From a06287caa81abea6337f56e52613d0bb4c9c4dad Mon Sep 17 00:00:00 2001 From: B Byrne Date: Wed, 7 Oct 2015 15:04:16 -0700 Subject: [PATCH 1/3] Rephrased sabbatical goals Learning and burnout --- Benefits and Perks/Sabbatical.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/Benefits and Perks/Sabbatical.md b/Benefits and Perks/Sabbatical.md index dffdb120..57afdb17 100644 --- a/Benefits and Perks/Sabbatical.md +++ b/Benefits and Perks/Sabbatical.md @@ -6,7 +6,7 @@ During this sabbatical, they should work on passion projects -- something outsid The sabbatical should be a time of self-improvement and exploration with a central activity or theme. At the end of the sabbatical, the employee should put together a presentation about their sabbatical and present it to the team when they get back to the office. -The sabbatical is meant to help employees avoid burnout from working on one thing for too long, and also to help further our core value of improvement by letting the employee explore and learn about another area of interest. +The sabbatical is meant to help further our core value of improvement by letting the employee explore and learn about another area of interest. It may also help some employees avoid burnout from working on one thing for too long. To make sure that sabbatical is not overly disruptive to their team, employees should have taken fewer than twelve weeks of paid time off in the year before a sabbatical. They should also notify the team that they will be taking the sabbatical at least 4 weeks in advance. From 47309a34d2421811cdcafe8d71aacd7d16b29dce Mon Sep 17 00:00:00 2001 From: B Byrne Date: Wed, 7 Oct 2015 15:26:31 -0700 Subject: [PATCH 2/3] Fixed headings in Operations Documents --- Operations Documents/Budgeting.md | 2 +- Operations Documents/Hack Weeks.md | 2 +- Operations Documents/Interview Process.md | 13 ++++----- Operations Documents/Onboarding.md | 31 ++++++++++----------- Operations Documents/Sharing Files.md | 4 +-- Operations Documents/Sourcing Candidates.md | 29 ++++++++++--------- 6 files changed, 39 insertions(+), 42 deletions(-) diff --git a/Operations Documents/Budgeting.md b/Operations Documents/Budgeting.md index e5b4320f..7f2f44d3 100644 --- a/Operations Documents/Budgeting.md +++ b/Operations Documents/Budgeting.md @@ -1,4 +1,4 @@ -#Budgeting +# Budgeting Budgeting (all spending except salaries, which, for the first 10 employees will not be included in these budgets) is done by the founders immediately after the company OKRs are set so that the budgets can reflect the company's goals for the quarter. The budgets will be quarterly and will initially be broken down into: diff --git a/Operations Documents/Hack Weeks.md b/Operations Documents/Hack Weeks.md index 40387d81..076a4933 100644 --- a/Operations Documents/Hack Weeks.md +++ b/Operations Documents/Hack Weeks.md @@ -1,4 +1,4 @@ -#Hack Weeks +# Hack Weeks The second week of every quarter at Clef is a 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 Clef. 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 and can be up to 4 people working on the same project. 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. diff --git a/Operations Documents/Interview Process.md b/Operations Documents/Interview Process.md index 61e65b6c..176e1da1 100644 --- a/Operations Documents/Interview Process.md +++ b/Operations Documents/Interview Process.md @@ -1,26 +1,25 @@ -Interview Process +# Interview Process -Every candidate should go through three interviews that help us find the right person for the job. +Every candidate should go through three interviews that help us find the right person for the job. 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 coffee interview. They should also get a blurb about Clef, the position, and our values so that they can self-screen if our culture doesn’t match the kind of company they want to work for. **Values in particular should be emphasized here so that they understand how important they are to the Clef team and make sure they align.** # Informal/Coffee — 30 Minutes -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 they want to do next, and whether that matches what we’re looking for at Clef. This interview can happen over the phone, Skype, in the office, or out at a coffee shop. +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 they want to do next, and whether that matches what we’re looking for at Clef. This interview can happen over the phone, Skype, in the office, or out at a coffee shop. -The idea is to spend 30 minutes getting to know the candidate and letting them ask questions about Clef and the position. This has screened about 80% of candidates so far, which seems about right. It should be pretty transparent if the candidate’s experience or interests are misaligned for the job. +The idea is to spend 30 minutes getting to know the candidate and letting them ask questions about Clef and the position. This has screened about 80% of candidates so far, which seems about right. It should be pretty transparent if the candidate’s experience or interests are misaligned for the job. This interview should also focus on selling Clef and recruiting promising candidates, as this is their first real contact with Clef and their desire to work here will be formed in this meeting. # Technical Interview — 2 Hour -The technical interview is a chance to dive into the candidate’s ability at the job they’re interviewing for. The lead on this hire should prepare two exercises which will each take 45 minutes, one which goes into high level thinking for the position and the other which focuses on more low level implementation. +The technical interview is a chance to dive into the candidate’s ability at the job they’re interviewing for. The lead on this hire should prepare two exercises which will each take 45 minutes, one which goes into high level thinking for the position and the other which focuses on more low level implementation. The last 30 minutes should be used for questions and answers from both sides. This interview should filter out 50-70% of candidates (of the remaining 20%), and by the end of it, the lead interviewer should have an opinion on whether or not the candidate is the right person for the job. # Team Fit — Full Day -Finally, the candidate should come in for a whole day of talking to and working with the team. In the morning, they should talk to the founders about their experience and interests, and then drill into a much more challenging problem than they had to deal with in their technical interview. We want to get a sense for how candidates handle something out of their comfort zone, how they ask for help, etc. It’s also important that candidates feel like they’ve earned their offer by the time they get it, so this part of the process should be hard! +Finally, the candidate should come in for a whole day of talking to and working with the team. In the morning, they should talk to the founders about their experience and interests, and then drill into a much more challenging problem than they had to deal with in their technical interview. We want to get a sense for how candidates handle something out of their comfort zone, how they ask for help, etc. It’s also important that candidates feel like they’ve earned their offer by the time they get it, so this part of the process should be hard! After the morning exercises, candidates go out to lunch with the team before coming back to the office for one on ones with everyone. As we get a little bigger, this might need to be one on twos to fit conversations into a reasonable amount of time. - diff --git a/Operations Documents/Onboarding.md b/Operations Documents/Onboarding.md index 83fd0971..5fc92221 100644 --- a/Operations Documents/Onboarding.md +++ b/Operations Documents/Onboarding.md @@ -1,12 +1,12 @@ -Onboarding +# Onboarding -This document is about the general priorities and policies for how we as a company bring new employees onto the team. As a new person on the team, if you have questions about starting at Clef, check out [Your First Day at Clef](https://docs.google.com/document/d/1vvJfWH7lP808mAlKPr8JwUx0HvkiidzS_bkwB8wqA7M). +This document is about the general priorities and policies for how we as a company bring new employees onto the team. As a new person on the team, if you have questions about starting at Clef, check out [Your First Day at Clef](https://docs.google.com/document/d/1vvJfWH7lP808mAlKPr8JwUx0HvkiidzS_bkwB8wqA7M). -We may also create specific onboarding recommendations for different roles in the future. +We may also create specific onboarding recommendations for different roles in the future. # Before Arrival -After a candidate accepts an offer to join Clef, there are a few things that we can get out of the way before they show up. +After a candidate accepts an offer to join Clef, there are a few things that we can get out of the way before they show up. 1. Employment paperwork (these should end up in their Personnel folder, which should be shared with them in Google Drive) @@ -26,7 +26,7 @@ After a candidate accepts an offer to join Clef, there are a few things that we 4. Two-factor auth should be set up with them - 4. Slack + 4. Slack 5. Trello @@ -40,7 +40,7 @@ After a candidate accepts an offer to join Clef, there are a few things that we 4. Payroll, benefits, etc. set up -- introduce to Patricia, who will manage this process -5. Put 3 events on whole team’s calendar -- NAME’s First Day, Team Lunch to welcome NAME, and Team Celebration of NAME’s First Day. +5. Put 3 events on whole team’s calendar -- NAME’s First Day, Team Lunch to welcome NAME, and Team Celebration of NAME’s First Day. # The First Day @@ -50,23 +50,22 @@ Some guidelines for the first day: * The day should start at 10:00 — this lowers the commute stress and gives us time to set up their desk and get the team ready for them. -* The new employee should arrive to a desk with their new computer, monitor, keyboard, mouse, etc. set up and ready for them. So far, we have opened the computer, updated software and installed tools, then reboxed it (because the unboxing process of a new computer is nice, but this helps save them annoying time on the first day). There should also be a nice note signed by the team, a copy of Daring Greatly, and anything else that feels welcoming or personal to them. +* The new employee should arrive to a desk with their new computer, monitor, keyboard, mouse, etc. set up and ready for them. So far, we have opened the computer, updated software and installed tools, then reboxed it (because the unboxing process of a new computer is nice, but this helps save them annoying time on the first day). There should also be a nice note signed by the team, a copy of Daring Greatly, and anything else that feels welcoming or personal to them. -* Everyone in the office should know that they are starting, their name, and what they’re doing. There is one person in charge of the onboarding process, but it is everyone’s responsibility individually to make the new employee feel welcome. +* Everyone in the office should know that they are starting, their name, and what they’re doing. There is one person in charge of the onboarding process, but it is everyone’s responsibility individually to make the new employee feel welcome. -* The person in charge of onboarding should block out the whole day and plan to spend it with the new employee helping them get set up. In practice, they won’t need the attention for the entire day, but should never be stranded when they do need it. +* The person in charge of onboarding should block out the whole day and plan to spend it with the new employee helping them get set up. In practice, they won’t need the attention for the entire day, but should never be stranded when they do need it. -* The employee should push something public live during their first day. That might be a code commit, a design change, or a blog post depending on their position, but publishing something is important. This ensures that they’re getting set up to contribute and that they don’t feel restricted while they get up to speed. +* The employee should push something public live during their first day. That might be a code commit, a design change, or a blog post depending on their position, but publishing something is important. This ensures that they’re getting set up to contribute and that they don’t feel restricted while they get up to speed. -* The whole team should eat lunch out together, and this should be put on calendars as far in advance as possible so people don’t schedule other meetings. +* The whole team should eat lunch out together, and this should be put on calendars as far in advance as possible so people don’t schedule other meetings. -* The day should end at 5, and at the end of the day, the new employee has the option of how to celebrate (a team high five, a drink out, or dinner). They should pick one before the day starts so the team can plan, but they can also change their answer at the end of the day. +* The day should end at 5, and at the end of the day, the new employee has the option of how to celebrate (a team high five, a drink out, or dinner). They should pick one before the day starts so the team can plan, but they can also change their answer at the end of the day. # The First Week, Month, Beyond -The first week of working at Clef should be focused on learning -- learning the company norms, learning how to work with everyone, learning the tools we use, etc. New employees should be contributing a little bit all week, but the expectation is that they ask questions and get set up, not that they immediately assume leadership. +The first week of working at Clef should be focused on learning -- learning the company norms, learning how to work with everyone, learning the tools we use, etc. New employees should be contributing a little bit all week, but the expectation is that they ask questions and get set up, not that they immediately assume leadership. -After a week, the new employee should have their first one-on-one meeting. This meeting should go over all of the normal things that we cover in [One on Ones](https://docs.google.com/open?authuser=b%40getclef.com&id=1yVp1XzfjmHkwf_vQf-COInCHj2xd3b7ne_77YSleRgc), but should also probe about any gaps in their knowledge. Importantly, it should also cover [OKRs](https://docs.google.com/open?authuser=b%40getclef.com&id=1ZpDWejQiU5gDWz2mFPvOhdf1g2Xc6vu1kdrlCp3SimU), and go over the company’s objectives. After this meeting, the new employee should write their OKRs for the rest of the quarter (this fractional quarter should be viewed as a sort of practice run). Another meeting to talk about the OKRs should be scheduled for the next day or two. - -From there, the process should merge towards the normal process. It’s important to set reasonable expectations and be very supportive for as long as it takes for the employee to feel comfortable at Clef (this might be a week for some and a month for others). +After a week, the new employee should have their first one-on-one meeting. This meeting should go over all of the normal things that we cover in [One on Ones](https://docs.google.com/open?authuser=b%40getclef.com&id=1yVp1XzfjmHkwf_vQf-COInCHj2xd3b7ne_77YSleRgc), but should also probe about any gaps in their knowledge. Importantly, it should also cover [OKRs](https://docs.google.com/open?authuser=b%40getclef.com&id=1ZpDWejQiU5gDWz2mFPvOhdf1g2Xc6vu1kdrlCp3SimU), and go over the company’s objectives. After this meeting, the new employee should write their OKRs for the rest of the quarter (this fractional quarter should be viewed as a sort of practice run). Another meeting to talk about the OKRs should be scheduled for the next day or two. +From there, the process should merge towards the normal process. It’s important to set reasonable expectations and be very supportive for as long as it takes for the employee to feel comfortable at Clef (this might be a week for some and a month for others). diff --git a/Operations Documents/Sharing Files.md b/Operations Documents/Sharing Files.md index 5a8bb5fa..8cfd07fc 100644 --- a/Operations Documents/Sharing Files.md +++ b/Operations Documents/Sharing Files.md @@ -1,4 +1,4 @@ -Sharing Files at Clef +# Sharing Files at Clef ## Base Directories @@ -6,7 +6,7 @@ At the base of every member of the Clef team’s directory, there should be 6 di 1. **[Clef Handbook](https://drive.google.com/open?id=0Bwj0rVaUQUXPNWI3SmlwMXRkTDQ&authuser=0)** -- a collection of documents about how we do things at Clef, which anyone can comment on -2. **Active Projects** -- All project folders will be shared globally in this folder +2. **Active Projects** -- All project folders will be shared globally in this folder 3. **Inactive Projects** -- projects which aren’t currently under development diff --git a/Operations Documents/Sourcing Candidates.md b/Operations Documents/Sourcing Candidates.md index eb981c3f..22ab6a76 100644 --- a/Operations Documents/Sourcing Candidates.md +++ b/Operations Documents/Sourcing Candidates.md @@ -1,32 +1,31 @@ -Sourcing Candidates +# Sourcing Candidates -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. +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. -# Referrals +## Referrals -Referrals from people who already work at Clef are one of the best signals we can get about whether or not a candidate will be successful at Clef. Clef employees understand Clef’s needs and what it’s like to work at Clef, and their relationship with the candidate means they know a lot more than we can learn during an interview process. +Referrals from people who already work at Clef are one of the best signals we can get about whether or not a candidate will be successful at Clef. Clef employees understand Clef’s needs and what it’s like to work at Clef, and their relationship with the candidate means they know a lot more than we can learn during an interview process. -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 incentives. Open positions should be posted on getclef.com/about and also in the #hiring channel so that everyone sees who we’re trying to hire. We’ll host a company lunch with food on the second Tuesday of every month where we talk about which positions are open and go through everyone’s 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. +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 incentives. Open positions should be posted on getclef.com/about and also in the #hiring channel so that everyone sees who we’re trying to hire. We’ll host a company lunch with food on the second Tuesday of every month where we talk about which positions are open and go through everyone’s 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. -**We also offer a $5,000 referral bonus for any new hire that comes from an employee referral to help align company incentives with individual incentives. **All employees (except the founders) are eligible for the referral bonus. The referral date can’t be earlier than the date the job is posted and the hiring of the referred employee has to happen within 180 days (six months) of the initial referral. The referral must represent the candidate’s first contact with Clef, and only the first employee to refer a candidate can get the bonus. The referrer should send the candidate’s information to Brennen, should make an introduction to the candidate, and should expect to be engaged during the recruiting and interview process. The referring employee must still be employed by Clef during the hired candidate’s first 30 days of employment, and will be paid within 90 days of the referred employee’s first day. Any disputes or interpretations of this program should be sent to Brennen. +**We also offer a $5,000 referral bonus for any new hire that comes from an employee referral to help align company incentives with individual incentives. **All employees (except the founders) are eligible for the referral bonus. The referral date can’t be earlier than the date the job is posted and the hiring of the referred employee has to happen within 180 days (six months) of the initial referral. The referral must represent the candidate’s first contact with Clef, and only the first employee to refer a candidate can get the bonus. The referrer should send the candidate’s information to Brennen, should make an introduction to the candidate, and should expect to be engaged during the recruiting and interview process. The referring employee must still be employed by Clef during the hired candidate’s first 30 days of employment, and will be paid within 90 days of the referred employee’s first day. Any disputes or interpretations of this program should be sent to Brennen. -**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. +**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. -# Outbound Recruiting +## Outbound Recruiting -For every position open at Clef, there should be one team member (a founder for these first 10 employees) who is in charge of the recruiting efforts for that position. This starts with writing the job description and publishing it on the getclef.com, 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. +For every position open at Clef, there should be one team member (a founder for these first 10 employees) who is in charge of the recruiting efforts for that position. This starts with writing the job description and publishing it on the getclef.com, 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. 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. Clef works with and supports many local and national organizations that focus on growing the number of underrepresented minorities in the tech industry, including Hack the Hood, Women Who Code, and Qeyno Labs. Our work with these communities should help us find pools of candidates to recruit from. -# Inbound Applications +## Inbound Applications -All of our job openings and descriptions will be posted on getclef.com, 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 Clef through our blog and social media, developers working with our tools and participating in our community, and a broad audience hearing about Clef through news or using the product. +All of our job openings and descriptions will be posted on getclef.com, 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 Clef through our blog and social media, developers working with our tools and participating in our community, and a broad audience hearing about Clef through news or using the product. 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 Clef is making any judgement 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 Clef. This means that a smaller percentage of candidates from a broader pool will progress through our interview funnel. -As an initial filter, inbound applications have the lowest quality check because no one at Clef is making any judgement about the candidate before they enter our pipeline. However, an inbound application is a strong signal that the candidates believes in what we’re doing at Clef. This means that a smaller percentage will progress through our interview funnel, but that we still need to treat these candidates with respect. +As an initial filter, inbound applications have the lowest quality check because no one at Clef is making any judgement about the candidate before they enter our pipeline. However, an inbound application is a strong signal that the candidates believes in what we’re doing at Clef. This means that a smaller percentage will progress through our interview funnel, but that we still need to treat these candidates with respect. -Every inbound application should receive a response from the Clef team within 3 days so that they feel heard and like they were able to reach us personally. - -Note: We use Workable to manage candidates, but when you "Disqualify" a candidate on Workable, it does not send the candidate an email or let them know that they have been disqualified. You should always send the candidate an email before you Disqualify them. +Every inbound application should receive a response from the Clef team within 3 days so that they feel heard and like they were able to reach us personally. +Note: We use Workable to manage candidates, but when you "Disqualify" a candidate on Workable, it does not send the candidate an email or let them know that they have been disqualified. You should always send the candidate an email before you Disqualify them. From 74a659073273704b18af26d04195dfb6a9952a5b Mon Sep 17 00:00:00 2001 From: B Byrne Date: Wed, 7 Oct 2015 15:30:34 -0700 Subject: [PATCH 3/3] Merge branch 'master' into initial-docs Conflicts: Operations Documents/Sourcing Candidates.md --- Benefits and Perks/New Parent Leave.md | 2 +- Benefits and Perks/Other Protected Absences.md | 2 +- Benefits and Perks/Vacation and Sick Leave.md | 4 ++-- Employment Policies/At-Will Employment.md | 2 +- Employment Policies/Working Remotely.md | 2 +- Operations Documents/Sourcing Candidates.md | 2 +- 6 files changed, 7 insertions(+), 7 deletions(-) diff --git a/Benefits and Perks/New Parent Leave.md b/Benefits and Perks/New Parent Leave.md index fdbaf642..d5157653 100644 --- a/Benefits and Perks/New Parent Leave.md +++ b/Benefits and Perks/New Parent Leave.md @@ -2,6 +2,6 @@ Clef offers 12 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. -Employees should give the rest of the team as much notice as possible before they take new parent leave, though their 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. +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. Paid time off of any kind, including New Parent Leave, does not accrue additional paid time off in the form of vacation days, sick days, or time towards sabbatical. For instance, an employee who has worked for Clef for 4 years will be eligible to take a sabbatical after 1 more year of work. If they took 12 weeks of new parent leave, when they returned they would still have 1 full year of work before they were eligible for their sabbatical. diff --git a/Benefits and Perks/Other Protected Absences.md b/Benefits and Perks/Other Protected Absences.md index 8e0b6656..c97681eb 100644 --- a/Benefits and Perks/Other Protected Absences.md +++ b/Benefits and Perks/Other Protected Absences.md @@ -2,7 +2,7 @@ ## Pregnancy Disability Leave -California law entitles a female employee to take Pregnancy Disability Leave (PDL) if she is 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. +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. ## Bereavement Leave diff --git a/Benefits and Perks/Vacation and Sick Leave.md b/Benefits and Perks/Vacation and Sick Leave.md index d6727006..4dd341f7 100644 --- a/Benefits and Perks/Vacation and Sick Leave.md +++ b/Benefits and Perks/Vacation and Sick Leave.md @@ -1,8 +1,8 @@ # Vacation and Sick Leave -Taking time off and recharging is critical to doing your best work at Clef, so in addition to the recognized [Holiday List](https://github.com/clef/handbook/blob/master/Benefits%20and%20Perks/Holiday%20List.md), Clef offers 3 weeks (15 days) of paid vacation every year that accrues 5/4 of a day per month of work. Employees should schedule their vacations, let the rest of the team know, and add it to their shared work calendar at least a week in advance. +Taking time off and recharging is critical to doing your best work at Clef, so in addition to the recognized [Holiday List](https://github.com/clef/handbook/blob/master/Benefits%20and%20Perks/Holiday%20List.md), Clef offers 3 weeks (15 days) of paid vacation every year that accrues 1.25 of a day per month of work. Employees should schedule their vacations, let the rest of the team know, and add it to their shared work calendar at least a week in advance. -Employees also accrue 1 hour of sick leave for every 30 hours of work, but cannot accrue more than 5 days of sick leave. Once an employee’s balance reaches 5 days, they may accrue more sick leave only by taking some sick leave to bring their balance back below the limit. +Employees also accrue 1 hour of sick leave for every 30 hours of work, but cannot accrue more than 5 days of sick leave. Employees should report vacation and sick days to the founder they report to, who will mark it in the payroll system (which keeps track of accrued days and should include them on every pay stub). diff --git a/Employment Policies/At-Will Employment.md b/Employment Policies/At-Will Employment.md index 55e13ae9..c243fe4b 100644 --- a/Employment Policies/At-Will Employment.md +++ b/Employment Policies/At-Will Employment.md @@ -1,3 +1,3 @@ # At-Will Employment Policy -Your employment with the Clef 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 have 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. +Your employment with the Clef 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. diff --git a/Employment Policies/Working Remotely.md b/Employment Policies/Working Remotely.md index b6f72216..0f2f9a87 100644 --- a/Employment Policies/Working Remotely.md +++ b/Employment Policies/Working Remotely.md @@ -2,7 +2,7 @@ As a small team, things move very quickly and decisions are made or reversed as new information helps guide us. This makes it really hard to keep up with company progress for anyone who isn’t in the office participating in all of the conversations that are going on. As a result, we put a high premium on physical colocation, even though this limits the geography that we can recruit from. -Every employee is an important contributors to the decisions we make and the work we do as a team, so we expect full-time employees to be at the Clef office between 45 and 50 hours a week, and to be punctual for team meetings. If employees have a consideration which requires them to be out of the office, they should get approval from the founder they report to as far in advance as possible, and at least a full day before the absence. +Every employee is an important contributor to the decisions we make and the work we do as a team, so we expect full-time employees to be at the Clef office between 45 and 50 hours a week, and to be punctual for team meetings. If employees have a consideration which requires them to be out of the office, they should get approval from the founder they report to as far in advance as possible, and at least a full day before the absence. Employees with chronic or terminal illnesses should talk with the founder they report to about their needs for remote work, flexible time, and other support. diff --git a/Operations Documents/Sourcing Candidates.md b/Operations Documents/Sourcing Candidates.md index 22ab6a76..a9403c4f 100644 --- a/Operations Documents/Sourcing Candidates.md +++ b/Operations Documents/Sourcing Candidates.md @@ -8,7 +8,7 @@ Referrals from people who already work at Clef are one of the best signals we ca 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 incentives. Open positions should be posted on getclef.com/about and also in the #hiring channel so that everyone sees who we’re trying to hire. We’ll host a company lunch with food on the second Tuesday of every month where we talk about which positions are open and go through everyone’s 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. -**We also offer a $5,000 referral bonus for any new hire that comes from an employee referral to help align company incentives with individual incentives. **All employees (except the founders) are eligible for the referral bonus. The referral date can’t be earlier than the date the job is posted and the hiring of the referred employee has to happen within 180 days (six months) of the initial referral. The referral must represent the candidate’s first contact with Clef, and only the first employee to refer a candidate can get the bonus. The referrer should send the candidate’s information to Brennen, should make an introduction to the candidate, and should expect to be engaged during the recruiting and interview process. The referring employee must still be employed by Clef during the hired candidate’s first 30 days of employment, and will be paid within 90 days of the referred employee’s first day. Any disputes or interpretations of this program should be sent to Brennen. +**We also offer a [$5,000 referral bonus](https://github.com/clef/handbook/blob/master/Benefits%20and%20Perks/Referral%20Bonuses.md) for any new hire that comes from an employee referral to help align company incentives with individual incentives.** All employees (except the founders) are eligible for the referral bonus. The referral date can’t be earlier than the date the job is posted and the hiring of the referred employee has to happen within 180 days (six months) of the initial referral. The referral must represent the candidate’s first contact with Clef, and only the first employee to refer a candidate can get the bonus. The referrer should send the candidate’s information to B, should make an introduction to the candidate, and should expect to be engaged during the recruiting and interview process. The referring employee must still be employed by Clef during the hired candidate’s first 30 days of employment, and will be paid within 90 days of the referred employee’s first day. Any disputes or interpretations of this program should be sent to B. **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.