Workplace Policy

This policy applies to SICKR employees, contractors, advisors, and other workers when they perform work for SICKR, participate in company meetings or events, use company systems, or represent SICKR in professional settings.

SICKR is committed to equal employment opportunity. Employment decisions are based on qualifications, merit, business needs, and job-related criteria. We do not tolerate discrimination based on protected characteristics under applicable law.

SICKR expects a workplace free from harassment, bullying, intimidation, retaliation, and abusive conduct. Professional disagreement is part of engineering work; personal attacks, discriminatory remarks, threats, or repeated disruptive behavior are not acceptable.

• Communicate with respect in meetings, chat, code review, tickets, documents, and customer interactions.
• Report concerns promptly through a manager, People Operations, or the legal contact form.
• Do not retaliate against anyone who raises a good-faith concern or participates in an investigation.

SICKR will provide reasonable accommodations for disabilities, pregnancy-related needs, religious practices, and other protected needs where required by law and where the accommodation does not create undue hardship. Workers should request accommodations through their manager, People Operations, or the legal contact form.

Remote and hybrid work are normal parts of SICKR's operating model. Workers are expected to maintain reliable communication, attend required meetings, protect company and customer information, and keep a work environment suitable for focused professional work.

• Use company-approved tools for work communication and records.
• Keep calendars, availability, and handoffs current enough for collaborators to plan around them.
• Coordinate travel, office attendance, or in-person events with the relevant team lead.
• Follow local employment, tax, safety, and eligibility requirements for the location where work is performed.

Teams should agree on working norms that support customer needs, collaboration, and healthy execution. Nonexempt workers must accurately record time where required and should not work unapproved overtime. Leave, holidays, sick time, and time off are administered according to the applicable plan, agreement, and law.

SICKR expects clear goals, direct feedback, and accountability for outcomes. Managers should provide regular context on priorities and performance expectations. Workers are expected to raise blockers early, document material decisions, and participate in review and improvement processes in good faith.

Everyone working with SICKR systems is responsible for protecting company, customer, candidate, and worker data. Follow the Security, Privacy, Acceptable Use, and AI-Agent Policy pages.

• Use approved accounts, devices, and access methods for company work.
• Protect credentials, customer data, source code, business records, and non-public information.
• Report suspected security incidents, lost devices, or accidental disclosures promptly.
• Do not put secrets, regulated data, or confidential information into unauthorized tools or prompts.

AI tools may support SICKR work when used within approved scopes and reviewed appropriately. Workers remain responsible for the accuracy, security, legality, and suitability of the work they submit. Sensitive data, customer content, credentials, or regulated information should only be used with AI tools under approved controls.

Workers should maintain a safe work environment and follow applicable health and safety rules for offices, events, travel, and remote work locations. Emergencies, injuries, threats, or urgent safety concerns should be escalated immediately through the appropriate local emergency channel and then reported to SICKR as soon as practical.

SICKR encourages good-faith reporting of workplace, ethics, security, or legal concerns. Reports will be reviewed as appropriate for the issue, with confidentiality maintained to the extent practical. Retaliation for good-faith reporting or participation in an investigation is prohibited.

For workplace policy questions or concerns, use the legal contact form. For product support, use the support contact form. For security reports, use the security disclosure form.