--- title: "The Anedot Employee Handbook" author: "" url: "https://books.anedot.com/2/handbook" --- # Getting Started at Anedot Getting started at Anedot is an exciting adventure, a number of big tasks, learning the details of your new job, meeting new coworkers—all while working remotely. Your teammates, your manager, and People Team are here to help as you navigate your first few days and weeks. ## Your First Few Days Before you start, the People team will order you a new computer with specs while keeping in mind the demands of your work. A day or two before you start, your manager will email you instructions for your first day. Your manager will be your point of contact for your early projects and activities. All of the accounts and services you need to work at Anedot (or Sub) should automatically provision through Okta. On your first day, you’ll go through Day One Orientation with Judy then get released to your team. During your first week, Judy will setup additional orientation training for you with leaders from each department: Customer Experience, Engineering, Marketing, and People Ops. She'll also provide a doc with helpful links, information on team members, and more. To keep everyone’s devices safe and secure, we manage security on our devices using Apple Business Manager. You can expect to meet with at least a few people during week one! * **Your Manager**. You and your manager will meet on your first day to sort out a recurring 1:1 schedule and to review your specific onboarding expectations. * **Your team**. Most teams have a weekly call which you’ll join your first week. * **Judy**. Judy has been at Anedot for a while and can point you in the right direction when you have a question and don’t quite know where to turn. Think of her as your Anedot Buddy. She’ll introduce herself again on your first day to say hi and offer her help. She’ll also check in with you periodically throughout your first couple months to see how you’re settling in. She'll walk you through benefits, compensation, and policies. (Judy is not AI.) After your environment has been set up, expectations are clear, and you’ve met a number of team members, you’ll get to work! You’ll begin working on real projects, with plenty of support and guidance, within your first week. Your responsibilities and impact will increase as you learn and gain confidence over the next few months, and most people are up to speed and feeling fully part of the team in about 3 months. # Benefits & Perks ## Major Benefits Summary | **Paid Time Off (PTO)** | Days | |---|:---| | PTO | 20 (+5 after 5 years)| | Holidays | 9 | | Floating Holidays | 6 | | **TOTAL PTO PER YEAR** | **35 Days** | _Note: PTO and Floating Holidays are pro-rated during first year determined by hire date._ | **Health and Wellness** | Amount | |---|---:| | Health (up to $1,000) | $500 | | Wellness | $350 | | Internet | $100 | | 401k match | up to 4% of salary | | **TOTAL PER MONTH** | **$950** | _Note: Wellness includes Fitness, Wellness, Community Supported Agriculture, and Learning Allowances. Wellness and Internet are paid as compensation and are not tracked by the company._ ## Health Benefit All employees receive monthly allowance depending on a combination of Status and Age. | **Status** | Up to per month - Amount | |---------------|-------:| | Individual | $500 | | +1 Dependent | $750 | | +2 Dependents | $1,000 | Anedot offers team members two options for receiving Health Benefits. Anedot does not offer group health insurance. ### Coverage Option 1 — ICHRA through PeopleKeep PeopleKeep Health helps us offer an Individual Coverage Health Reimbursement Arrangement (ICHRA) that allows us to reimburse employees, tax-free, for insurance plans purchased on the individual marketplace. PeopleKeep Health is equipped with tools to help you shop the right plan for you. Check out PeopleKeep Health's Window Shopping Tool to preview a list of **approved plans** and costs in your area. Other plans may be approved through the Self-Enroll option. Enrollment in a spouse's employer sponsored group plan, Medishare and other non-traditional insurance coverage options are considered **not approved** plans — other criteria may apply. These allowances cover insurance premiums + medical expenses up to the allocated amount. ### Coverage Option 2: Anedot's Standard Health Perk If you choose to enroll in a plan that's considered "Not Approved" through PeopleKeep Health or if you'd simply rather opt-out of traditional insurance programs, you might elect to use Anedot's standard Health Perk versus the option through PeopleKeep. To enroll in the Standard Health Perk instead of ICHRA, [login to PeopleKeep](https://app.peoplekeep.com/login) and opt-out / waive coverage, the perk will be added to your paychecks based on your status. _Please note: Anedot's standard Health Perk will be included as taxable income on employee paychecks._ ## Retirement Plan (401k) We believe in you and want to invest in your retirement. Our retirement plan for US employees is with [Guideline](https://www.guideline.com/). Anedot provides a 100% contribution match up to 4% of your salary. You're eligible to enroll in the 401K plan after your 6th paycheck (~90 days). Both Traditional and Roth options are available through Guideline. ## Paid Time Off Anedot offers 20 days of vacation and personal days plus 9 company holidays every year and 6 floating holidays. We ask that you track your time off using Gusto. Your vacation time is prorated based on your start date during your first year at Anedot. Your vacation time rolls over year to year with a maximum bank of 25 days at any time (30 after 5 years). If you are terminated or resign from Anedot with vacation days in your bank, we do not pay for unused days (prorated at the time of your departure). Unused holidays are not paid upon termination or resignation. * After your 5th Anniversary, you received another 5 additional days, for a total of 25 PTO days annually. * Beyond 10 years of service, additional perks and benefits may be available. _Note: Additional PTO days in your 5th anniversary year are prorated based on your anniversary date._ **PTO Rollover and & Maximum Accrual**: Your unused PTO rolls over year to year, with a maximum carryover balance of 5 days. Any PTO in excess of the maximum will be forfeited at the end of the year. **Unpaid Time Off**: If you take additional time beyond your available PTO balance, it will be unpaid and deducted from your final paycheck of the year. At this time, the only way to request unpaid time off is through Gusto as a normal PTO request. It is your responsibility to track your unpaid time - not your manager's. **PTO Payout Upon Leaving Anedot**: If you leave Anedot for any reason with unused PTO, we do not pay out the monetary equivalent for those unused days (based on your regular rate of pay) unless required by law. We do not pay for unused Holidays, Floating Holidays, Family Leave, Bereavement Leave, Jury Duty or any other non-PTO days. ### Holidays Anedot provides the team with 15 holidays per year: 9 company holidays and 6 "floating holidays." #### Company Holidays The company is closed during designated days each year. Check Gusto for a list of each year's holidays. 1. New Year's Day (January 1st) 2. Good Friday (two days before Easter Sunday) 3. Memorial Day (last Monday of May) 4. Independence Day (July 4th) 5. Labor Day (first monday in September) 6. Thanksgiving Day (fourth Thursday of November) 7. Day after Thanksgiving 8. Christmas Eve (December 24th) 9. Christmas Day (December 25th) We do not observe holidays that fall on a weekend in a given year. #### Floating Holidays Pick your own 6 "Floating Holidays" to celebrate other events throughout the year (e.g. birthdays, anniversaries, extra days around Christmas, etc.). Floating Holidays are submitted via Gusto similar to regular PTO. Please choose Floating Holiday when submitting your request for manager approval! Floating holidays are prorated in your first year based upon start date. ### Scheduling Time Off Please coordinate with your manager and submit PTO requests through Gusto as soon as you know you need to take time off so that we can adequately plan and prepare as a team. Be mindful of certain days and times throughout the year such as days leading up to end of quarter, elections, and product launches. Please also take note of upcoming Work Trips before scheduling time out of the office. When scheduling time off, please be sure to select the proper type of PTO. ## Family Leave We value family and recognize that adjusting to the demands of parenthood is demanding emotionally, physically, and financially. You are eligible for Family Leave once you have worked for Anedot full-time for 12 months. ### Primary Caregiver Leave Employees who serve as the primary caregiver for a newborn or newly adopted child (up to age 2) are eligible for up to 8 weeks of paid leave (100% salary), with the option to take an additional 8 weeks of unpaid leave. **Primary Caregiver**: The parent or legal guardian with primary, day-to-day responsibility for the child's care, including feeding, bathing, medical appointments, and supervision. This role is generally assumed by the parent/guardian taking the majority of parental leave from employment. ### Secondary Caregiver Leave Employees who serve as the secondary caregiver for a newborn or newly adopted child (up to age 2) are eligible for up to 4 weeks of paid leave (100% salary), with the option to take an additional 8 weeks of unpaid leave. **Secondary Caregiver**: The parent or legal guardian who supports caregiving but does not have primary daily responsibility. Typically, the secondary caregiver is the parent/guardian whose partner/spouse is assuming the primary caregiving role or taking extended leave. ## Bereavement Leave When you lose a loved one, you can take paid time off from work for bereavement, making arrangements, settling family affairs, and attending the funeral or memorial service. Let your manager know your plans as soon as you can so they can arrange for your absence. Full-time employees can take up to **three paid days off** (not counted against their PTO balance) to attend the funeral and other activities related to the death(s) of members of their immediate family. Time off in excess of three days may be charged to PTO or as time off without pay, if PTO is not available. "_Immediate family_" is defined as: * The employee's spouse or fiancé * The employee's children (including step-children) * The employee's siblings (including step-siblings) * The employee's parents (including step-parents) * The employee's grandparents * The employee's spouse's parents (but not grandparents) _If you attend the funeral for anyone other than immediate family, you may use PTO or time off without pay, if PTO is not available._ ## Jury Duty For full-time exempt employees who are absent from work on account of jury duty or for the purpose of testifying in official proceedings, Anedot will grant you leave that will not count against your PTO balance. You may keep any fees paid as compensation by the court. ## Unpaid Leave There may be times when it becomes necessary for you to request an unpaid leave of absence. The purpose of the leave of absence program is to protect your service record during periods when you are authorized to be absent from work. ### Military Leave All employees required to go into military service for up to 6 months will be treated as though on leave of absence in accordance with federal law. Nothing in this provision is intended to restrict any rights granted to employees under federal law. ### Medical Leave Medical leave is for a period not to exceed 12 weeks and will be granted when an employee is disabled from working for medical reasons. To be granted medical leave of absence, you must submit a statement from your physician setting forth the nature and extent of the disability, and the date of expected return to work. ## Travel Stipends **Goal:** To allow our team to gather together for collaboration and team building We trust our team to spend money wisely. While travel expenses are not common at Anedot, they will likely occur for our semi-yearly gatherings. Reimbursements for travel expenses will be granted as a stipend based on the employee's home office location and the site of the work-related event. Broadly speaking, Anedot follows the U.S. General Services Administration Guidelines: * Per Diem Rates * Mileage **Important notes:** * Anedot does not pay for alcohol * Submit receipts through Gusto within 30 days of purchase * Granted as a tax-free reimbursement # How We Work ## Organizational Philosophy ### We Are a Team of Player-Coaches Every person here is expected to be in the work — not above it. Leaders build alongside their teams. Experts develop the people around them. There is no class of people whose job is to manage information up and down a chain. We trust each other with context and expect each other to act on it. A player-coach builds. A player-coach develops. A player-coach owns outcomes — not just responsibilities. ### Ownership Lives With a DRI Every meaningful initiative, problem, or opportunity has a single Directly Responsible Individual (DRI). Not a committee. Not a shared accountability. One person who owns the outcome, has the authority to act, and is accountable for the result. DRIs are assigned to outcomes, not permanently to roles. The best person for the problem owns the problem — regardless of title. ### Three Roles. No Bureaucracy. | Role | What They Do | |------|-------------| | Individual Contributor (IC) | Deep specialist; builds and operates within a capability domain | | DRI | Owns a specific cross-cutting outcome with full authority to act | | Player-Coach | Builds alongside the team; develops craft and people without leaving the work | Most people here are all three at different moments. ### Information Belongs to Everyone We are remote-first. Every decision, priority, blocker, and outcome lives as a written artifact — not in someone's head, not in a meeting that wasn't recorded. The goal is a company where anyone can understand what's happening, what matters, and why — without asking a manager. Hierarchy exists to route information. We route information through systems and trust. That's our competitive advantage. ### Speed Is the Output Flat structure, clear ownership, and shared context exist for one reason: speed. The fastest company wins. Layers slow decisions. Ambiguity slows decisions. We remove both. If something is blocked, the DRI unblocks it. If something is unclear, we write it down. If something is broken, the person closest to it fixes it. ### What We Believe - Titles describe domains, not authority - The best idea wins regardless of who has it - Ownership is a privilege — protect it by being accountable ## Remotely Anedot is a fully distributed company. Our team works from every US timezone. We don't care where employees choose to live and work, just that they're here to do great work on exceptional products, alongside a world-class team. We've been remote from the beginning. You can work from anywhere, but please be sure to give People Ops a heads up before you move — especially across state borders. It may affect you or the company's tax situation. Typically we allow team members to move wherever they want but we have an employee pay new registration fees and commit to a year there if it's a new place for us. ## Cycles and Cooldown We work in 6-week cycles followed by a 2-week cooldown at Anedot. This fixed cadence gives us an internal sense of urgency, keeps projects from ballooning, and provides a regular interval to decide what we're working on next. Our cycle structure is particularly important for the product teams, since they approach feature and product development with scope and budget in mind up front. For more on this, all employees are encouraged to read [Shape Up](https://basecamp.com/shapeup/0.3-chapter-01#six-week-cycles) by Ryan Singer and check out [ShapeUp for Anedot (internal)](https://www.figma.com/slides/5fbZpKTSaWg2XW3bMUdZFY/ShapeUp-for-Anedot?node-id=4-317&t=MZXZLbRCUWlBMr4m-1). All teams generally follow this cadence, with flexibility depending on the work. During the two-week cooldown, product teams address bugs and technical debt, everyone writes up what they've worked on, and teams decide what to tackle in the next cycle. We try to avoid extending big-batch projects into cooldown, but it happens occasionally. ## Communication Since we work asynchronously and remotely, it's important to [radiate information](https://dev.37signals.com/the-radiating-programmer/) about what we're working on. We do this through several regular touchpoints: - **Cycle kickoffs** — at the start of each 6-week cycle, teams share what they're building and why - **Heartbeats** — mid-cycle written updates so everyone can see progress and blockers - **Written updates** — decisions, priorities, and outcomes are documented as artifacts, not trapped in meetings - **All Hands** — at the end of every cycle, the whole company gathers to hear about product development, business operations, new hires, and anything else worth sharing The default is to write it down. If it's not written, it didn't happen. ## Asynchronously Most work at Anedot shouldn't require constant real-time communication. Post a message, a todo, or a document about what you need — then let others respond on their schedule during the natural lulls of the day, rather than interrupting their flow. There will be times when you need to collaborate in real time. We have Slack, video calls, screen-sharing, and in-person collaboration for when async isn't efficient. But those should be the exception, not the default. ## Managers of One We rely on everyone at Anedot to do a lot of self-management. People who do this well are [managers of one](https://signalvnoise.com/posts/1430-hire-managers-of-one), and we expect everyone to embody this principle. That means setting your own direction when one isn't given, determining what needs to be done, and doing it — without waiting for someone to tell you to. A manager of one will spend their time well when left to their own devices. There's always more work to be done, always more initiatives to kick off, and always more improvement to be had. ## Balanced We generally find most people stick to a 40-hour work week. Our 6-week cycle rhythm is designed to support this — focused, intense work during the cycle, then a natural exhale during cooldown. Keeping our hours limited forces us to prioritize the work that really matters. A healthy amount of sleep and a rich and rewarding life outside of work should not be squandered for a few more hours at work. There are occasions when teams or individuals work off-hours for on-call, maintenance, or emergencies. Use your discretion to take time to make up for any additional hours you put in during the week. # Making a Career ## Your First Year at Anedot Congratulations! You're part of the team! In your first few weeks, you'll get aligned with your manager and team on approach and expectations. You'll get up and running, doing real work. It's our responsibility to give you opportunities to demonstrate your skills and fit for the job. This includes your technical expertise, your engagement with coworkers, and your ability to take feedback and adapt to Anedot culture. Similarly, it's on you to take advantage of opportunities and to show that you're capable of meeting the team standards. When you start, you'll receive an outline of expectations. Those standards will be clear and attainable, and your manager will give you frequent, candid feedback on how you're doing meeting them, as you go. During your first 100 days, we'll schedule a review around 45-day and 100-day marks. On occasion, despite our collective best efforts, it's not a fit. We don't do full-scale performance improvement plans during the first year. So if during that time it starts looking like your long-term employment won't work out, we will let you know early and why. By the time you've reached your 1st anniversary with the company, we expect to be as excited about working with you as we were on day one. Likewise you should consider if you feel the same about having joined the team. When both of those answers are "absolutely yes!", you'll move into a less frequent performance review cycle. Just once a year, around your anniversary of joining the company. Your first year with Anedot should confirm what we learned in the hiring phase — you're well suited for this job, and you're invigorated by the work to be done. Just put in your best effort, make sure you reach out if things aren't feeling right, embrace the feedback you get from your manager and team, and openly share your feedback with them! ## "There is No Ladder" At Anedot, growth doesn't follow a traditional corporate ladder. There really is only one track: learning and personal growth. We value people who are curious, self-directed, and constantly improving at their craft. We invest in people who take ownership of their own development. If you're waiting to be told what to learn next, you're probably not going to thrive here. But if you're the kind of person who seeks out challenges and grows through them, you'll find plenty of room to do exactly that. ## Add Value to Grow at Anedot Everyday we strive to grow together while improving as individuals along the way. The growth opportunities along each pathway look slightly different from team to team, but the idea is the same: there is an opportunity for *everyone* at Anedot to grow. We've created five primary contribution roles (PCRs) to help illustrate growth at Anedot. You'll notice that we expect all roles to have a blend of vision, strategy, planning, and execution. The difference in expectation is the scope. > "If you don't know where you are going, you'll end up somewhere else." *— Yogi Berra* | Track | Scope | Vision | Strategy | Planning | Execution | |:---:|:---:|:---:|:---:|:---:|:---:| | IC | Individual | ✓ | ✓ | ✓ | ✓ | | Manager | Unit | ✓ | ✓ | ✓ | ✓ | | Director | Team | ✓ | ✓ | ✓ | ✓ | | VP | Org | ✓ | ✓ | ✓ | ✓ | | CEO | Company | ✓ | ✓ | ✓ | ✓ | Note: These career growth tracks describe increasing scope of responsibility. They are distinct from the three operational roles described in our Organizational Philosophy (IC, DRI, Player-Coach) — which describe how people work day-to-day. Most people occupy both a growth track and one or more operational roles simultaneously. For more on how DRIs and player-coaches work in practice, see the Organizational Philosophy section in How We Work. ## Compensation Philosophy At Anedot, **Titles** ≠ **Progression** ≠ **Increased Compensation**. Increasing Value = Increasing Compensation. ### How We Determine Pay Progression is based on value-add. We believe in compensating team members fairly based on the value they bring to the organization, not simply based on title or tenure. Compensation reviews happen continuously through our Radical Honesty approach. Rather than waiting for annual reviews, managers are empowered to recognize exceptional performance and advocate for compensation adjustments as team members demonstrate increased value. ### Equity and Fairness We strive to maintain internal equity while also recognizing individual contributions. Compensation decisions take into account: - The scope and complexity of the role - Individual performance and impact - Market rates for similar positions - Budget constraints and company performance ## Radical Honesty At Anedot, we believe in Radical Honesty and open, continuous feedback **at all levels of the company**. That's why we operate with an Open Door and avoid "red tape". We're not about annual performance reviews—if we're waiting to address something, then it's probably too late. - Exceptional performance should be recognized and celebrated when it happens, as it happens - Poor performance should be addressed in-the-moment with appropriate coaching that focuses on team member development Radical honesty means saying the hard thing with respect, not avoiding it to be polite. It builds trust faster than anything else we've found. ## Embracing Change We're a professional team and because of that we understand that the needs of the team are going to change. There are a number of departments at Anedot. Sometimes a team member may wish to change roles and we do our best to support these opportunities, but it's all based on company need. *"Change is the law of life. And those who look only to the past or present are certain to miss the future."* – John F. Kennedy ## Mastery & Titles Advancing your career at Anedot doesn't mean giving up on your craft. No matter your role, you can become better at the work itself and level up that way. This is especially important since we're a relatively small company with minimal layers of management. Within each of our job functions, we've mapped our trajectory of mastery to five different levels. That title structure is shared amongst all departments, but the particulars of what characterizes one level from another will of course be different. Note: not all departments hire Junior or Mid-level roles. - Junior (L1) - Mid-level (L2) - Senior (L3) - Lead (L4) - Principal (L5) Mastery and internal leveling are assessed and determined during hiring. If you're hired at a level below Senior, you should work towards developing Senior level skills. Juniors should achieve Senior in 4 years (2 to Mid-level, 2 to Senior), and Mid-level contributors should achieve Senior in 2 years. When everyone is able to follow that trajectory, we create healthy, high-performing teams where everyone can trust each other to run at similar speeds. When people aren't able to level up within the above timeframes, after ample opportunities to do so, we usually determine that to be a bad long-term fit and we'll decide to part ways. Once you reach Senior, there is no expectation of further progression to Lead or Principal. In fact, most people will not achieve the Principal title! We see that level as reserved for people whose innovative work creates a resounding impact across the organization and even the industry. Those who do end up progressing all the way through our path usually have worked at Anedot for a decade or more. The proficiencies expected of all of our major teams by level are being documented and we'll provide links to everyone once updated. ## Performance Reviews You'll meet with your manager for formal performance reviews. When you're new to Anedot, you'll meet at the 45 day and 100 day, 6-month, and 1-year marks. Then you'll meet once a year, around your anniversary with the company. Your manager will share performance expectations for your role when you start, and they'll keep you apprised of any changes to expectations should they evolve. Managers are expected to document performance review outcomes and any action items or deadlines that come out of the meetings. ## Performance Improvement Plans If your work performance is not meeting expectations, you may be put on a Performance Improvement Plan (PIP). We only initiate PIPs if your manager's concern is correctable in the short term. We do not initiate PIPs for fundamental performance issues that relate to your core job skills. If you're a Programmer whose coding skills are not at the level they need to be, we'd forego a PIP. However, we may initiate a PIP to help you improve your performance in a coachable skill like project management. ### Gracious Goodbyes Change is normal and we embrace it. That's why we practice **Gracious Goodbyes**. If a team member is asked to leave Anedot, it generally does not reflect on if we like them or if they are talented—it boils down to mutual fit, something we aggressively pursue. If a team member decides to leave Anedot, we ask for two weeks' written notice of the intention to depart. Either way, we are committed to making the transition as smooth as possible. # How We Come Together ## Meet-ups The entire company gathers in person at least once a year, typically twice. Most of the planning is taken care of for you; you just need to book your flights. Lodging, meeting space, agenda, and social outings will be planned and communicated well in advance. There are some scheduled talks at every meet-up, like the All Hands session and peer appreciation. Occasionally, we bring in outside speakers or trainers. Other than that, the meet-up is intentionally loosely structured. Teams huddle for a strategy sessions, groups go out for coffee, or managers meet 1:1s with employees. Meet-ups are typically 3–4 days. The specific schedule varies, but generally includes arrival the evening before, full working days, and travel home after the final session. Everyone should come to every meet-up. ## All Hands At the end of every cycle, we hold an All Hands meeting. Everyone at the company gathers virtually (or in person, at meetups) to hear about product development, business operations, new hires, and anything else that's happened recently that's worth sharing. Our CEO runs the All Hands, but many people across departments may present on topics close to them during these meetings. # Managing Work Devices Everyone receives a new Mac [when they join Anedot](getting-started.md#your-first-few-days). We centrally manage and secure these devices with [Apple Business Manager (ABM)](https://support.apple.com/guide/apple-business-manager/intro-to-apple-business-manager-axm7909096bf/web) which reduces our exposure to security incidents. APM applies a standard configuration to every device (e.g. enable disk encryption, firewall, password rules), and it will ensure the apps have the latest security updates applied. APM also allows us to remotely wipe devices should they be lost, or when an employee leaves the company. This doesn’t mean you are being monitored or tracked! APM is a configuration management system, not a panopticon. ## Access to code and secrets Knowing our devices are safe and secure allows us to entrust our work computers with access to sensitive systems like Vault, and our internal VPN and remote servers. This means installing the VPN, checking out Anedot code, and storing secrets must only be done on a managed work device, not a personal device. Please do not keep any personal data on your Anedot-issued laptop. You should maintain a separate, personally-owned machine if you need a home computer. The company reserves the right to and may be required to confiscate your laptop or its data at any point. ## Mobile devices, Windows and Linux Devices running Android, iOS/iPadOS, Windows or Linux are currently unmanaged. It’s fine to install our web apps on these devices to access work projects and email, but since they’re unmanaged – and therefore ‘untrusted’ – it’s not okay to store Anedot code or secrets on them. If you're coding or accessing secure systems, you should be doing so on a APM-managed Mac. # Our Internal Systems ## Our Approach We believe in giving people the tools and access they need to do great work. Our systems are designed for transparency, simplicity, and trust. ## Okta We use Okta as our Identity Management System. It is used to manage user identities, authentication, and access to various internal and external systems. ## Google Workspace **Slack:** Our primary communication tool for day-to-day collaboration - Use Slack for quick questions, updates, and team discussions - Set your status to indicate availability - Use "Out of Office" when you're unavailable **Email:** For more formal communication and external correspondence **Other Tools:** We also use Calendar, Drive (Docs, Sheets, Slides, etc.) ## 1Password We use 1Password for other passwords and secrets that aren't contained in Okta or use Google for signin. ## Figma We use Figma for design, charts, and presentations. # A Note About Moonlighting Moonlighting means working other professional, paid jobs outside of your work at Anedot. It’s not a black and white topic. There are one-time gigs, other pursuits, or opportunities that help you grow and make life interesting. We want to support that. But we want to make sure professional endeavors outside of Anedot don’t create conflicts of interest or affect your time, dedication, or performance at Anedot. So it’s a delicate balance. With that in mind, here are some examples of what we’d consider OK and what we would consider a conflict of interest and not OK: ## OK 1. An occasional side gig, free or paid, for someone you know. For example, if you want to work on a friend’s website, or a design or writing project for something you’re involved with, that’s fine. 2. An occasional speaking gig, free or paid. Someone’s going to pay you to give a talk somewhere? That’s fine as long as it doesn’t involve multiple days off for travel (unless you use your own personal vacation time against this travel time). 3. A side business that’s different from your day job, as long as the commitment is only a few hours a week. If you come to work exhausted because you’re trying to start a full-time business on the side, it’s going to impact your performance here. 4. Serve as an advisor for another company, or be on a board, as long as there’s no conflict of interest. The time commitment must be under a few hours a month. And if there’s a scheduling conflict, Anedot gets priority. 5. Do volunteer or occasional pro-bono work for a cause you’re actively involved with. A little work here and there is fine, but, for example, becoming an organization’s full-time web designer and being on the hook to work during your standard work day, etc, would not be OK. ## Not OK 1. You can’t work full time or part time for another company in our industry. If you’re unclear about what our industry is, and you have a specific situation you’d like to talk about, ping Paul. 2. Go out on a regular speaking circuit tour which is going to require multiple days of travel multiple times a year. That’s too disruptive to our own work schedule and to your fellow teammates. 3. Consult for other companies in our industry where there may be a conflict of interest (a competitor, a product tangentially related to Anedot, etc). 4. Be aggressive in marketing your availability for side work. If something comes to you through a friend or some connection, fine, but promoting something on the side will ultimately result in a conflict of interest here at work. 5. Take on anything outside of work that’ll pull attention from work. For example, if you wanted to launch an app, but the app requires providing timely customer support to people who use the app, that’s going to eat into your day here at work. That would ultimately be a problem. ## In general Here are a few guiding principles about whether something could be a problem: * Is it competitive? * Does it occupy a disproportionate amount of your time? * Does it require you to be away during times when you’re needed at work? * Is it another paid gig that employs the same skills Anedot is paying you for? In general, we’d like to be lenient within reason, but we’re going to be strict if we see it impact your time, attention, or performance here at work. It’s hard to come up with one-size fits all rules. If you’re in doubt, please reach out to your manager. # Anedot Code of Conduct We expect all active Anedot employees and contractors to: * Assume good intentions. Approach work relationships defaulting to trust and positivity. * Work "in the open" and be open to teaching and learning from others. * Be respectful and empathetic, especially when it comes to differing viewpoints and experiences. * Gracefully accept constructive criticism and direct feedback, and offer feedback in the same spirit. We expect Anedot to be a healthy place for all staff. Anedot prohibits all forms of discrimination and harassment. If you experience or witness something that violates our Code of Conduct, please report it to your manager or to your People Ops team via email or chat. All reports will be reviewed and investigated, and your confidentiality will be as protected as possible during the investigation. If an employee is found to have violated our Code of Conduct, it will be permanently documented in their personnel file. Depending on the severity of the offense and the findings of the investigation, additional responses may include mandatory training, a formal reprimand, or termination. The reactive measures taken will be shared with the reporting employee when possible. In extreme circumstances, you can [report an incident anonymously](https://forms.gle/NjAx5y8Ca3R6VN4GA). Anonymous complaints should be reserved for incidents in which you fear for your safety. Anedot prohibits retaliation against any Anedot employee who participates in a Code of Conduct report or investigation. If you believe you are being retaliated against, please contact the People Ops team. *An important note*: Most interpersonal conflicts do not rise to the level of a Code of Conduct report. If you find a colleague rude or difficult to work with, you should address that with your manager or better yet with that colleague directly. Code of Conduct reports are reserved for serious transgressions — illegal or egregiously unethical behavior. ## Politics at work We respect everyone’s right to participate in political expression and activism, but we avoid having political debates on our internal communication systems. Anedot as a company also does not weigh in on politics publicly, outside of topics directly related to our business. You should be at peace with both of these stances. ## Some Definitions & Resources * [Discrimination](https://www.eeoc.gov/equal-employment-opportunity-laws) * [Harassment](https://www.eeoc.gov/harassment) * [Sexual Harassment](https://www.eeoc.gov/sexual-harassment) * [Retaliation](https://www.eeoc.gov/retaliation) The Anedot Code of Conduct is not meant to be a replacement for your EEO rights. You can pursue charges through Anedot channels and through EEOC channels simultaneously. Visit the [EEOC website](https://www.eeoc.gov/how-file-charge-employment-discrimination) for more information about your employee rights. ## Legal Compliance We are committed to complying with all applicable federal, state, and local laws and regulations, including equal employment opportunity, wage and hour, family and medical leave, workplace safety, and data protection laws. This handbook is for informational purposes and doesn't create an employment contract. Policies may change; refer to your employment agreement for legal terms. Additional employment terms including at-will status, confidentiality, IP assignment, and other legal provisions are covered in your signed employment agreement. For questions about legal policies or compliance requirements, contact your manager or the People Ops team.