is not being actively monitored by anyone, but because it is a company resource that is managed according to company policy, you should not expect privacy. The company has both the ability and the right to look at employee usage to protect both employee safety and wellbeing, as well as company property and interests. 6 | 7 | Email messages, including attachments, sent and received from a Tidepool email address are the property of Tidepool. We reserve the right to access, monitor, read, and/or copy email messages at any time, for any reason. You should not expect privacy for any email you send using your Tidepool email, including messages that you consider to be personal or label with a designation such as “Personal” or “Private.” 8 | 9 | ## Use of the Email System for Personal Email 10 | 11 | The email system is intended for official Company business. If you send personal messages through the Company’s email system, you must exercise discretion as to the number and type of messages you send. You must also ensure that your personal use of the email system does not interfere in any way with your job duties or performance. 12 | 13 | ## All Conduct Rules Apply to Email 14 | 15 | All of our policies and rules of conduct apply to employee use of the email system. This means, for example, that you may not use the email system to send harassing or discriminatory messages, including messages with explicit sexual content or pornographic images; to send threatening messages; or to reveal company confidential information. 16 | 17 | ## Professional Tone and Content 18 | 19 | We expect you to exercise discretion in your electronic communications. When you send email using a Tidepool email address or Tidepool social account, you are representing Tidepool. Make sure that your messages are professional and appropriate, in tone and content. Remember, although email or social media may seem like a private conversation, they can be printed, saved, and forwarded to unintended recipients. You should not send any email/message/update/etc. that you wouldn’t want our team, your family, or our competitors to read. 20 | 21 | ## Email Security 22 | 23 | To avoid email viruses, phishing for account information, and other threats, employees should not open email attachments from people and businesses they don’t recognize, particularly if the email appears to have been forwarded multiple times or has a nonexistent or peculiar subject heading. Even if you know the sender, do not open an email attachment that has a strange name or is not referenced in the body of the email; it may have been transmitted automatically, without the sender’s knowledge. 24 | 25 | If you believe your computer has been infected by a virus, worm, or other security threat to Tidepool’s system, you must inform the Chief Security Office (currently Howard) immediately. 26 | 27 | Employees may not share their email passwords with anyone, including coworkers or family members. Revealing passwords to the Company’s email system could allow an outsider to attack the Tidepool network. 28 | 29 | ## Privacy when using Tidepool's Communication Tools 30 | 31 | Some Tidepool employees have administrative access to some or all of Tidepool's communication and collaboration tools, including Tidepool-managed Google apps and accounts, Slack, Trello, and HelpScout. We reserve the right to monitor employee use of the Tidepool's communication tools at any time. You should not expect that your use of these communication tools, including but not limited to the sites you visit and the communications you have, will be private. 32 | -------------------------------------------------------------------------------- /Employment Policies/Equal Opportunity Employment.md: -------------------------------------------------------------------------------- 1 | # Equal Opportunity Employment 2 | 3 | Tidepool is an Equal Opportunity Employer. The company supports diversity and inclusion in its core values and does not discriminate against qualified employees or applicants because of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other characteristic protected by U.S. federal or state law or local ordinance. When necessary, the company will reasonably accommodate employees and applicants with disabilities if the person is otherwise qualified to safely perform all of the essential functions of the position. 4 | 5 | Please also read: [Why Diversity is Important](https://github.com/tidepool-org/handbook/blob/master/Operations%20Documents/Diversity%20and%20Sourcing%20Candidates.md). 6 | -------------------------------------------------------------------------------- /Employment Policies/Working Remotely.md: -------------------------------------------------------------------------------- 1 | # Working Remotely 2 | 3 | ## Overall Philosophy 4 | 5 | Tidepool is a highly distributed team, and we embrace remote work. We currently have employees living in 19 states in the U.S. (California, Georgia, New York, North Carolina, Pennsylvania, Arkansas, Colorado, Florida, Illinois, Indiana, Massachusetts, Minnesota, Missouri, New Hampshire, Ohio, Oregon, Texas, Utah, and Washington) and in 8 countries worldwide (Australia, Canada, New Zealand, United Kingdom, Bulgaria, Croatia, Nigeria and United States). While working remotely can be a challenge, we do our best to make it effective. Here are some of the things we do: 6 | 7 | ## Daily Scrum Standups 8 | 9 | On Mondays through Thursdays project teams may hold short "standup" meetings where we report on work we are doing and any impediments. These typically take place during mutually agreed hours for the team members, and adjusts based on regional Daylight Saving changes. (See “Time-zone Sensitivity” below.) 10 | 11 | ## Bi-Weekly All Hands 12 | 13 | We hold a bi-weekly virtual All Hands meeting where we talk about the highlights from the prior two weeks. This typically takes place Tuesdays at 8pm or 9pm UTC, and adjusts based on regional Daylight Saving changes. (See “Time-zone Sensitivity” below.) 14 | 15 | ## Slack 16 | 17 | We have both internal and external Slack instances for communication: 18 | * Internal: [tidepoolteam.slack.com](https://tidepoolteam.slack.com) 19 | * External: [tidepoolorg.slack.com](https://tidepoolorg.slack.com) 20 | 21 | The external Slack instance is used for communication with our users and the open source community. 22 | 23 | ## In-person Offsites 24 | 25 | We get together at least twice per year in person for a whole week to work, reflect on the past 6-9 months, strategize and plan the next 6-9 months. We also try to work in some fun team-building events like hiking, biking or kayaking. Past locations have included Santa Cruz, Palo Alto, Mountain View, Sunnyvale, and Fall River Mills, California. 26 | 27 | ## Time-zone Sensitivity 28 | 29 | This is challenging given how distributed we are. In general, there is only one hour in the day when everyone is awake. We try to schedule meetings in a way that is sensitive to participants’ locales. Employees in Australia and New Zealand may need to wake early, and employees in Europe may need to meet in the evening or at night in order to make this possible. -------------------------------------------------------------------------------- /Employment Policies/Working with Tidepool.md: -------------------------------------------------------------------------------- 1 | # Working with Tidepool 2 | 3 | There are several categories of people who may work with or interact with Tidepool. In general, the policies in this Tidepool Employee Handbook apply to everyone except "Volunteers and Other Contributors". Exceptions to this, such as Benefits for Full-time U.S. employees, are noted where appropriate. 4 | 5 | Here is a brief description of the different kinds of people who work with Tidepool: 6 | 7 | ## Full-time U.S.-based Employees 8 | 9 | Full-time U.S.-based employees work 30 or more hours per week. Offer letters are administered through [Zenefits](https://zenefits.com), our online HR system. 10 | 11 | Full-time U.S.-based employees are eligible for benefits such as health insurance and 401(k). See "Benefits and Perks" for more details. 12 | 13 | ## Part-time U.S.-based Employees 14 | 15 | Part-time U.S.-based employees work fewer than 30 hours per week, and are not eligible for benefits such as health insurance and 401(k). Offer letters are administered through Zenefits. 16 | 17 | ## Full-time International Contractors (FTICs, for short) 18 | 19 | Tidepool is a highly distributed team. For example, we currently employ full-time international contractors in Australia, Canada, New Zealand, and the United Kingdom. 20 | 21 | Employment contracts with FTICs are administered individually with each contractor. FTICs do not use Zenefits. 22 | 23 | Although FTICs do not receive U.S.-based benefits such as health insurance and 401(k), we think of and treat FTICs the same way we think of and treat full-time U.S.-based employees in all other regards. 24 | 25 | ## Part-time Contractors 26 | 27 | Tidepool occasionally hires Part-time Contractors to help with specific assignments. 28 | 29 | Part-time contractors typically do not get an @tidepool.org email address or access Tidepool internal systems like Google Drive. 30 | 31 | ## Consultants, Contract Development Firms and other Agencies 32 | 33 | Tidepool hires specialty consultants and firms to help with work in areas where we do not have in-house expertise. 34 | 35 | For example, Tidepool currently works with: 36 | * [DuffLite](http://dufflite.com) - our mobile development partner 37 | * [SJR Associates](http://sjrassoc.com) - Sheila Ramerman, our regulatory consultant 38 | * [Early Growth Financial Services](http://earlygrowthfinancialservices.com/) - Sirk Roh (CFO) and Tina Gregory (accountant) 39 | 40 | Contracts are administered individually with these Consultants. 41 | 42 | ## Interns 43 | 44 | Tidepool occasionally hires interns, typically during the summer in the U.S., though potentially at other times as well. 45 | 46 | Interns receive their offer letters through Zenefits, and are paid hourly. 47 | 48 | ## Volunteers and Other Contributors, including Open Source Contributors 49 | 50 | Tidepool often engages with volunteers, most typically with software developers as Open Source contributors, but sometimes also with volunteer program managers, user experience designers or beta testers. 51 | 52 | Volunteers who are producing and contributing source code or user interface designs will be asked to complete Tidepool's [Volunteer Contributor License Agreement (VCLA)](http://developer.tidepool.io/contributors/). 53 | 54 | ## Pro-bono arrangements 55 | 56 | Occasionally, Tidepool is offered pro bono services for which we are very grateful! Tidepool currently works and receives pro bono services from: 57 | * [Wilson, Marshall and Taylor](http://wmtlaw.com/) - legal services, Kurt Taylor, General Counsel and Board Secretary 58 | * [Pillsbury Winthrop Shaw Pittman](https://www.pillsburylaw.com/en/) - legal services 59 | 60 | In the past, Tidepool has also received pro bono services from: 61 | * [Barrel NY](https://www.barrelny.com/) - web design 62 | * [A Hundred Monkeys](http://www.ahundredmonkeys.com/) - naming and branding 63 | * [Greenberg Traurig](https://www.gtlaw.com/en) - legal services -------------------------------------------------------------------------------- /Hiring Documents/Acknowledgement of Receipt of Changes.md: -------------------------------------------------------------------------------- 1 | # Acknowledgement of Receipt of Changes to the Employee Handbook 2 | 3 | I acknowledge I have received a copy of the changes to the Tidepool Employee Handbook that will take effect on **DATE**, have read them, and understand their provisions. I further understand that if I have a question, I am obligated to ask one of the CEO for clarification of any provisions in the Employee Handbook. 4 | 5 | I further understand that the statements contained in the handbook do not create any contractual or other legal obligations of employment. I also understand that Tidepool may at any time modify, rescind, or revise any policy, benefit, or practice described in the handbook, except for its policy of at-will employment. 6 | 7 | I acknowledge that it is my responsibility to read and become familiar with the contents of the handbook. 8 | 9 | 10 | 11 | ``` 12 | 13 | Date: ________________________ 14 | 15 | 16 | Print Name: ________________________ 17 | 18 | 19 | Signature: ________________________ 20 | 21 | ``` 22 | 23 | You may digitally sign this acknowledgement using your Tidepool Google login and visiting this page in Google Drive: 24 | HR - Private Internal to Tidepool / Employee Handbook / Acknowledgement of Receipt of Changes to the Employee Handbook -------------------------------------------------------------------------------- /Hiring Documents/Acknowledgment of Receipt.md: -------------------------------------------------------------------------------- 1 | # Acknowledgement of Receipt of Employee Handbook 2 | 3 | I acknowledge I have received a copy of the Tidepool Employee Handbook, have read it, and understand its provisions. I further understand that if I have a question, I am obligated to ask the CEO for clarification of any provisions in the Employee Handbook. 4 | 5 | I further understand that the statements contained in the handbook do not create any contractual or other legal obligations of employment. I also understand that Tidepool may at any time modify, rescind, or revise any policy, benefit, or practice described in the handbook, except for its policy of at-will employment. 6 | 7 | I understand and agree that my employment with Tidepool is at-will and can be terminated by either me or the company without cause or notice and that nothing in the handbook should be interpreted to the contrary. This is the entire agreement between me and Tidepool on this subject; it supersedes any prior inconsistent representations or agreements and may only be modified in a writing signed by me and the CEO. 8 | 9 | I acknowledge that it is my responsibility to read and become familiar with the contents of the handbook. 10 | 11 | ``` 12 | 13 | Date: ________________________ 14 | 15 | 16 | Print Name: ________________________ 17 | 18 | 19 | Signature: ________________________ 20 | 21 | ``` 22 | 23 | 24 | You may digitally sign this acknowledgement using your Tidepool Google login and visiting this page in Google Drive: 25 | HR - Private Internal to Tidepool / Employee Handbook / Acknowledgement of Receipt of the Employee Handbook -------------------------------------------------------------------------------- /Hiring Documents/Employee Proprietary Information and Inventions Assignment Agreement.md: -------------------------------------------------------------------------------- 1 | # Tidepool Employment, Confidential Information and Inventions Assignment Agreement 2 | 3 | This agreement will be presented to you via Zenefits during your onboarding process. It is shown here for your convenience. 4 | 5 | 6 | # EMPLOYMENT, CONFIDENTIAL INFORMATION AND INVENTION ASSIGNMENT AGREEMENT 7 | As a condition of my employment with Tidepool Project, its subsidiaries, affiliates, successors or assigns (together the "Company"), and in consideration of my employment with the Company and my receipt of the compensation now and hereafter paid to me by Company, I agree to the following: 8 | 9 | 10 | ## 1. **At-Will Employment.** 11 | 12 | I understand and acknowledge that my employment with the Company is for an unspecified duration and constitutes "at-will" employment. I acknowledge that this employment relationship may be terminated at any time, with or without good cause or for any or no cause, at the option either of the Company or myself, with or without notice. 13 | 14 | ## 2. **Confidential Information.** 15 | 16 | **a. Company Information.** I agree at all times during the term of my employment and thereafter, to hold in strictest confidence, and not to use, or to disclose to any person, firm or corporation without written authorization of the Board of Directors of the Company, except for the benefit of the Company, any Confidential Information of the Company. I understand that "Confidential Information" means any Company proprietary information, technical data, trade secrets or know-how, including, but not limited to, research, product plans, products, services, customer lists and customers (including, but not limited to, customers of the Company on whom I called or with whom I became acquainted during the term of my employment), markets, software, developments, inventions, processes, formulas, technology, designs, drawings, engineering, hardware configuration information, marketing, finances or other business information disclosed to me by the Company either directly or indirectly in writing, orally or by drawings or observation of parts or equipment. I further understand that Confidential Information does not include any of the foregoing items which has become publicly known and made generally available through no wrongful act of mine or of others who were under confidentiality obligations as to the item or items involved. 17 | 18 | **b. Former Employer Information.** I agree that I will not, during my employment with the Company, improperly use or disclose any proprietary information or trade secrets of any former or concurrent employer or other person or entity and that I will not bring into the premises of the Company any unpublished document or proprietary information belonging to any such employer, person or entity unless consented to in writing by such employer, person or entity. 19 | 20 | **c. Third Party Information.** I recognize that the Company has received and in the future will receive from third parties their confidential or proprietary information subject to a duty on the Company's part to maintain the confidentiality of such information and to use it for only for certain limited purposes. I agree to hold all such confidential or proprietary information in the strictest confidence and not to disclose it to any person, firm or entity or to use it except as necessary in carrying out my work for the Company consistent with the Company's agreement with such third party. 21 | 22 | ## **3. Inventions.** 23 | 24 | **a. Inventions Retained and Licensed.** I have attached hereto, as Appendix A, a list describing all inventions, original works of authorship, developments, improvements, and trade secrets which were made by me prior to my employment with the Company (collectively referred to as "Prior Inventions"), which belong to me, which relate to the Company's proposed business, products or research and development, and which are not assigned to the Company hereunder; or, if no such list is attached, I represent that there are no such Prior Inventions. If in the course of my employment with the Company, I incorporate into a Company product, process or machine a Prior Invention owned by me or in which I have an interest, the Company is hereby granted and shall have a nonexclusive, royalty-free, irrevocable, perpetual, worldwide license to make, have made, modify, use and sell such Prior Invention as part of or in connection with such product, process or machine. 25 | 26 | **b. Assignment of Inventions.** I agree that I will promptly make full written disclosure to the Company, will hold in trust for the sole right and benefit of the Company, and hereby assign to the Company, or its designee, all my right, title, and interest in and to any and all inventions, original works of authorship, developments, concepts, improvements or trade secrets, whether or not patentable or registrable under copyright or similar laws, which I may solely or jointly conceive or develop or reduce to practice, or cause to be conceived or developed or reduced to practice, during the period of time I am in the employ of the Company (collectively referred to as "Inventions"), except as provided in Section 3(f) below. I further acknowledge that all original works of authorship which are made by me (solely or jointly with others) within the scope of and during the period of my employment with the Company and which are protectible by copyright are "works made for hire," as that term is defined in the United States Copyright Act. 27 | 28 | **c. Inventions Assigned to the United States.** I agree to assign to the United States government all my right, title, and interest in and to any and all Inventions whenever such full title is required to be in the United States by a contract between the Company and the United States or any of its agencies. 29 | 30 | **d. Maintenance of Records.** I agree to keep and maintain adequate and current written records of all Inventions made by me (solely or jointly with others) during the term of my employment with the Company. The records will be in the form of notes, sketches, drawings, and any other format that may be specified by the Company. The records will be available to and remain the sole property of the Company at all times. 31 | 32 | **e. Patent and Copyright Registrations.** I agree to assist the Company, or its designee, at the Company's expense, in every proper way to secure the Company's rights in the Inventions and any copyrights, patents, mask work rights or other intellectual property rights relating thereto in any and all countries, including the disclosure to the Company of all pertinent information and data with respect thereto, the execution of all applications, specifications, oaths, assignments and all other instruments which the Company shall deem necessary in order to apply for and obtain such rights and in order to assign and convey to the Company, its successors, assigns and nominees the sole and exclusive rights, title and interest in and to such Inventions, and any copyrights, patents, mask work rights or other intellectual property rights relating thereto. I further agree that my obligation to execute or cause to be executed, when it is in my power to do so, any such instrument or papers shall continue after the termination of this Agreement. If the Company is unable because of my mental or physical incapacity or for any other reason to secure my signature to apply for or to pursue any application for any United States or foreign patents or copyright registrations covering Inventions or original works of authorship assigned to the Company as above, then I hereby irrevocably designate and appoint the Company and its duly authorized officers and agents as my agent and attorney in fact, to act for and in my behalf and stead to execute and file any such applications and to do all other lawfully permitted acts to further the prosecution and issuance of letters patent or copyright registrations thereon with the same legal force and effect as if executed by me. 33 | 34 | **f. Exception to Assignments.** I understand that the provisions of this Agreement requiring assignment of Inventions to the Company do not apply to any invention which qualifies fully under the provisions of California Labor Code Section 2870. I will advise the Company promptly in writing of any inventions that I believe meet the criteria in California Labor Code Section 2870 and not otherwise disclosed on Appendix A. 35 | 36 | ## **4. Conflicting Employment.** 37 | 38 | I agree that, during the term of my employment with the Company, I will not engage in any other employment, occupation, consulting, or other business activity related to the business in which the Company is now involved or becomes involved during the term of my employment, nor will I engage in any other activities that conflict with my obligations to the Company. 39 | 40 | ## **5. Returning Company Documents.** 41 | 42 | I agree that, at the time of leaving the employ of the Company, I will deliver to the Company (and will not keep in my possession, recreate or deliver to anyone else) any and all devices, records, data, notes, reports, proposals, lists, correspondence, specifications, drawings, blueprints, sketches, materials, equipment, other documents or property, or reproductions of any aforementioned items developed by me pursuant to my employment with the Company or otherwise belonging to the Company, its successors or assigns. 43 | 44 | ## **6. Notification to New Employer.** 45 | 46 | In the event that I leave the employ of the Company, I hereby grant consent to notification by the Company to my new employer about my rights and obligations under this Agreement. 47 | 48 | ## **7. Solicitation of Employees.** 49 | 50 | I agree that for a period of twelve (12) months immediately following the termination of my relationship with the Company for any reason, whether with or without cause, I shall not either directly or indirectly solicit, induce, recruit or encourage any of the Company's employees to leave their employment, or take away such employees, or attempt to solicit, induce, recruit, encourage or take away employees of the Company, either for myself or for any other person or entity. 51 | 52 | ## **8. Representations.** 53 | 54 | I agree to execute any proper oath or verify any proper document required to carry out the terms of this Agreement. I represent that my performance of all the terms of this Agreement will not breach any agreement to keep in confidence proprietary information acquired by me in confidence or in trust prior to my employment by the Company. I have not entered into, and I agree I will not enter into, any oral or written agreement in conflict herewith. 55 | 56 | ## **9. Arbitration and Equitable Relief.** 57 | 58 | **a. Arbitration.** Except as provided in Section 9(b) below, I agree that any dispute or controversy arising out of or relating to any interpretation, construction, performance or breach of this Agreement, shall be settled by arbitration to be held in Los Angeles County, California, in accordance with the rules then in effect of the American Arbitration Association. The arbitrator may grant injunctions or other relief in such dispute or controversy. The decision of the arbitrator shall be final, conclusive and binding on the parties to the arbitration. Judgement may be entered on the arbitrator's decision in any court having jurisdiction. The Company and I 59 | shall each pay one-half of the costs and expenses of such arbitration, and each of us shall separately pay our counsel fees and expenses. 60 | 61 | **b. Equitable Remedies.** I agree that it would be impossible or inadequate to measure and calculate the Company's damages from any breach of the covenants set forth in Sections 2, 3, and 5 herein. Accordingly, I agree that if I breach any of such Sections, the Company will have available, in addition to any other right or remedy available, the right to obtain an injunction from a court of competent jurisdiction restraining such breach or threatened breach and to specific performance of any such provision of this Agreement. I further agree that no bond or other security shall be required in obtaining such equitable relief and I hereby consent to the issuance of such injunction and to the ordering of specific performance. 62 | 63 | ## **10. General Provisions.** 64 | 65 | **a. Governing Law.** Consent to Personal Jurisdiction. This Agreement will be governed by the laws of the State of California without recourse to California choice of law rules. I hereby expressly consent to the personal jurisdiction of the state and federal courts located in California for any lawsuit filed there against me by the Company arising from or relating to this Agreement. 66 | 67 | **b. Entire Agreement.** This Agreement sets forth the entire agreement and understanding between the Company and me relating to the subject matter herein and merges all prior discussions between us. No modification or amendment to this Agreement, nor any waiver of any rights under this Agreement, will be effective unless in writing signed by the party to be charged. Any subsequent change or changes in my duties, salary or compensation will not affect the validity or scope of this Agreement. 68 | 69 | **c. Severability.** If one or more of the provisions in this Agreement are deemed void by law, then the remaining provisions will continue in full force and effect. (d) Successors and Assigns. This Agreement will be binding upon my heirs, executors, administrators and other legal representatives and will be for the benefit of the Company, its successors, and its assigns. -------------------------------------------------------------------------------- /Hiring Documents/Handbook Introduction.md: -------------------------------------------------------------------------------- 1 | # Tidepool Policies 2 | 3 | Welcome! 4 | 5 | We are pleased to have you join Tidepool Project (“Tidepool” or the “Company”). We are building a team that understands our mission and core values and will help us to advance these objectives. The purpose of this handbook is to familiarize you with the way we work, do business and engage in the community. Your suggestions, questions or comments are welcome at all times and will help us to improve as we grow. 6 | 7 | Each employee is responsible for reading, understanding, and complying with this handbook. Our goal is to provide you with a work environment that is constructive and supports both personal and professional growth. 8 | 9 | As a small company, we anticipate changes will be made to this handbook in the future and reserve the right to amend, revise and/or withdraw the provisions set forth in the handbook. 10 | 11 | ``` 12 | Howard Look 13 | Founder and CEO, Tidepool 14 | ``` 15 | -------------------------------------------------------------------------------- /Hiring Documents/Tidepool Offer Letter.md: -------------------------------------------------------------------------------- 1 | U.S. employees will be presented their offer letter via Zenefits. Contractors (both U.S. and international) will receive their contracts via email. Below is the template for the U.S. employee offer letter, presented here for your convenience. 2 | 3 | TIDEPOOL PROJECT 4 | 555 Bryant St., #429 5 | Palo Alto, CA 94301 6 | 7 | 8 | [First Name] [Last Name] 9 | Via email to: [email] 10 | 11 | Dear [First Name], 12 | 13 | Tidepool Project (the "Company") is pleased to offer you employment on the following terms: 14 | 15 | **1. Position and Start Date.** Beginning [date], you will serve in a full-time capacity as [title]. By signing this letter agreement, you represent and warrant to the Company that you are under no contractual commitments inconsistent with your obligations to the Company. 16 | 17 | **2. Salary.** You will be paid a salary at the initial annual rate of $[salary], payable in Semi-monthly installments in accordance with the Company's standard payroll practices for salaried employees. This salary will be subject to adjustment pursuant to the Company's employee compensation policies in effect from time to time. 18 | 19 | **3. Employment, Confidential Information and Invention Assignment Agreement.** Like all Company employees, you will be required, as a condition to your employment with the Company, to sign the Company's standard Employment, Confidential Information and Invention Assignment Agreement. 20 | 21 | **4. Period of Employment.** Your employment with the Company will be "at will," meaning that either you or the Company will be entitled to terminate your employment at any time and for any reason, with or without cause. Any contrary representations, which may have been made to you, are superseded by this offer. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company's personnel policies and procedures, may change from time to time, the "at will" nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company. 22 | 23 | **5. Withholding Taxes.** All forms of compensation referred to in this letter are subject to reduction to reflect applicable withholding and payroll taxes. 24 | 25 | **6. Entire Agreement.** This letter and the subsequent Confidential Information and Invention Assignment Agreement contain all of the terms of your employment with the Company and supersede any prior understandings or agreements, whether oral or written, between you and the Company. 26 | 27 | **7. Amendment and Governing Law.** This letter agreement may not be amended or modified except by an express written agreement signed by you and a duly authorized officer of the Company. The terms of this letter and the resolution of any disputes will be governed by California law. We hope that you find the foregoing terms acceptable. You may indicate your agreement with these terms and accept this offer by signing and dating the enclosed duplicate original of this letter and the enclosed Employment, Confidential Information and Invention Assignment Agreement and returning both documents to me. As required by law, your employment with the Company is also contingent upon you providing legal proof of your identity and authorization to work in the United States. 28 | 29 | Notwithstanding the foregoing, your employment is also subject to the following terms: 30 | [special terms, such as location of remote work] 31 | 32 | Sincerely, 33 | Howard Look 34 | President and CEO 35 | Tidepool Project -------------------------------------------------------------------------------- /LICENSE: -------------------------------------------------------------------------------- 1 | CC0 1.0 Universal 2 | 3 | Statement of Purpose 4 | 5 | The laws of most jurisdictions throughout the world automatically confer 6 | exclusive Copyright and Related Rights (defined below) upon the creator and 7 | subsequent owner(s) (each and all, an "owner") of an original work of 8 | authorship and/or a database (each, a "Work"). 9 | 10 | Certain owners wish to permanently relinquish those rights to a Work for the 11 | purpose of contributing to a commons of creative, cultural and scientific 12 | works ("Commons") that the public can reliably and without fear of later 13 | claims of infringement build upon, modify, incorporate in other works, reuse 14 | and redistribute as freely as possible in any form whatsoever and for any 15 | purposes, including without limitation commercial purposes. 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Affirmer offers the Work as-is and makes no representations or warranties 99 | of any kind concerning the Work, express, implied, statutory or otherwise, 100 | including without limitation warranties of title, merchantability, fitness 101 | for a particular purpose, non infringement, or the absence of latent or 102 | other defects, accuracy, or the present or absence of errors, whether or not 103 | discoverable, all to the greatest extent permissible under applicable law. 104 | 105 | c. Affirmer disclaims responsibility for clearing rights of other persons 106 | that may apply to the Work or any use thereof, including without limitation 107 | any person's Copyright and Related Rights in the Work. Further, Affirmer 108 | disclaims responsibility for obtaining any necessary consents, permissions 109 | or other rights required for any use of the Work. 110 | 111 | d. Affirmer understands and acknowledges that Creative Commons is not a 112 | party to this document and has no duty or obligation with respect to this 113 | CC0 or use of the Work. 114 | 115 | For more information, please see 116 | 117 | -------------------------------------------------------------------------------- /Mission Statement.md: -------------------------------------------------------------------------------- 1 | ## Tidepool's mission is to make diabetes data more accessible, actionable, and meaningful. 2 | 3 | Tidepool is an open source, not-for-profit effort to make diabetes data more accessible, actionable, and meaningful by liberating data from diabetes devices, supporting researchers, and providing great, free software to the diabetes community. 4 | -------------------------------------------------------------------------------- /Onboarding Documents/Communication and Transparency.md: -------------------------------------------------------------------------------- 1 | # Communication and Transparency 2 | 3 | The best way for you to make a decision about what’s good for Tidepool is to have all of the information about what’s going on at Tidepool. The same is true for everyone else you work with, so it’s important that we’re all up to date about what’s happening, even with the areas of Tidepool that we’re not actively involved with. 4 | 5 | Transparency may seem like a passive process, like "don’t hide anything," but it’s actually a big challenge to keep everyone up to date and on the same page, especially on projects they’re not working on on a daily basis, even for a company the size of Tidepool. These are some of the policies we use to make information more accessible, but our work is ongoing. 6 | 7 | ## Communication 8 | 9 | ### Daily Standups and WorkingOn 10 | 11 | We keep everyone up to date on what we are working on using [WorkingOn](https://workingon.co). 12 | 13 | We also meet briefly every day at our Daily Standup meeting. At this meeting, you don't need to rehash everything that you've already put into WorkingOn, you should just highlight issues that are notable, or any impediments or dependencies that you have. 14 | 15 | This makes it easy to keep in the loop on projects and also keeps everyone at Tidepool accountable to everyone else to do their part. 16 | 17 | ### Pro-active checkins and OOO-AFK 18 | 19 | Since we are highly distributed, it's our responsibility to let our teammates know when we're around and available. We have a Slack channel called "ooo-afk" for this purpose. It stands for "Out of Office, or Away from Keyboard." We may also use Slack status messages for this purpose. 20 | 21 | **Doing this is as easy as posting a message in Slack to say when you drop in or leave.** 22 | 23 | It's also a good idea to be proactive about letting teammates know what you're working on and how it's going. 18F has a great paragraph on this: 24 | 25 | *Proactively communicate. As Kate Garklavs, a content designer who lives in Portland, puts it: “Because I'm remote, I've taken to sending short, proactive progress updates to my teams ("Hey, all — wanted to let you know that I finished writing XYZ and sent it to so-and-so for approval — should hear back by Friday."), even when daily standups aren't required. By sending these short updates throughout the day, I hope to keep folks in the loop with regards to what I've been up to.”* 26 | 27 | With increased individual flexibility, since we're all working at the same time less, it's important to go above and beyond in letting people know when we are around. 28 | 29 | ### Slack 30 | 31 | #### Slack Status 32 | 33 | There are 4 states in which a teammate can be in on Slack: 34 | 35 | 1. *Active (green)*. Similar to when someone is sitting at their desk in the office, they are considered available and can be expected to respond in the range of a few minutes to an hour. 36 | 2. *Do not disturb (green)*. This teammate is at their computer, but focusing. Expect a response when they are done with whatever they are focusing on, but don't wait for them. 37 | 3. *Do not disturb (gray). *This teammate is away from their computer and off work. Expect a response the next work day. 38 | 4. *Away*. This teammate is off work or temporarily away. Check the #ooo-afk channel, or check the Tidepool OOO calendar. When a user goes away, they should post a message letting the team know they are stepping out. If they posted a message in #ooo-afk saying they were stepping away but coming back, expect a response when they get back. 39 | 40 | Obviously, edge cases exist, but it's important that on both ends of our communication (both asking and responding) we uphold these expectations so that everyone on our team can plan their work effectively. 41 | 42 | ## Transparency 43 | 44 | ### Public Slack Channels 45 | 46 | Almost all Slack conversation should happen in public Slack channels where the rest of the team can see it. You may not subscribe to or pay attention to every channel, but conversations that happen in public channels are searchable and readable by the whole team, so when someone wants to know how we decided on some course of action, Slack gives them a place to look back at the conversation. 47 | 48 | Not every ping or question needs to happen publicly, but when in question, you should err on the side of posting publicly. 49 | 50 | ### Public Calendars 51 | 52 | Work calendars should be shared to make scheduling meetings really easy and also to let the rest of the team see where we’re spending our time. Personal calendars often have sensitive information, and should be kept separate. Work calendars are documentation of how we’re budgeting our hours and are useful for the rest of the team. 53 | 54 | There is also a Tidepool OOO calendar. If you are going to be out for more than a few hours, please mark it on the 55 | 56 | A subscrition link to the Tidepool OOO Calendar can be found on the [Emp: Tidepool Resources](https://trello.com/b/0tbitS80/emp-tidepool-resources) Trello board. 57 | 58 | ### Open Stats 59 | 60 | When we measure something, it should be visible to everyone on the team. Our stats will be great sometimes and disappointing others, but when we hide or silo the hard stats, fewer people can help fix them. Any data that we’re collecting should be open to everyone. 61 | 62 | We have a #metrics Slack channel for this purpose. 63 | 64 | ### We Succeed Together When We Trust Each Other 65 | 66 | Communication and negotiation among groups of people is difficult, but the more honest we can be with each other, the easier it will be for us to trust one another and work together as a team. Openness and honesty will be critical to our success, which is why this is one of our core values, and why it’s a mantra we repeat in many conversations. 67 | 68 | ## Org Charts and Direct Reports 69 | 70 | At Tidepool, we're still tiny and we're not so big on org charts, so you won't fine one here. 71 | 72 | In general, everyone at Tidepool either reports to Howard or to Brandon. Folks working on QA and Customer Support report to Brandon, and everyone else (engineering and design) reports to Howard. 73 | 74 | ## Providing Feedback 75 | 76 | Not that who works for whom matters much... 77 | 78 | Since we value openness and transparency, you are as likely to get direction or feedback from Howard and Brandon as you are from one of your peers. We depend on that. **If you have feedback for someone, please just give it to them.** Be polite and honest. It's not a big deal, and they will appreciate it. As a general rule, if you have feedback for someone, it's your responsibility to give it to them directly - it's not OK to talk about someone else without also being willing to talk to them directly. 79 | 80 | **Always assume good intent** as you think about the feedback you would like to give someone. We are all in this together. Especially with remote teams, where we don't see each other in person as often, it can be especially challenging to pick up on nuances in communication style. Written communication in particular can be tricky. Go out of your way in your communication to think about how someone might interpret (or misinterpret) what you are saying. 81 | 82 | Also be sure to thank and congratulate folks when you think they are doing great work, too. The more the better. Doing it in public, like at the Daily Standup or in Slack, is the best. 83 | 84 | If you are uncomfortable providing feedback to someone directly, please talk to Howard or Brandon about it. 85 | 86 | We don't currently do any form of official performance review. Frankly we have yet to find a system that we think works better than "always share your feedback directly with people." Do it early, and often, and do it constructively. -------------------------------------------------------------------------------- /Onboarding Documents/One-on-Ones.md: -------------------------------------------------------------------------------- 1 | # One-on-Ones 2 | 3 | At least once per month, but more if you want, every member of the Tidepool team should meet with Howard in an open ended meeting that lasts at least thirty minutes. The agenda for the one-on-one is set by the employee and its primary intention is to build a trusting, ongoing relationship. This is not a status check-up or performance evaluation, it’s dedicated time where Howard is available to hear what each member of the team is excited or frustrated about, what is blocking or scaring them, and what’s going well or could use improvement. 4 | 5 | In addition, if employees work for another manager, like Brandon, they should also set up time to meet regularly. 6 | 7 | ## Scheduling 8 | 9 | One-on-ones should be a recurring calendar event, but the schedule is meant to be regular, not rigid. The meeting can be moved if another event is happening at the same time or if the team member feels like they need more time on a given week. The important thing is that the meeting happen. 10 | 11 | ## Agenda 12 | 13 | Agendas for different one-on-ones can vary widely, but this is the team member’s meeting, so they should have ultimate control. one-on-ones should be a mix of present problems/resolutions and future goals/plans. What is blocking today and how can it be resolved or worked around? What do you want the future to look like, and what are the concrete steps you’ll take to get there? 14 | 15 | One-on-ones are also a good place to give and receive feedback. Talk about what’s working well and why it’s particularly effective. Ask what you can be doing better and where the team can improve. 16 | 17 | ## Following Up 18 | 19 | It’s useful to take notes during the meeting, so that you can ask about how things have changed in the future. It’s also useful to take notes between meetings -- if you notice something that you’d like to talk about, a note will make sure you address it in your next one-on-one. -------------------------------------------------------------------------------- /Onboarding Documents/Welcome to Tidepool.md: -------------------------------------------------------------------------------- 1 | # Welcome to Tidepool 2 | 3 | Hey! Welcome to the Tidepool team, we’re so excited to have you with us. We’re hoping you’re going to learn a lot working here and that we’ll learn a lot from you. But first, this document will help you start figuring out how Tidepool works and how we work together. 4 | 5 | At Tidepool, we’re trying to build an inclusive, mission- and value-driven organization, so you may find that a lot of our policies differ from the norm at other companies. If you have any questions about why we do things a certain way, or have a suggestion about how we can do anything better, please let us know (or just write comments in the documents -- you should already have comment access to everything in the Tidepool handbook!). 6 | 7 | ## Your First Day 8 | 9 | Hopefully by the time you’re actually starting at Tidepool, you’ve already finished filling out the paperwork and you’ve got a computer and other accessories that fit your work-style. Today is all about getting you set up and making sure you’re ready to go. 10 | 11 | **The goal for today is to make sure you are set up with all of the tools you need, that you are set up to be compliant with our security/privacy requirements, and that you are ready to take on your first assignment.** 12 | 13 | Here are suggestions for what you may want to accomplish on your first day: 14 | * If you are developer, you'll probably want to make sure you can build and run our app locally. 15 | * If you are a designer, you'll probably want to ready through our style guide and pick up a small design task. 16 | * If you are a support person, you should read through incoming tickets, and maybe even reply to one! 17 | 18 | You'll be assigned a first-day buddy, so if you have any questions, please don't hesitate to ask! No matter what, make sure you introduce yourself to the entire team, and be sure to show up to our daily standup meeting. Your buddy will help make sure it's on your calendar. 19 | 20 | We want you to stick around. Your successes here will be your team’s successes, and your team’s successes will be yours. We want you to build a career here, so don’t feel any pressure to cram everything into today -- you’ll have plenty of time to get things right. 21 | 22 | ## The Basics about Tidepool 23 | 24 | **Tidepool is a mission- and values-driven company.** Hopefully you heard about this a lot during your interview process, but we take our mission and values really seriously at Tidepool and they guide the decisions we make here. You can read more about [Tidepool's Mission](https://github.com/tidepool-org/handbook/blob/master/Mission%20Statement.md) and [Tidepool's Core Values](https://github.com/tidepool-org/handbook/blob/master/Tidepool%20Core%20Values.md). 25 | 26 | * People with diabetes own their own health data. We are stewards of that data. 27 | 28 | * We operate with openness and transparency. 29 | 30 | * Start small and iterate quickly. 31 | 32 | * Embrace regulations, and help improve them. 33 | 34 | * We don't have all of the answers. 35 | 36 | * Always put the Person with Diabetes (PwD) first. 37 | 38 | * Fight the default of exclusion. 39 | 40 | * Focus on diabetes software. 41 | 42 | 43 | **Tidepool isn’t a normal medical software company.** Medical device and software companies are traditionally closed and inaccessible. At Tidepool, we're working to make software that helps people living with diabetes, and to do so in a way that is open and free (in every sense of the word). 44 | 45 | We're a non-profit, which simply put means we aren't in this for the money. We're doing this because We're open source, because we want the technology we create to be freely available and to catalyze even further innovation. ([You can read more about why we are open source and non-profit in this blog post](https://tidepool.org/why-tidepool-is-open-and-non-profit/).) 46 | 47 | Even as a tiny company, we've already had a tremendous impact on the diabetes community. We've convinced device companies that PwD's own their own data. We've shown the power of great design to help PwDs and care gives gain great insights into that data. We've give PwD's a way to donate their data to help catalyze research an innovation. We've even been recognized by the White House for being a "Champion of Change." 48 | 49 | Despite our success, our work has just begun. **Our ambition is huge.** Every day we’re making progress and we’ve already taken this a lot further than anyone said was possible, so we’re used to making the impossible happen. This is hard, daunting work, but that’s how we make a dent on the world and make things better for people living with diabetes. 50 | 51 | ## The Tidepool Team, Hours, and Working Remotely 52 | 53 | For now, Tidepool operates as a single team where everyone is working towards company-level goals. Since we’re still small, there’s not too much overhead in keeping up with everyone. There are still engineering-specific meetings, and marketing conversations that happen separately. But when we set our goals, we all think directly about how we contribute to the company goals. You’ll get to work with everyone at Tidepool in some capacity, and dip your fingers into all different kinds of thinking. 54 | 55 | We believe that if you have too much on your plate, then you can only see what’s right in front of you. You need space and time to think about the future and plan ahead. If we give ourselves room to breathe and think and live, we’re capable of much broader thinking. 56 | 57 | You should expect a typical workweek at Tidepool to be 45-50 hours. Your working hours are up to you. Some people show up between 9 and 10 and leave between 6 and 7; others are early birds. We don’t work weekends, but some of us like to get work done over the weekend or during off-hours. Conversely, if you need to take an afternoon or a day off to attend your kid's event, or a 3-day weekend with your S.O., or recover from a cold, you should just do it. There are a couple of meetings, like the Standup Meeting and the All Hands that everyone should come to, but other than that we try to be respectful of everyone's situation, locale and time zone. 58 | 59 | This is to give you a sense of what’s normal here, but you should work the hours that are healthy and sustainable for you. We don't keep track of hours, much less vacation days or sick days. 60 | 61 | We are a highly distributed team, and we work very hard to make remote work meaningful and productive for everyone. This takes extra effort, but we find that it's worth it so we can hire and keep the best people no matter where they live. 62 | This is an ongoing process of negotiating and compromising, and depends on good communication. If there are specific things you like or want to change, let us know. We’re always getting better :) 63 | 64 | Since we are highly distributed and in many different time zones, you may have extended periods when you are working solo. We depend on you to keep yourself motivated, focused and productive. Conversely, when we are overlapping in hours, you may find that you need to need to turn off your phone or Slack notifications in order to focus on the task at hand. **You are always empowered to do whatever it takes to help us fulfill our mission while operating by our values.** 65 | 66 | ## The Future 67 | 68 | Tidepool is a small company that is changing and improving rapidly. Today is about welcoming you and helping you join our team, but soon we’ll need your help growing and learning. Tidepool will be a very different company a year from today, and it’s hard to imagine what it will be like in 5 or 10. You will have a hand in building that company, and we’re so excited to have your help. 69 | -------------------------------------------------------------------------------- /Operations Documents/Diversity and Sourcing Candidates.md: -------------------------------------------------------------------------------- 1 | 2 | # Why Diversity is Important 3 | 4 | A diverse team brings diverse perspectives, and diverse perspectives help us build better products and deliver on our mission more fully. 5 | 6 | Diversity takes many forms: We are focused on building diabetes software, so certainly hiring people with a personal connection to diabetes is a big win. But people not living with diabetes also have great perspectives on building great software, building great processes and being a great company. Diversity also includes gender, race, ethnicity, sexual orientation, policitcal views and much more. By having a broad variety of perspectives we can build better software and a better company that meets the needs of the diverse population we serve. 7 | 8 | # Sourcing Candidates 9 | 10 | Building a great team starts with attracting great candidates, and there are three channels we can use to attract candidates: referrals, outbound recruiting, and inbound interest. We should keep all three channels open, but be thoughtful about the biases that result from each channel so that we can make them work for our team-building goals and values. 11 | 12 | Open positions are posted at [tidepool.org/jobs](https://tidepool.org/jobs). We’ll talk about open positions at our All Hands meetings. 13 | 14 | ## Referrals 15 | 16 | Referrals from people who already work at Tidepool are one of the best signals we can get about whether or not a candidate will be successful at Tidepool. Tidepool employees understand Tidepool’s needs and what it’s like to work at Tidepool, and their relationship with the candidate means they know a lot more than we can learn during an interview process. 17 | 18 | In order to get good referrals, everyone needs to know which positions are open, know how to start the recruiting process, have time to search their network, and feel aligned with the company's mission and priorities. We expect everyone to go through their online networks looking for and thinking about candidates. Employees will do initial outreach to interesting connection, which will give us a good space to talk about how we start the recruiting process. 19 | 20 | We do not offer referral bonuses. We feel that participating in the recruiting process is a part of everyone's job and should not need additional incentives. 21 | 22 | **The danger with referrals is that we are most likely to refer candidates who are like us, which can result in a homogenous team instead of the diverse one we want to create.** We should emphasize diversity as a priority in our referral lunches and also search the local networks we are involved in. We should also continue to look for other ways to offset this bias on an organizational level. 23 | 24 | ## Outbound Recruiting 25 | 26 | For every position open at Tidepool, there should be a single person who is in charge of the recruiting efforts for that position. While we are small, this will likely be the CEO. This starts with writing the job description and publishing it on tidepool.org/jobs, but also means proactively searching for people who might be a good fit, looking for pools of candidates that we can recruit from, and asking friends for introductions to promising candidates. 27 | 28 | It is critical that we find talent pools of diverse candidates to pull from, and that our outbound recruiting intentionally target underrepresented groups. If we are recruiting from universities, we need to be careful about which schools we draw from. If we are pulling people from other companies, it’s important that we are thoughtful about the location and industry biases of those companies. 29 | 30 | ## Inbound Applications 31 | 32 | All of our job openings and descriptions will be posted on tidepool.org/jobs, and some will be posted on other sites where we can advertise our open positions. Careful thought should be given to where we post job openings, as traditional boards have homogeneous audiences. We will also have people reading about Tidepool through our blog and social media, developers working with our tools and participating in our community, and a broad audience hearing about Tidepool through news or using the product. 33 | 34 | Inbound applications give us the highest number of candidates that are outside of our personal networks, but also have the lowest initial filter because no one at Tidepool is making any judgment about the candidate before they enter our pipeline. Because of the light filter, it can be tempting to dismiss these candidates, but an inbound application is a strong signal that the candidates believe in what we’re doing at Tidepool. This means that a smaller percentage of candidates from a broader pool will progress through our interview funnel. Regardless, we still need to treat inbound applications with respect. 35 | 36 | Every inbound application should receive a response from the Tidepool team within 3 days so that they feel heard and like they were able to reach us personally. 37 | 38 | ## More Hiring Information 39 | More information about our hiring processes can be found here in [Confluence / Employee Resources / Hiring](https://tidepool.atlassian.net/wiki/spaces/TI/pages/40435716/Hiring). 40 | -------------------------------------------------------------------------------- /Operations Documents/Effective Meetings.md: -------------------------------------------------------------------------------- 1 | # Effective meetings and group work 2 | 3 | To increase flexibility in how and where employees at Tidepool work, we agree on a shared set of constraints for group work and meetings. 4 | 5 | ## Meeting Ettiquette 6 | 7 | ### Meetings start on time 8 | 9 | If you're leading a meeting, it's your responsibility to start the meeting on time. If you're attending a meeting, you are responsible for showing up on time. 10 | 11 | ### Meetings happen in regular hours 12 | 13 | All team members should make themselves available for face-to-face meetings between 10:30am-1:00p Pacific Time, as long as they are scheduled at least 24 hours in advance. If a meeting needs to happen outside of these hours, the meeting organizer should scheduled it a week in advance. 14 | 15 | ### Meetings should generally have a video option 16 | 17 | Tidepool is a highly distributed team. Most of our meeting happen online, often using Google Hangout. If you're hosting a meeting, please schedule it within Google Calendar and make sure it includes a Hangout link. 18 | 19 | If you're attending a meeting remotely, please join the video call at or before the start time. It's your responsibility to ensure this is possible — this means being in a quiet place with a fast internet connection before the meeting starts. Calling into a meeting via phone or from a public place can be done occasionally if required, but please try to avoid it. 20 | 21 | ### Prerequisites for successful meetings 22 | 23 | The following things are pre-requisites for successful group work: 24 | 25 | * A fast, reliable internet connection. Remote employees should make all efforts to mitigate video call lag. 26 | * A quiet place to take meetings. 27 | 28 | -------------------------------------------------------------------------------- /Operations Documents/Finances.md: -------------------------------------------------------------------------------- 1 | # Tidepool's Finance and Expense Policy 2 | 3 | # Openness and Transparency 4 | 5 | As an open source non-profit, Tidepool is committed to operating openly and transparently in all regards. 6 | 7 | Tidepool's finances, including how we spend our money, our revenue, grants and expenses, are shared internally with employees on a regular basis, typically monthly after our accountants complete the monthly close. Our tax returns and audited financials are also published openly at [tidepool.org/documents](https://tidepool.org/documents). 8 | 9 | # Expense Policy 10 | 11 | Like all startups, Tidepool is attempting to minimize expenses as much as possible in order to extend our financial "runway" for as long as possible. We are frugal, but we are not "frupid" (frugal + stupid). Most of our expenses, over 90% typically, are people-related: salaries, contractor expenses and benefits (especially health insurance). 12 | 13 | The executives (CEO and VPs) have Tidepool business debit cards; if you need to purchase something, just ask one of us. 14 | 15 | **All that we ask when it comes to spending is that you be reasonably frugal, but don't be "frupid."** Some guidance: 16 | * When you book travel, please use Kayak or a similar service and look for good fares. If you have a long flight, it's OK to book an "extra room" seat in coach so that you can get work done. We don't do business or first class. Don't eat at super-fancy 4-star restaurants or take town cars everywhere. Just be reasonable. 17 | * Online services that save us time and effort are totally worth the money. We subscribe to a bunch of them: GitHub, Slack, Trello, DataDog, PagerDuty to name a few. 18 | * Tidepool doesn't pay for home internet connections (nor for electricity or water or garbage service, for that matter). Having a fast internet connection at home for work and personal use is routine these days. 19 | * If you are a full-time U.S. Employee, Tidepool will purchase a laptop and an external monitor for you if you need one, but you are also welcome to use your own machine(s) as long as they have been set up and audited according to our HIPAA and security policies. Please note that Tidepool-purchased equipment remains the property of Tidepool, unless other arrangements are made in writing. 20 | 21 | We use bill.com to do expense and invoice reimbursement. If you have expenses that need to be reimbursed, send the receipts as a PDF to " tidepool.org (at) bill.com ". Employees that incur a lot of expenses may wish to set up an account with Expensify to make it easy to track expenses, but it is not required. Expense reports from Expensify should still be submitted to bill.com. 22 | 23 | -------------------------------------------------------------------------------- /Operations Documents/Hack Weeks.md: -------------------------------------------------------------------------------- 1 | # Hack Weeks 2 | 3 | Approximately once per quarter, we will hold a one week long Hack Week. We stop working on our normal projects and create small teams to work on little projects that we are excited about and can finish in a week. Anyone can propose a project, and there are no rules about what is allowed to be worked on except that it should be related to Tidepool's mission. Every employee decides what they want to work on, so projects that require more than one person also need to convince other employees to work with them. Anyone can work on a project solo, but teams are encouraged. As much as possible, teams should be cross-organizational to give people a chance to work with folks who they don’t work with on a daily basis. 4 | 5 | This is meant to be a communal week where everyone is working, talking, and thinking together. Getting projects finished in a week will be tight, and the goal is for everyone to work on projects that they’re excited about, so there should be a general buzz of energy. 6 | 7 | At the end of the day on Friday, each team will present their project to the rest of the company, and then we’ll host a hack week celebration. 8 | -------------------------------------------------------------------------------- /Operations Documents/Interview Process.md: -------------------------------------------------------------------------------- 1 | ## Interview Process 2 | 3 | Every candidate should go through at least three interviews that help us find the right person for the job. 4 | 5 | Before they are interviewed, the candidate should show some relevant work that will help give us an initial screen and something to talk about in the first interview. They should also get a blurb about Tidepool, the position, and our mission and values so that they can self-screen if our culture doesn’t match the kind of company they want to work for. **Mission and Values in particular should be emphasized here so that they understand how important they are to the Tidepool team and make sure they align.** 6 | 7 | ## Tracking Candidates 8 | 9 | We use an internal [Trello board](https://trello.com/b/RWWxgD0m/hiring-in-process-team-visible) to track open positions and candidates in the pipeline. **An important part of the process is to prevent "anchor bias" with a candidate. You should type up your notes on a candidate _before_ reading anyone else's notes.** 10 | 11 | The hiring manager for the position should take ownership for the position and for making sure all candidates have a smooth experience speaking with Tidepool. Don't leave candidates "hanging", wondering what the process is or where they are in the process. 12 | 13 | The hiring manager should make sure the Trello card for each candidate includes: 14 | * Links to resume, profile, portfolio, GitHub presence or other work. 15 | * A link to the job description at tidepool.org/jobs. 16 | * Recommendations for what each interviewer should focus on. 17 | 18 | ## Initial Screen 19 | 20 | A resume or online profile can tell us a lot about what a candidate has done, but the first thing we need to find out is what they want to do next, and whether that matches what we’re looking for at Tidepool. This interview can happen over the phone, via Google Hangout, or at a coffee shop. 21 | 22 | The idea is to spend 30-60 minutes getting to know the candidate and letting them ask questions about Tidepool and the position. It should be pretty transparent if the candidate’s experience or interests are misaligned for the job or with Tidepool's Mission and Values. 23 | 24 | This interview should also focus on selling Tidepool and recruiting promising candidates, as this is their first real contact with Tidepool and their desire to work here will be formed in this meeting. 25 | 26 | ## Technical and Team Fit Interviews 27 | 28 | After the initial screen, each candidate should talk to at least 3 other team members for 45-60 minutes each. These can be done individually or jointly. 29 | 30 | For technical candidates, at least two technical interviews should be done, focusing both on specific project work as well as high-level thinking. 31 | 32 | At least two people on the interview panel should also focus on team fit and working remotely. 33 | -------------------------------------------------------------------------------- /Policy Changes.md: -------------------------------------------------------------------------------- 1 | # Policy Changes 2 | 3 | We want all of our policies to be living documents which can improve and change as we learn and grow as a company. This is how we'll propose and make changes to our policies. 4 | 5 | ## Platforms and Tools 6 | 7 | We’re using several different tools and platforms to collect feedback and discuss the handbook. Here we'll codify the way we’re using them now, and then adapt as we find new ways to use them: 8 | 9 | ### Github 10 | 11 | The handbook is hosted on Github, and anyone with a Github account can make an issue or open a pull request. This is an important home for the project, and we want to encourage and reward participation. We will respond to issues and comments here and use the edits in pull requests when they’re appropriate. Howard will do this regularly, and anyone else is free to respond when they're interested. This will help more people feel bought into the handbook and will help us gather more opinions on our policies. 12 | 13 | However, our internal processing does not need to happen on Github. Anyone should feel free to post their thoughts on Github, but there are a lot of sensitive topics that we may want to discuss internally. When we make changes, they should be merged on Github and we should explain our rationale there, but we don’t need to rehash the whole conversation. 14 | 15 | ### Trello 16 | 17 | Here is an internal Trello board at https://trello.com/b/inYdKaBA that lists the current areas of interest, research, and proposals. This is where we can track the currently active internal discussions. If anyone has an issue they would like to start discussing, they can add a card to that board. 18 | 19 | ### Google Docs 20 | Proposals should be written in Google Docs and linked to on the Trello board. There is a folder in “HR - Public to Tidepool” for "Employee Handbook". Within there is a "Proposals" folder which will hold the documents for research being done and proposals being written. This folder will be accessible to everyone internally, but will not be public. 21 | 22 | ### Twitter 23 | 24 | A lot of folks have commented on the handbook outside of Github, especially on Twitter. The best thing for us to do is acknowledge their input and make sure it gets recorded in one of our other channels (especially Github) so that we don’t lose it. As individuals, anyone should feel free to talk about their opinions about feedback, but as Tidepool we should thank people for their input without being defensive. 25 | 26 | ### Slack #handbook 27 | 28 | This channel is a good place for us to comment on policy changes asynchronously. Any questions, concerns, ideas, or discussion about our handbook can go here. If a conversation seems particularly interesting, we'll document it in Google docs or in a Github issue for future reference. 29 | 30 | ## Continuing Work 31 | 32 | Howard has blocked out on Fridays to look through and respond to issues, create proposals based on feedback, schedule time to talk about changes as a team, and merge in changes that are ready. Regular work will make sure that issues don’t stagnate, and any team member is welcome to create proposals or contribute to research on policies that they’re interested in. 33 | 34 | During our weekly All Hands, Howard will summarize open issues and proposals. 35 | 36 | ## Proposals 37 | 38 | Any substantive change to the handbook should be laid out in a proposal that the team can comment on and discuss. Proposals should lay out the details of the change and the reasons for making them. 39 | 40 | ## Discussion Meetings 41 | 42 | Every proposal should have an open meeting for feedback from the team. Howard will schedule these, and will be there for all of these discussions. Everyone is invited to all of these discussions, though attendance is not required. Participation in these conversations is really important because this is the best place for us to get a sense of how different team members relate to or will be impacted by a certain policy. 43 | 44 | Team members can also talk to their manager or another employee about concerns they have with a given change or policy privately, as well as ask that the manager bring up the issue if they’re not comfortable doing it themselves. 45 | 46 | Team members can comment on the proposal document before or after the meeting, in the meeting directly, or they can privately ask their manager or another employee to bring up their comments anonymously. 47 | 48 | There should always be notes from these meetings, which should live at the bottom of the proposal document. 49 | 50 | ## Merging 51 | 52 | After changes have been proposed, discussed, and Howard decides they are ready to be merged into the handbook, Howard will do the merge on Github, update the card on Trello, post about it in Slack, and send an email. For major changes, he or another team member may also write a blog post about the change and the factors that went into making it. Blog posts should (with their permission) acknowledge all of the community members that participated in the discussion and helped us make the change. 53 | 54 | ## Adoption 55 | 56 | Everyone at Tidepool needs to digitally 'sign' the [Acknowledgement of Receipt for the Employee Handbook](https://github.com/tidepool/handbook/blob/master/Hiring%20Documents/Acknowledgment%20of%20Receipt.md), but any change to these documents need to be acknowledged by every employee. Most companies do this on each employee's first day, and then have employees sign another acknowledgement whenever they make a change (because they're rare). 57 | 58 | Because we want these policies to constantly improve, we will merge changes as they appear. To make enforcing policy clear and unambiguous, we will adopt the changes at the beginning of each quarter. We will use milestones on Github to mark these canonical versions of the handbook. They will be labeled with the dates that they applied, so if there is ever a question or complaint about a policy violation, it will be clear which policies applied on which dates at Tidepool. 59 | 60 | Everyone at Tidepool will need to digitally 'sign' an [Acknowledgement of Receipt of Changes to the Employee Handbook](https://github.com/tidepool/handbook/blob/master/Hiring%20Documents/Acknowledgment%20of%20Receipt%20of%20Changes.md) for each quarter that there are changes. 61 | -------------------------------------------------------------------------------- /README.md: -------------------------------------------------------------------------------- 1 | # About this repository 2 | 3 | Tidepool's Employee Handbook was, and is, a labor of love. It has served us well in this GitHub repository for many, many, years. But as times have changed and we have grown, we have added a number of processes, people, and culture changes needed to support our growth. One of those changes involves moving our Employee Handbook out of this repository to a new public Confluence space. 4 | 5 | In time, we will update this space with current content based on the reorganization of our employee resources treating the Employee Handbook in Confluence as our source of truth. For the time being, anyone is welcome to fork this repository to serve as a foundation for your own needs. Just know that unless clearly stated, this content is a bit outdated for Tidepool. 6 | 7 | To review our latest policies, please see [Tidepool's Employee Handbook in this Public Confluence Space](https://tidepool.atlassian.net/wiki/spaces/HANDBOOK/overview). 8 | 9 | # Our Handbook 10 | 11 | First, a thank you. This Tidepool Employee Handbook is a derivative of the [Clef Employee Handbook](https://github.com/clef/handbook/). Although Clef no longer exists (sniff, sniff, we loved Clef), the fine folks at Clef made their handbook available to all via a Creative Commons license, and for that we are very thankful. 12 | 13 | At Tidepool, we’re working to build an inclusive company with a value-driven culture. That’s an easy thing to want and say, but it’s difficult to practice because exclusion is often the default in our industries (both software and medical devices). It takes active effort to find the hidden biases in our companies and remove them. 14 | 15 | This repository contains all of the policies that we use at Tidepool. It represents many hours of research, lots of thoughtful debates, and some serious introspection. It’s certainly not perfect, but we think it’s a great place to start. 16 | 17 | Feel free to fork this repository and use any or all of these policies, and to modify them in whatever way makes sense for your company. We hope that by publishing them, other companies can benefit from our research and make their own policies more inclusive. ([mccv](github.com/mccv) has created [a templatized version of the Clef handbook](https://github.com/turbinelabs/handbook-template) to make it easy to use this handbook as a starting point for your own. Note that Tidepool did not use this templatized version because our handbook diverged quite a bit from the original.) 18 | 19 | All feedback and suggestions (especially in the form of pull requests) are appreciated. We’ve gotten several different perspectives to help arrive at these policies, but we are certainly missing many more and making mistakes as a result. This is a work in progress that we hope will get better with more time and more contributors. 20 | 21 | If these policies sound like a place where you want to work, check out our jobs postings at [tidepool.org/jobs](https://tidepool.org/jobs). 22 | 23 | — Howard Look 24 | 25 | CEO of Tidepool 26 | 27 | *** 28 | 29 | ## Introduction 30 | * [Tidepool's Mission Statement](https://github.com/tidepool-org/handbook/blob/master/Mission%20Statement.md) 31 | * [Tidepool's Core Values](https://github.com/tidepool-org/handbook/blob/master/Tidepool%20Core%20Values.md) 32 | 33 | ## Employment Policies 34 | * [Working with Tidepool](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Working%20with%20Tidepool.md) 35 | * [Equal Opportunity Employment](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Equal%20Opportunity%20Employment.md) 36 | * [At-Will Employment](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/At-Will%20Employment.md) 37 | * [Compensation](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Compensation.md) 38 | * [Code of Conduct](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Code%20of%20Conduct.md) 39 | * [Complaint Policy](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Complaint%20Policy.md) 40 | * [Drug and Alcohol Policy](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Drug%20and%20Alcohol%20Policy.md) 41 | * [Employee Privacy](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Employee%20Privacy.md) 42 | * [Working Remotely](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Working%20Remotely.md) 43 | * [Confidentiality and Privacy](https://github.com/tidepool-org/handbook/blob/master/Employment%20Policies/Confidentiality%20and%20Privacy.md) 44 | 45 | ## Hiring Documents 46 | * [Acknowledgement of Receipt](https://github.com/tidepool-org/handbook/blob/master/Hiring%20Documents/Acknowledgment%20of%20Receipt.md) 47 | * [Acknowledgement of Receipt of Changes](https://github.com/tidepool-org/handbook/blob/master/Hiring%20Documents/Acknowledgement%20of%20Receipt%20of%20Changes.md) 48 | * [Tidepool Offer Letter](https://github.com/tidepool-org/handbook/blob/master/Hiring%20Documents/Tidepool%20Offer%20Letter.md) 49 | * [Employee Proprietary Information and Inventions Agreement](https://github.com/tidepool-org/handbook/blob/master/Hiring%20Documents/Employee%20Proprietary%20Information%20and%20Inventions%20Assignment%20Agreement.md) 50 | * [Handbook Introduction](https://github.com/tidepool-org/handbook/blob/master/Hiring%20Documents/Handbook%20Introduction.md) 51 | 52 | ## Benefits and Perks 53 | * [Health Care and Disability Insurance](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Health%20Insurance%20and%20Other%20Benefits.md) 54 | * [Vacation and Sick Leave](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Vacation%20and%20Sick%20Leave.md) 55 | * [Holiday List](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Holiday%20List.md) 56 | * [Referral Bonuses](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Referral%20Bonuses.md) 57 | * [Continuing Education](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Continuing%20Education.md) 58 | * [Sabbatical](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Sabbatical.md) 59 | * [New Parent Leave](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/New%20Parent%20Leave.md) 60 | * [Other Protected Absences](https://github.com/tidepool-org/handbook/blob/master/Benefits%20and%20Perks/Other%20Protected%20Absences.md) 61 | 62 | 63 | ## Operations Documents 64 | * [Diversity and Sourcing Candidates](https://github.com/tidepool-org/handbook/blob/master/Operations%20Documents/Diversity%20and%20Sourcing%20Candidates.md) 65 | * [Effective Meetings](https://github.com/tidepool-org/handbook/blob/master/Operations%20Documents/Effective%20Meetings.md) 66 | * [Interview Process](https://github.com/tidepool-org/handbook/blob/master/Operations%20Documents/Interview%20Process.md) 67 | * [Finances](https://github.com/tidepool-org/handbook/blob/master/Operations%20Documents/Finances.md) 68 | * [Hack Weeks](https://github.com/tidepool-org/handbook/blob/master/Operations%20Documents/Hack%20Weeks.md) 69 | 70 | ## Onboarding Documents 71 | * [Welcome to Tidepool](https://github.com/tidepool-org/handbook/blob/master/Onboarding%20Documents/Welcome%20to%20Tidepool.md) 72 | * [Communication and Transparency](https://github.com/tidepool-org/handbook/blob/master/Onboarding%20Documents/Communication%20and%20Transparency.md) 73 | * [One on Ones](https://github.com/tidepool-org/handbook/blob/master/Onboarding%20Documents/One-on-Ones.md) 74 | 75 | *** 76 | 77 | # Acknowledgements 78 | 79 | Here are the folks at Tidepool who reviewed and contributed to this handbook: 80 | * [Brandon Arbiter](https://twitter.com/pancreasingame) 81 | * [Chris McGee](https://github.com/krystophv) 82 | * [Christopher Snider](https://twitter.com/iamspartacus) 83 | * [Clint Beacock](https://github.com/cbwebdevelopment) 84 | * [Darin Krauss](https://github.com/darinkrauss) 85 | * [Eric Luhrs](https://twitter.com/EricLuhrs) 86 | * [Gerrit Niezen](https://github.com/gniezen) 87 | * [Howard Look](https://twitter.com/howardlook) 88 | * [Jana Beck](https://github.com/jebeck) 89 | * [Jamie Bate](https://github.com/jh-bate) 90 | * [Lennart Goedhart](https://github.com/pazaan) 91 | * [Nick Riggall](http://nicholasriggall.com/) 92 | * [Paul Forgione](https://twitter.com/PaulForgione) 93 | 94 | We hope that many more people will suggest ways for us to improve these policies! 95 | 96 | The first version of the Clef handbook would not have been possible without the thoughtful input from these great folks: 97 | 98 | * [Angel Lewis](http://www.allemployerlaw.com/) 99 | * [Ashe Dryden](http://www.ashedryden.com/) 100 | * [B](https://twitter.com/brennenbyrne) 101 | * [Mark Hudnall](https://twitter.com/landakram) 102 | * [Jesse Pollak](https://twitter.com/jessepollak) 103 | * [Darrell Jones](https://twitter.com/darrelljonesiii) 104 | * [Grace Wong](https://twitter.com/gwongz) 105 | * [Julie Horvath](https://twitter.com/nrrrdcore) 106 | * [Ikka Riley](https://twitter.com/isicalynn) 107 | * [Erica Baker](https://twitter.com/ericajoy) 108 | -------------------------------------------------------------------------------- /Tidepool Core Values.md: -------------------------------------------------------------------------------- 1 | # Tidepool's Core Values 2 | 3 | ## People with diabetes own their own health data. We are stewards of that data. 4 | 5 | We believe that people with diabetes, PwDs for short, own their health data, including therapy data collected by the devices they use. We are stewards of that data; we help to liberate it, and protect it with the utmost care and attention to privacy, accuracy, security, and usefulness. 6 | 7 | ## We operate with openness and transparency. 8 | 9 | As a company, we will operate openly and transparently. We will not keep secrets or hide information unless there is a good reason to do so, such as to maintain our users' privacy. 10 | 11 | This includes things like: 12 | * Open source code 13 | * Open finances 14 | * Open project planning 15 | * Open user experience designs 16 | * Open regulatory quality system 17 | 18 | ## Start small and iterate quickly. 19 | 20 | We believe that the best path to safety, efficacy, usability and functionality that matters is to start small and then iterate. For example, we may deliver a Minimum Viable Product (MVP), and then iterate based on feedback from our users in the real world. 21 | 22 | ## Embrace regulations, and help improve them. 23 | 24 | We operate in a highly regulated space, including FDA, HIPAA, CE and other regulations. Wherever we can, we will interpret regulations in a way that is best for PwD safety and efficacy. We will engage early and often with regulators, and work with them to embrace modern software development techniques and processes. 25 | 26 | ## We don't have all of the answers. 27 | 28 | As a company, we realize that we won't have all of the answers. That means that it's important for us to listen to our users, and iterate often based on their feedback. (See "Start small and iterate quickly" above.) 29 | 30 | It also means that we will make the underlying platform of our software available to other developers and innovators, and allow our users to access their data and make it available to other applications and services. 31 | 32 | It means that as employees, we embrace others' feedback. We admit our mistakes, are vocally self-critical, and help each other find ways to continue growing and improving over time. We put systems in place to help us improve our processes continuously. 33 | 34 | Trust is the currency that powers every interaction on teams. Only when we trust each other can we share the candid feedback and opinions that let us be creative and successful. We give our coworkers deep visibility into how our decisions are made and easy outlets to help them give input and guide our course. When we build trust through good communication, we create an environment for better communication in the future. 35 | 36 | ## Always put the PwD first. 37 | 38 | We have chosen to be a non-profit so that we can always prioritize the needs of the PwD over industry or investor priorities. 39 | 40 | So that we can have the most impact within the diabetes community, we also generate revenue with the goal of being a self-sustainable non-profit. 41 | 42 | ## Fight the default of exclusion. 43 | 44 | Inequality and exclusion are the defaults of our industries (software development and medical devices). Without intentional effort, we will inherit those failings and worsen the problem. Building a diverse team is a moral imperative and we build a better business and product by bringing different perspectives to the table. We look for voices unlike our own because they are the only ones that help us grow. 45 | 46 | ## Focus on diabetes software. 47 | Tidepool is a diabetes software company, so we direct our energy on challenges specific to diabetes software, diabetes visualizations, diabetes data liberation, and diabetes data management. We leverage existing technical solutions and designs to avoid duplication of effort. --------------------------------------------------------------------------------