[{"data":1,"prerenderedAt":935},["ShallowReactive",2],{"handbook-\u002Fhandbook\u002Fpeopleops\u002Forganization":3,"handbook-nav":224},{"id":4,"title":5,"body":6,"description":16,"extension":216,"meta":217,"navigation":219,"path":220,"seo":221,"stem":222,"__hash__":223},"handbook\u002Fhandbook\u002Fpeopleops\u002Forganization.md","PeopleOps policies",{"type":7,"value":8,"toc":193},"minimark",[9,13,17,22,25,28,33,36,40,43,47,50,54,57,61,64,68,71,75,78,82,85,88,92,95,98,102,105,124,127,131,134,137,140,144,153,160,163,166,170,173,177,180,183,186,190],[10,11,5],"h1",{"id":12},"peopleops-policies",[14,15,16],"p",{},"All employees at FlowFuse will find PeopleOps policies in this section of the handbook. Please note that this section of the handbook will be continuously updated to reflect the evolving needs of our organization. As FlowFuse is actively in the process of developing and incorporating additional policies, we encourage you to check back regularly for the latest updates. Your familiarity with these policies ensures that you stay informed and aligned with our company's values and practices.",[18,19,21],"h2",{"id":20},"grievance-procedure","Grievance Procedure",[14,23,24],{},"We're all about making FlowFuse a great place to work for everyone. However, if you ever run into any concerns while you're here, these guidelines are here to help you out in raising a grievance.",[14,26,27],{},"This procedure applies to all employees and contractors regardless of length of service. It does not apply to ad-hoc freelancers.",[29,30,32],"h3",{"id":31},"step-1-informal-resolution","Step 1: Informal Resolution",[14,34,35],{},"Should an employee have a grievance, we encourage them to first attempt an informal resolution by discussing the matter with their immediate manager. If your manager is not aware or if the matter requires escalation, our CEO is available to assist. This step is intended to achieve a swift and amicable resolution.",[29,37,39],{"id":38},"step-2-submitting-grievance-via-email","Step 2: Submitting Grievance via Email",[14,41,42],{},"If the employee is not satisfied with the result of the informal resolution or is hesitant to approach their immediate manager, they can escalate the matter by sending a formal grievance via email to the CEO. The email should comprehensively outline the problem, include pertinent details, and provide any available evidence that support the grievance.",[29,44,46],{"id":45},"step-3-investigation","Step 3: Investigation",[14,48,49],{},"Upon receipt of a formal grievance, the CEO will initiate an unbiased investigation. This might entail conversations with the concerned employee, pertinent witnesses, and a review of relevant documentation.",[29,51,53],{"id":52},"step-4-resolution","Step 4: Resolution",[14,55,56],{},"After the investigation, the CEO will focus on finding a fitting solution. This might include making things right, changing policies, or taking other steps to address the concern. FlowFuse aims to provide a solution within 10 days from when the employee submits their first formal grievance. Please be aware that sometimes, unforeseen circumstances can cause delays in the investigation. However, rest assured that FlowFuse is committed to resolving it as soon as possible.",[29,58,60],{"id":59},"step-5-appeal","Step 5: Appeal",[14,62,63],{},"If the grievance has not been resolved to your satisfaction you may appeal in\nwriting an email to the CEO, stating your full grounds of appeal including any\nadditional information or arguments, within one week of the date on which the\ndecision was sent or given to you.",[29,65,67],{"id":66},"step-6-final-review","Step 6: Final Review",[14,69,70],{},"We'll schedule an appeal meeting, typically within two weeks of receiving your appeal. This meeting will be conducted impartially by someone who was not previously engaged with the case. Following the appeal hearing, we'll provide our final decision, usually within one week. Unfortunately, there won't be any additional opportunity for appeal beyond this point.",[29,72,74],{"id":73},"confidentiality","Confidentiality",[14,76,77],{},"FlowFuse is firmly committed to preserving the confidentiality of all parties involved throughout the grievance process. This commitment holds while conducting a comprehensive investigation and implementing any required corrective actions.",[29,79,81],{"id":80},"non-retaliation","Non-Retaliation",[14,83,84],{},"FlowFuse strictly prohibits any form of retaliation against employees who raise grievances in good faith. Any acts of retaliation will be treated as distinct violations of company policy.",[14,86,87],{},"This Grievance Policy is designed to ensure that employee concerns are treated fairly and promptly. FlowFuse is unwavering in its dedication to fostering an inclusive and respectful workplace and will consistently refine its policies and practices based on feedback and evolving industry standards.",[18,89,91],{"id":90},"underperformance-policy","Underperformance Policy",[14,93,94],{},"The purpose of this policy is to establish a clear and consistent process for\naddressing employee underperformance in a timely and effective manner. This\npolicy is designed to ensure that all employees are aware of FlowFuse's\nexpectations and have the opportunity to improve their performance.",[14,96,97],{},"Addressing underperformance effectively and promptly is crucial for building\na high-performing team and is instrumental to the company's overall success.",[29,99,101],{"id":100},"defining-underperformance","Defining underperformance",[14,103,104],{},"Underperformance is defined as failure to meet the company's expectations for performance, conduct, or attendance. It can manifest in various ways, including, but not limited to:",[106,107,108,112,115,118,121],"ol",{},[109,110,111],"li",{},"Failing to meet job expectations. This encompasses not achieving set goals,\ntargets, or objectives, consistently producing substandard work, or lacking the\nnecessary skills or expertise to perform assigned tasks effectively.",[109,113,114],{},"Inconsistent or unpredictable performance. Fluctuating performance levels,\ndemonstrating occasional bursts of good work followed by periods of subpar\nperformance, or failing to maintain a consistent level of work quality can\nindicate underperformance.",[109,116,117],{},"Negative work attitude or demeanor. A consistently negative attitude,\ndisplaying disinterest or apathy towards work, exhibiting poor teamwork skills,\nor creating a disruptive work environment can be considered underperformance.",[109,119,120],{},"Attendance issues. Excessive absenteeism or tardiness without valid reasons\ncan signal underperformance, as it disrupts workflow and impacts productivity.",[109,122,123],{},"Non-compliance with company policies. Failure to adhere to company policies,\nprocedures, or ethical standards can constitute underperformance, as it\nundermines the company's culture and values.",[14,125,126],{},"It's important to note that underperformance is not limited to a single category;\nit can be a combination of factors that hinder an employee's ability to\ncontribute effectively to the organization.",[29,128,130],{"id":129},"identification-of-underperformance","Identification of Underperformance",[14,132,133],{},"Either the manager or the employee in questions can identify underperformance.\nIdentification is always discussed in the first 1:1 meeting between the manager\nand employee.\nThe manager is tasked with addressing the underperformance, and may\nformulate a plan to remedy the situation. All plans cover at most the next\nfour weeks.",[14,135,136],{},"When the employee self identified underperformance, the manager must create a\nplan for at least the next two weeks.",[14,138,139],{},"All cases of underperformance must be documented by the manager through email to\nthe CEO and CTO with the timespan of a potential plan created by the employee's\nmanager.",[29,141,143],{"id":142},"coaching-plan-for-performance-support","Coaching Plan for Performance Support",[14,145,146,147,152],{},"When additional structure or support is needed to help a team member meet the\nexpectations of their role, the manager may create a ",[148,149,151],"a",{"href":150},"\u002Fhandbook\u002Fpeopleops\u002Fcoaching-plans\u002F","Coaching Plan"," in partnership\nwith the employee.",[14,154,155,159],{},[156,157,158],"strong",{},"A Coaching Plan is a genuine investment by FlowFuse in supporting a team member’s success.","\nFlowFuse believes in supporting team members through structured development and clear expectations.\nA Coaching Plan sets shared expectations for both the manager and team member, while providing the support, feedback, and mentorship needed to succeed.",[14,161,162],{},"The Coaching Plan will outline the areas for improvement, the actions to be taken, the support and resources provided, and the expected review timeline.",[14,164,165],{},"If an employee has previously completed a Coaching Plan for the same concerns and re-enters\nthis stage, the company may determine that a different approach is appropriate.\nThis helps ensure Coaching Plans remain a meaningful tool for growth.",[29,167,169],{"id":168},"termination","Termination",[14,171,172],{},"If performance does not improve despite sustained coaching and support, or if serious\npolicy violations occur, termination may be considered.\nTermination will be based on a documented pattern of underperformance or unacceptable behavior.",[18,174,176],{"id":175},"ceo-underperformance","CEO underperformance",[14,178,179],{},"As with all employees in the company the CEO can underperform. Generally speaking\nthe CEO does get performance reviews, though these are provided by the Board of\nDirectors.",[14,181,182],{},"All employees are free to provide feedback or input to the board of directors\nthrough email. This venue is to be used in all cases where you'd usually also go to someone's manager\nto discuss a reports underperformance. It's advised not to include the CEO in such an email.",[14,184,185],{},"If the board agrees with the CEO underperforming a seperate process will be followed\ntailored to the sitation and the bylaws of FlowFuse.",[18,187,189],{"id":188},"role-changes","Role changes",[14,191,192],{},"If a team member experiences a role change because they are promoted, demoted, or taking on new responsibilities, their new role should be announced to the whole company via the \"announcements\" Slack channel so that all team members are aware. The \"why\" behind the change does not need to be explained unless it's celebratory.",{"title":194,"searchDepth":195,"depth":195,"links":196},"",2,[197,208,214,215],{"id":20,"depth":195,"text":21,"children":198},[199,201,202,203,204,205,206,207],{"id":31,"depth":200,"text":32},3,{"id":38,"depth":200,"text":39},{"id":45,"depth":200,"text":46},{"id":52,"depth":200,"text":53},{"id":59,"depth":200,"text":60},{"id":66,"depth":200,"text":67},{"id":73,"depth":200,"text":74},{"id":80,"depth":200,"text":81},{"id":90,"depth":195,"text":91,"children":209},[210,211,212,213],{"id":100,"depth":200,"text":101},{"id":129,"depth":200,"text":130},{"id":142,"depth":200,"text":143},{"id":168,"depth":200,"text":169},{"id":175,"depth":195,"text":176},{"id":188,"depth":195,"text":189},"md",{"navTitle":218},"PeopleOps 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