refactor(remote-work): respond to B's comments

Employment Policies/Working Remotely.md

@@ -2,17 +2,17 @@
 
 ## Scope
 
-This policy is written in the context of our current company setup, which is that the majority of employees work in the same office for the most of the work week. Specifically, this document addresses working from home on a regular basis and/or working remotely for up to one week out of any given month. It does not address:
+This policy is written in the context of our current company setup, which is that every employee works in the same office for the most of the work week. Specifically, this document addresses working from home on a regular basis and/or working remotely for up to one week out of any given month. It does not address:
 
 * A fully remote employee
 * An employee who works from the office 1wk/month or is remote for the majority of their time
 * A team that is distributed
 
-If and when the current company setup changes, we should address the above situations. For the purpose of this document, we interpret remote work as as a co-located employee of Clef working from home or from an irregular-place. 
+If and when the current company setup changes, we should address the above situations. For the purpose of this document, we interpret remote work as as a co-located employee of Clef working from home or from somewhere irregular. 
 
 ## Approach
 
-Fundamentally, working remotely is a privilege that comes with both benefits and costs. We should treat it as such.
+We treat working remotely as a privilege that comes with both benefits and costs.
 
 The benefits are primarily ones of flexibility: as individuals, we are able to work when we want to and where we want to. This lets us do our best work and contribute to our team in a custom-crafted framework that lets us lead more fulfilling lives. The costs are primarily ones of communication: being out of the office means more base-line work and incidental complexity for all employees. More is required of both the remote employee and the employees in the office to keep in sync, collaborate, and own the work we do in a visible way. 
 
@@ -26,7 +26,7 @@ Even when we aren't in the office, our teammates are still counting on us and it
 
 At the same time, it is the responsibility of workers in the office to reasonably accommodate remote workers. This means being willing to schedule meetings in light of timezone differences and to manage expectations around immediate feedback.  
 
-The guidelines in this document (and the handbook at large) give us tools to make remote work easier, but tooling is only a small part of the solution. All employees need to complement these tools with the extra work required to make being out of the office an effective thing for both the individual remote worker and the team of people who rely on them.
+The guidelines in this document (and the handbook at large) give us tools to make remote work easier, but tooling is only a small part of the solution. Every employee needs to complement these tools with extra work to make remote work effective for the employee working remotely and the rest of our team.
 
 ## Policies
 
@@ -39,13 +39,13 @@ The majority of policies that support remote work in Clef apply to everyone at C
 
 #### Extended remote work 
 
-***An extended remote work period includes anything longer than 2 days or any period of time where we work from a irregular place.***
+***An extended remote work period includes anything longer than 2 days or any period of time where we work from somewhere place.***
 
-If you're planning to work remotely for more than two consecutive days, or you're planning to work remotely from a place that's abnormal (i.e. from a partner's home in a different city), you'll need to follow these additional guidelines. Even more than standard remote work, working remotely for an extended period of time is a privilege — it **will** require a large amount of extra work from you to make sure that the team is effective with you working remotely.
+If you're planning to work remotely for more than two consecutive days, or you're planning to work remotely from a place that's not your home (i.e. from a partner's home in a different city), you'll need to follow these additional guidelines. Even more than standard remote work, working remotely for an extended period of time is a privilege — it **will** require a large amount of extra work from you to make sure that the team is effective with you working remotely.
 
 Get Approval From your manager
 
-You need your manager's approval before you can work remotely for an extended period of time. This check-in should happen at least two weeks in advance, before you make any travel arrangements, and you should come prepared with a plan for how you will handle all the edge cases involved in extended remote work. In order for an employee to work remotely for an extended period of time, they should have demonstrated in the past that they are effective working remotely and upholding their quality of work. If that's not the case, the manager can and should veto the option and work with the employee to come up with a plan that would get them on track to work remotely in a more effective way.
+You need your manager's approval before you can work remotely for an extended period of time. This check-in should happen at least two weeks in advance, before you make any travel arrangements. In order for an employee to work remotely for an extended period of time, they should have demonstrated in the past that they are effective working remotely and upholding their quality of work. If that's not the case, the manager can and should veto the option and work with the employee to come up with a plan that would get them on track to work remotely in a more effective way.
 
 #### Give the team heads up
 
@@ -70,7 +70,7 @@ A non-exhaustive list of things to ensure are in order are:
 
 #### Co-working Space Subsidies
 
-Working remotely can add a financial burden on an individual. At the same time, it is also a privilege. While Clef is on its seed extension, Clef will subsidize co-working space costs for up to $10/day. Once Clef reaches profitability or raises its next major fundraising round, we will reconsider this subsidy.
+Working remotely can add a financial burden on an individual. At the same time, it is also a privilege. While Clef is on its seed extension, Clef will subsidize co-working space costs for up to $10/day. Once Clef reaches profitability or raises its next major fundraising round, we will revisit this subsidy.
 
 ### Manager Retrospectives
 

Onboarding Documents/Communication and Transparency.md

@@ -2,17 +2,10 @@
 
 The best way for you to make a decision about what’s good for Clef is to have all of the information about what’s going on at Clef. 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 Clef that we’re not actively involved with.
 
-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 about stuff they’re not working on on a daily basis, even for a company the size of Clef. These are some of the policies we use to make information more accessible, but our work is ongoing.
+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 Clef. These are some of the policies we use to make information more accessible, but our work is ongoing.
 
 ## Communication
 
-
-### Morning Meetings
-
-We do daily morning meetings as a team. Currently, there are two: one for the product & engineering team and one for the growth team. These morning checkins give teammates an opportunity to show off the work they're doing and un-block themselves at a fixed time every day. 
-
-Morning meetings should happen in the focus-specific channel (#dev or #growth) through Slack calls and start on-time every day, regardless of whether everyone is in attendance. Feel free to call in from wherever, but make sure you have a strong internet connection and no background noise. You are expected to be present for every standup, but if you miss one, you're responsible for checking in with the team, updating them on your work, making sure you're not blocking anyone, and unblocking yourself. 
-
 ### Friday #Updates
 
 Every Friday, everyone on the team posts an update in the #updates channel in Slack that includes:
@@ -36,7 +29,7 @@ With increased individual flexibility, since we're all working at the same time
 
 ### Calendar Updates
 
-If you're working remotely or from home, you should put a calendar event with that status for all the time you are out of the office.
+If you're working remotely or from home, you should put a calendar event indicating where you are working from for all the time you are out of the office.
 
 ### Slack
 

Operations Documents/Effective Meetings.md

@@ -1,6 +1,6 @@
 # Effective meetings and group work
 
-To increase flexibility in how and where employees at Clef work, we agree on a shared set of constraints for group work and meetings which are strictly upheld by everyone on the team. 
+To increase flexibility in how and where employees at Clef work, we agree on a shared set of constraints for group work and meetings. 
 
 ## Meeting Ettiquette
 
@@ -12,35 +12,19 @@ If you're leading a meeting, it's your responsibility to start the meeting on ti
 
 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. 
 
-### Meetings should happen over video
+### Meetings should have a video option
 
 If you're hosting a meeting with a remote worker invited, it's your responsibility to provide a video link before the meeting starts for them to join. 
 
 If you're attending a meeting remotely, you should join the video call before a meeting starts. 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 is unacceptable.
 
-Morning stand ups are the exception to this and should happen over Slack calls. The meeting organizer can also make an exception when they create the meeting, but this should use this sparingly.
+For some meetings, voice calls will be sufficient - this decision is up to the meeting organizer when they create the meeting.
 
-## Tools for meetings
-
-Because communication can happen in a variety of places, it's important that we standardize what tools we use.
-
-### Prerequisites
+### Prerequisites for successful meetings
 
 The following things are pre-requisites for successful group work:
 
-* A fast, reliable internet connection. Remote employees should make all efforts  to mitigate video call lag.
+* A fast, reliable internet connection. Remote employees should make all efforts to mitigate video call lag.
 * A quiet place to take meetings
 
 If you're planning to work with another person on the team (i.e. for a meeting during meeting hours or to pair program), you should make sure these are available. 
-
-### Audio Calls
-
-We use [Slack](https://slack.com/) for audio calls.
-
-### Video Chat
-
-We use [Zoom](https://zoom.us/) for video chat.
-
-### Screensharing
-
-We use [ScreenHero](https://screenhero.com/) for screen sharing.