HandbookAdditional Employment & Organizational Policies
At-Will Employment
Employment with Glitch is not for any specified period of time and may be terminated by you or Glitch at any time, for any reason, with or without any cause or advance notice. Nothing contained in this handbook is intended, nor should be construed, to alter the at-will relationship employees maintain with Glitch and with one another. Although Glitch reserves the right to change, from time-to-time, other terms, conditions, and benefits of employment (including, but not limited to, an employee’s job title, job duties, and compensation), the at-will nature of the employment with Glitch is one aspect of our employment relationship that will not change. The only method of changing the at-will nature of this employment relationship is through an express written agreement, signed by you and the Chief Operating Officer.
Equal Opportunity Employment
We are an equal opportunity employer. We do not discriminate against any applicant or employee on the basis of race (including traits historically associated with race such as hair texture and protected hairstyles, color, ethnicity, religion, creed, sex, gender (including gender identity and expression), sexual orientation, age, marital status, pregnancy or parental status (including childbirth, breastfeeding and related medical conditions), veteran status, uniformed service member status, national origin or ancestry, physical or mental disability, medical condition, genetic information, or any other basis prohibited by applicable law. We do not tolerate discrimination in any employment action, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, benefits, compensation, and training.
Our commitment to equal opportunity employment applies to all persons involved in our operations. It is the responsibility of every employee, independent contractor, and consultant to ensure that discrimination on any of the above-mentioned bases does not occur in the workplace. Any such conduct must be reported and will be investigated. Any questions or concerns regarding this policy should be directed to the Operations Team.
Reasonable Accommodation for the Disabled
Glitch prohibits discrimination in employment against otherwise qualified applicants and employees on account of a physical or mental disability, and we also prohibit discrimination based on a perception of, or association with persons with, such a disability.
Glitch will provide reasonable accommodation to individuals with a known physical or mental disability if such accommodation would not impose an undue hardship on Glitch, and would enable the individual to apply for, or perform, the essential functions of the position in question. It is the responsibility of every applicant or employee with a physical or mental disability to make his or her need for reasonable accommodation known to Glitch by requesting reasonable accommodation to the Operations Team. Glitch will engage in the interactive process in good faith.
Work Hours and Attendance
In order for us to reach our company goals, we need you to be present at predictable times. You and your manager will set your work hours and communicate them to your team, and you will make yourself available during that time frame. This accountability promotes team efficiency and builds team harmony. You must obtain the approval of your manager and Operations in advance of work schedule changes.
Sometimes we find that an employee is not meeting our expectations when it comes to reliable attendance. In those instances, we will reach out to the employee and ask the reasons why they cannot meet team attendance expectations. Hopefully it’s an easily fixable problem. If, however, after at least three conversations and one formal notification of the attendance issue, the poor attendance is not resolved, employment may be terminated, and we will consider it a voluntary resignation.
Personal Relationships
Romance happens. No policy, this one included, can effectively prohibit the development of romantic relationships between people. But, our policy does establish boundaries outlining how our people should conduct themselves should they find themselves in this situation.
Glitch employees are prohibited from engaging in any behaviors (such as public displays of affection) while at Glitch headquarters or at Glitch company events, whether during work hours or not, that would in any way be deemed inappropriate or offensive by a reasonable person. Glitch employees who allow their romantic relationships with other Glitch staff to negatively affect the working environment will be discreetly alerted of their offending behavior. In most cases, this amicably resolves the issue.
If you are a manager, because of the influence you exert upon the employees who report to you, you may not form romantic relationships with staff that you manage. If a romantic relationship does develop, you must tell your immediate manager and Operations.
Confidentiality
Glitch employees must not reveal “Confidential, Proprietary, or Private Information” to anyone outside of Glitch either during or subsequent to your employment with Glitch (except where required for legitimate business purposes). More explicit confidentiality provisions concerning confidentiality can be found in your offer packet, but a short definition of what constitutes “Confidential, Proprietary, or Private Information” follows.
“Confidential, Proprietary, or Private Information” is defined as any information (business, technical, financial, and otherwise) that (a) is discovered or developed by you, your co-workers, or supervisors and that specifically relates to the manner in which Glitch conducts its business, and whose disclosure would be harmful to Glitch; or (b) is information that has been created, discovered or developed by, or is known to Glitch and has any value, whose disclosure would be harmful to Glitch; or (c) any information that is personal and secret in nature and relates to Glitch employees or Glitch users. This includes, but is not limited to, software, medical records, benefits information, personnel files and any information contained in them including applications, references, memoranda, personnel action forms, performance appraisal forms, salary and payroll records and reports, employment agreements, severance agreements, and offer letters.
If you have a question as to whether something is confidential, ask your manager before disclosing the information. Glitch employees also may not use confidential, proprietary, or private information for personal gain or leverage.
Communications with Third Parties
We encourage you to express yourselves. Just be clear that the views you express are your own and not that of Glitch. You may not speak on behalf of Glitch online, to any member of the media, or to any organization/entity without the express authorization of executive leadership. Further, you may not participate in any chat, new group, or Internet accessed forum and, in the course of such use or participation:
- Represent or identify yourself as a Glitch employee, contractor, or agent who has apparent authority to communicate on behalf of Glitch;
- Disclose any Glitch confidential, proprietary, trade secret information or any other information about Glitch, except what is publicly available;
- Violate any Glitch policy or rule;
- Defame or disparage Glitch employees; or
- Engage in behavior that will insult or demean the communities we serve.
Speak for you, not for Glitch (unless you have permission)!
Copyright Policy
If it’s not yours, don’t use it (unless you have appropriate permission)! We require that our people respect any copyrights and/or trademarks held by others and to not knowingly infringe upon those rights during the course of their employment by Glitch.
Lactation Policy
Glitch will provide reasonable break time to accommodate an employee who pumps breast milk for their child, and we provide space and break time in accordance with applicable law. The lactation break time, if possible, should run concurrently with scheduled rest breaks and meal periods, but Glitch will provide breaks each time such employee has a need to express milk. If the lactation break time cannot run concurrently with rest and meal periods already provided, or additional time is needed, the lactation break time may be unpaid for nonexempt employees. Employees should work with the Operations Team regarding scheduling and reporting any extra break time used for lactation purposes.
Glitch will provide a lactation space close to the employee’s work area, other than a bathroom, that is shielded from view and free from intrusion when in use. The lactation location will meet required cleanliness and safety standards, contain a place to sit and a surface to place a breast pump and personal items, and have access to electricity or other power for the pump equipment. Glitch will also provide access to running water and refrigeration or other cooling methods for milk storage.
Employees should direct requests for lactation accommodations under this policy to the Operations Team. Glitch will respond to such requests as soon as practicable or within ten (10) business days. If any of the lactation accommodations impose an undue hardship on Glitch in relation to its size, resources, or the nature of its business, Glitch will inform the employee in writing and work with the employee to provide alternate accommodations to the extent possible in accordance with applicable law.
Employees who have been denied breaks or lactation accommodations may be entitled to meal period premiums or penalties. If you believe this has happened to you, we encourage you to bring it to the attention of the Operations Team so that we can address it.
In New York, employees have the right to file a complaint with the New York State Department of Labor. Additional information and contact information can be found online at: https://www.health.ny.gov/publications/2028.pdf.
In California, employees have the right to file a complaint with the California Labor Commissioner. Additional information and contact information can be found online at: https://www.dir.ca.gov/dlse/.
If you have questions or seek further details, please contact the Operations Team.