Last updated: July 08, 2024
This section describes workplace policies that apply to everyone at our company: employees, contractors, volunteers, vendors and stakeholders alike. These policies help us build a productive, lawful and pleasant workplace.
Employee records
Unpublished financial information
Data of customers/partners/vendors
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Unpublished goals, forecasts and initiatives marked as confidential
To build a happy and productive workplace, we need everyone to treat others well and help them feel safe. Each of us should do our part to prevent harassment and workplace violence.
Harassment is a broad term and may include seemingly harmless actions, like gossip. We can’t create an exhaustive list, but here are some instances that we consider harassment:
Sabotaging someone’s work on purpose.
Engaging in frequent or unwanted advances of any nature.
Commenting derogatorily on a person’s ethnic heritage or religious be
Starting or spreading rumors about a person’s personal life.
Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job (e.g. bringing coffee) against their will.
Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated.
If you’re being harassed, whether by a colleague, customer or vendor, you can choose to talk to any of these people:
Offenders. If you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the harassment. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.) Avoid using this approach with customers or stakeholders.
Your manager. If customers, stakeholders or team members are involved in your claim, you may reach out to your manager. Your manager will assess your situation and may contact HR if appropriate.
HR. Feel free to reach out to HR in any case of harassment no matter how minor it may seem. For your safety, contact HR as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim. Anything you disclose will remain confidential.
Violence in our workplace is a serious form of harassment. It includes physical and sexual assault, destruction of property, threats to harm a person or property and verbal and psychological abuse. We want to avoid those incidents altogether, but we also want to be ready to respond if needed. For this reason, we ask you to:
Report to HR if you suspect or know that someone is being violent. Your report will be confidential and we will investigate the situation with discretion.
Call our building’s security if you witness incidents of severe physical violence (e.g. ones that involve a lethal weapon.) For your safety, avoid getting involved.
We will treat employees who verbally threaten others as high risk and they will receive an appropriate penalty. If HR finds that an employee commits an act of violence, we will terminate that employee and possibly press criminal charges. Employees who damage property deliberately will be solely responsible for paying for it.
To support victims of workplace violence, we may:
Cover relevant medical bills.
Pay for mental health treatment if needed.
Provide victims with our lawyer’s services to help them file lawsuits.
Our company is committed to creating a hazard-free workplace. To this end, we will ensure workplace safety through preventative action and emergency management.
Preventative actions are any actions we take to avoid injuries or illnesses related to the workplace. We will periodically conduct risk assessments and job hazard analyses [through a workplace safety committee] to uncover health risks to employees. And we will establish preventative measures to address risks accordingly. At a minimum, we will:
Hold employee training sessions on safety standards and procedures.
Make sure employees who work in dangerous locations are safe.
Provide protective gear like gloves, protective uniforms and goggles.
Direct inspectors and quality control employees to evaluate equipment and infrastructure regularly.
We also expect you to take safety seriously. Always use protective equipment and follow standards whenever necessary. If you deliberately disregard our guidelines, we may terminate you for your own and others’ safety.
Emergency management refers to our plan to deal with sudden catastrophes like fire, floods, earthquakes or explosions. Our emergency management provisions include:
Functional smoke alarms and sprinklers that are regularly inspected.
Technicians (external or internal) available to repair leakages, damages and blackouts quickly.
Fire extinguishers and other fire protection equipment that are easily accessible.
An evacuation plan posted on each floor and online.
Fire escapes and safety exits that are clearly indicated.
DythonAI is a smoke-free workplace. You can smoke in [designated smoking areas, balconies, open-air verandas and outer premises, like gardens and sidewalks.] Any other area in our workplace (like restrooms, lobby, offices, staircases, warehouses) is strictly smoke-free to protect non-smokers. We also advise you to:
Extinguish your cigarettes and discard them in [outdoor ashtrays, cigarette urns.]
Avoid smoking when you have scheduled meetings with clients or vendors.
Avoid smoking near flammable objects and areas.
Setting off fire alarms and causing fires by smoking are serious offenses. If you are found responsible, you may face disciplinary action up to and including termination.
DythonAI is a drug-free workplace. Whether you are an employee, contractor or visitor, you must not bring, use, give away or sell any drugs on company premises. If you are caught with illegal drugs, or show that you are under the influence of substances, you will face disciplinary action up to and including termination. A list of prohibited drugs and substances includes, but isn’t limited to:
heroin/cocaine/methamphetamine/any drugs in any form
marijuana
We prohibit employees from consuming alcohol during working hours, but they may consume alcoholic drinks in moderation at company events.
If you feel that a prescription drug (e.g. an anxiety mediation) unexpectedly affects your senses, thinking or
movement, ask for the rest of your day off. If your manager suspects substance abuse, you may face disciplinary
action.
You [must not] use medical marijuana in our workplace. We have the right to terminate you if your off-duty use of
medical marijuana makes you unable to complete your job duties correctly.
We expect employees who hold safety-sensitive jobs (e.g. machine operators or drivers) to be fully alert and
capable
of performing their duties at all times. We may terminate you if we conclude your prescription drug use creates
severe safety risks. If you need to use prescription drugs for a limited time and you think they may impair your
abilities, use your PTO or sick leave.
If your job includes secondary tasks that are safety-sensitive and your prescribed drugs affect your ability to
perform these tasks, we can make reasonable accommodations to ensure you and your colleagues’ safety.
Dealing with addiction
Being sober is a prerequisite to thriving at our company and we want to help you as much as possible. We offer
Employee Assistance Programs (EAP) that can help employees overcome addictions. If you face a relevant problem,
please reach out to our [EAP Officer.]
We won’t tolerate substance addiction that results in violent, offensive or inappropriate behavior.
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