 Data security and confidentiality

We wish to secure the personal information of our clients, workers, partners, and our
organization. Here are some examples of confidential information:
 Employee files
 Financial data that has not been made public
 Customer/partner/vendor information
 Customer databases (existing and prospective)
 Goals, predictions, and initiatives that aren't publicly available are indicated as
confidential.

 You must do the following:

 At all times, keep confidential information locked or secured.
 When confidential documents are no longer needed, shred them.
 Make sure you only look at sensitive information on protected devices.
 Only share information with other staff when it's really required and permitted.
 Unless it's absolutely required to transport secret documents, keep them on our company's
premises.

 You are not allowed to:

 Make use of confidential information for your own gain or profit.
 Outside of our company, disclose confidential information.
 Copies of confidential documents and information should be made and stored on insecure
devices.
This policy is important to the legality and credibility of our organization. Any employee who
violates our confidentiality policies for personal gain will be fired.
Depending on the frequency and severity of any accidental violation of this policy, we may
impose sanctions. Employees who consistently violate this policy, even if unintentionally, will
be terminated.

 Harassment and violence are two of the most common forms of

harassment.
We need everyone to treat others well and make them feel safe in order to have a pleasant and
productive workplace. Each of us should play a role in preventing workplace harassment and
violence.
  Harassment in the workplace
Harassment is a broad phrase that can include seemingly innocuous behaviors such as gossip.
We can't make an entire list, but here are some examples of harassment that we consider:
 On deliberately, sabotaging someone's efforts.
 Engaging in a pattern of unwelcome or frequent advances of any kind.
 Making disparaging remarks about a person's ethnicity or religious beliefs.
 Rumors concerning a person's personal life are started or disseminated.
 Putting someone down in front of others or forcing them to do things they don't want to
do (like bringing coffee) against their will.
Sexual harassment is against the law, and any allegations of it will be thoroughly investigated.
Employees who are found guilty of sexual harassment will be fired.

If you're being harassed by a coworker, customer, or vendor, you can talk to any of the following
people:
 Criminals. If you believe an offender is unaware that they are harassing you, you can
speak with them directly to try to remedy the harassment. This strategy works well in
cases of minor harassment (e.g. inappropriate jokes between colleagues.) This method
should not be used with customers or stakeholders.
 It's your boss. If your claim involves consumers, stakeholders, or team members, you
should contact your manager. Your manager will review the situation and, if necessary,
contact HR.
 Human Resources. Please contact HR if you encounter any form of harassment, no matter
how insignificant it appears to be. In circumstances of extreme harassment (e.g., sexual
advances) or if your boss is involved in your claim, contact HR as soon as possible for
your protection. Everything you say will be kept private.

 Violence in the workplace

Workplace violence is a serious type of harassment. Physical and sexual assault, property
destruction, threats to damage a person or property, and verbal and psychological abuse are all
examples. We aim to avoid such occurrences as much as possible, but we also want to be
prepared to respond if necessary.
As a result, we ask that you:
 If you believe or know that someone is being violent, report it to HR. Your report will be
kept private, and we will conduct our investigation with caution.
 If you see incidences of extreme physical violence, please contact our building's security
(e.g. ones that involve a lethal weapon.) Avoid becoming engaged for your own safety.
Employees who verbally threaten others will be considered high-risk and will face
disciplinary action. If HR discovers that an employee has committed an act of violence, that
employee will be terminated and criminal charges may be pursued. Employees who
purposefully destroy property will be held totally accountable for the costs.

 Working hours
On weekdays, our company is open from (9 a.m. to 7 p.m.) Depending on your team's needs, you
may arrive at any moment between (9 a.m. and 11 a.m.).

 Paid time off (PTO)

Each year, employees are given (20 days) of paid time off (PTO). You start accruing PTO the
day you start working for us, and you get (1.7 days per month.) After your first (week) with us,
you can take your PTO at any time, and you can use time off that you haven't yet accrued. After
your (first year) with our organization, you will receive one additional day per year, up to a total
of (25 days.)
You (can/cannot) carry over any unused PTO to the following year. We encourage you to take
advantage of your vacation time throughout the year.
If you leave our company, we may compensate you for unused PTO with your final payment,
depending on the law in your area. We shall recompense accrued leave to employees who were
not terminated for cause when the law does not provide for it.

 Holidays
The following holidays are observed by our company:
 The First Day of the New Year
 Easter Monday/Good Friday
 Independence Day
 Worker's Day
 Day of Christmas
If a holiday falls on a day when our company is closed (such as Sunday), we shall observe it on
the next working day.
Our organization provides a floating day, which you can use as a vacation on any given day. If
you want to observe a religious holiday that isn't on our list, we may be able to accommodate
you with unpaid time off. You could also take use of your paid time off.

 Holiday pay
Exempt personnel are eligible to receive their regular pay without deductions.
After working with us for more than three months, permanent non-exempt workers receive
holiday compensation as a perk.

 Working on a holiday
Most employees regard these days to be "off days." If you need someone to work on a holiday,
let them know at least three days ahead of time.
If you work on a holiday as a non-exempt employee, you will be paid your regular hourly rate
plus a bonus. If you are an exempt employee, we will give you an additional day of PTO to use
within a year of the holiday.
We (won't) count the number of hours you worked on a holiday when determining whether you
are eligible for overtime compensation.

 Sick leave
We provide [paid] sick leave for (one week). We will obey the law in countries where employees
are legally entitled to a higher number of sick days. You can use sick leave to recover from a
short-term illness, an injury, a mental disease, or another ailment. Please take advantage of your
sick days if you have the flu or any contagious illness.
Inform your management and submit a sick leave request (via our HRIS) if you feel ill. You may
take a half-day off or work from home, but we recommend that you take a day off to relax and
recover before returning to work.
If you need to attend routine health care (e.g. doctor's/dental appointments), take advantage of
your PTO or plan for a flexible work schedule.
We may ask you to provide a doctor's letter or other medical certification and/or fill out a sick
leave form on occasion. If you are gone for more than [three days] of sick leave, we will do this
for insurance purposes.
  Long-term illness
If you have worked for us for more than 12 months and have worked at least 1,250 hours in the
12 months before to your absence, you are eligible for this form of leave. If you require
additional information, please contact HR.

 Parental leave
For parents, caring for a baby is an exciting time. We aim to provide paternity and maternity
leave to new parents during their initial months of parenthood. We will continue to assist parents
with (flexible employment options and child care) after that.

 Paternity and maternity leave

If you're covered by the Family and Medical Leave Act (FMLA), put this in: For the birth or
adoption of a child, the FMLA provides qualified employees with 12 weeks of unpaid, job-
protected leave. If you have worked for us for more than 12 months and have worked at least
1,250 hours in the 12 months before to your absence, you are eligible for this form of leave.
Our company provides paid maternity and paternity leave for [three months]. If local or national
law requires more time off, we shall comply.
Talk to HR about arranging your leave if you are about to become a new mother or father (either
through childbirth or adoption). Please notify us at least three months prior to the start of your
absence.
Pregnant women can take part of their leave before giving birth, depending on local or national
regulation. You can request an unpaid leave extension of up to six months if you encounter
complications during childbirth or other concerns (two months.) To make this happen, contact
HR as soon as feasible.

 Returning to work after parental leave

We are committed to assisting new parents in returning to work once their parental leave has
ended. We provide the following services:
 Working from home/hours that are flexible
 Paid day care is available both on-site and off-site.
 Rooms for lactation.
  NO-SMOKING POLICY
Creating a no-smoking policy for the workplace can help clear up inconsistencies and tell
employees exactly what is permitted when it comes to tobacco use.
Some things to consider:
 Know and understand your state and local laws when you determine your smoking
policy. If you allow smoking in areas, state clearly where employees are allowed to
smoke.
 Include proper disposal policies and provide containers in the designated area.
 It is clearly stated that extra smoke breaks are not allowed and designated areas are only
available before work, after work or during lunch.
 Include all tobacco and smoking products in your policy.
 The smell of smoke or other tobacco products is strictly prohibited inside the office.
 Make sure employees are aware of the penalty if they fail to follow the no -smoking
policy, including discipline to not repeat.

 HERE'S AN EXAMPLE OF A NO SMOKING POLICY

A. To promote good health, the company must be completely smoke -free. This includes the
use of all tobacco and smoking products, including chewing tobacco, cane, tobacco and
e-cigarettes. All smoking products are prohibited from the company’s workplace.
B. The only designated smoking area in the company is the outdoor space marked
“Smoking,” located within the hollow area at the back of the building. Smoking is not
permitted in the driveway to the smoking area.
C. This policy will be enforced and all employees are expected to comply with this policy
while employed. Failure to do so may result in disciplinary action including termination.

Forio. Jeramie
Irinco, Andrelev
Arzobal, Justine
Alfonze, Mark
Ferrer, Cj