Modeled on https://about.gitlab.com/handbook/anti-harassment/
Everyone at Meltano has a responsibility to prevent and stop harassment. Working remotely means that the majority of our interactions are by video call or written communication, such as email or shared documents. No matter the method of communication, it is expected that everyone will contribute to an inclusive and collaborative working environment and respect each other at all times. Team member behavior is not limited to internal interactions with each other. Our Anti-harassment policy applies to Meltano team members’ interaction with customers, vendors and community members. Should you become aware of or witness any form of harassment or behavior that violates this policy or our company values, please report the incident directly to the Head of Operations or the CEO immediately for thorough investigation.
Meltano is an all-remote start-up that has a global fully distributed team. We strive to ensure our team is fully aligned with Meltano’s no tolerance harassment policy despite their location. We want everyone to feel confident and comfortable communicating concerns. Meltano respects, appreciates, understands and supports every aspect of diversity. We aim to continuously foster a globally aware team.
This policy applies to all team members of Meltano, in all locations, whether contractor or employee. There are local labor laws in every country and in the case of the United States, state laws, that must be followed when handling, reporting and investigating incidents of harassment. The Head of Operations and CEO, along with legal counsel, if required, in each of those jurisdictions will be called upon to ensure compliance and that the appropriate legal processes and procedures are followed. All individual contributors, managers, and leaders will be subject to disciplinary action, up to and including termination, for any act of harassment they commit.
The following are considered forms of harassment and will not be tolerated by Meltano:
Sexual harassment is considered unwelcome conduct of a sexual nature that is sufficiently persistent or offensive enough to interfere with the receiver’s job performance or create an intimidating, hostile or offensive working environment.
Sexual harassment encompasses a wide range of conduct. Examples of misconduct include, but may not be limited to, the following actions:
Sexual harassment is unlawful and is considered a form of team member misconduct. Sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue. Any retaliation against an individual who complains of sexual harassment or who testifies or assists in any proceeding under the law is unlawful.
Having a diverse workforce, made up of team members who bring a wide variety of skills, abilities, experiences and perspectives, is essential to our success. We are committed to the principles of equal opportunity, inclusion, and respect. All employment-related decisions must be based on company needs, job requirements, and individual qualifications. Always take full advantage of what our team members have to offer; listen and be inclusive.
We do not tolerate discrimination against anyone, including team members, customers, business partners, or other stakeholders. Any form of discrimination towards an individual is strictly prohibited, including:
Report suspected discrimination right away and never retaliate against anyone who raises a good faith belief that unlawful discrimination has occurred.
If you believe you have been discriminated against or witnessed discriminatory practices, please contact the Head of Operations to initiate an investigation into the behavior.
Meltano does not tolerate violent acts or threats of violence. The company will not tolerate fighting, bullying, coercion, or use of abusive or threatening words directed to, about, or against a co-worker, manager, executive, candidate, client/customer, vendor, contributor, or any other person. No individual employed by Meltano should commit or threaten to commit any violent act or discuss committing such offenses, even in a joking manner.
Retaliation of any sort for filing a claim of harassment will not be tolerated. If you believe you have been retaliated against, please contact the Head of Operations to initiate an investigation.
If someone messes up, people are encouraged to speak up publicly and within the moment, in order to let that person and others know that what happened was not inclusive behavior.
This makes for a situation from which all parties can learn, and is one which promotes understanding. Additionally it makes it possible for that person to de-escalate the situation by correcting themselves and apologizing.
This does not ensure there will be no consequences. However, it will greatly reduce the chance of escalation and has the potential to help a situation become comfortable and inclusive again.
If a threat is made against you or someone else that makes you or another team member question their safety due to an issue, pull request, email or other work related matters do not hesitate to initiate the following process:
If managers become aware of misconduct, they must deal with any allegations expeditiously, seriously, confidentially, and fairly, whether or not there has been a written or formal complaint made to the Head of Operations. Informed managers are expected to:
Managers who knowingly allow or tolerate any form of harassment or retaliation, including the failure to immediately report such misconduct to the Head of Operations or the CEO, are in violation of this policy and subject to disciplinary action, including termination.
All employees have the responsibility to help create and maintain a work environment free of bullying and harassment and can help by:
The Head of Operations and the CEO are responsible for:
All individual team members, managers, and leaders will be subject to disciplinary action, up to and including termination, for any act of harassment they commit. Although disciplinary action will be specific to each case, it can generally be classified into 4 levels:
First time occurrences of inappropriate behavior. An act out of character. After formal investigation, coworkers still feel comfortable working with the offender.
Recurring socially inappropriate behavior.
Major infraction, including retaliation, or recurring socially inappropriate behavior after a written admonition.
Serious cases, including any criminal offense.