Below is a detailed breakout of Air's company policies. This document is all-encompassing and intended for active employees.
Performance Reviews We conduct performance reviews each quarter. Before the review, you will receive a feedback survey to help inform the conversation. Please plan to spend at least one hour on the form. We expect you to take these questions seriously, as we do your responses. Every quarter, your manager will conduct an in-person review of the past quarter and help you set goals for the quarter ahead. On a semi-annual basis, your manager will provide you with a written document outlining your performance and growth plan. Any changes in role, responsibilities, or compensation will be communicated during this feedback session. Compensation We review compensation every six months as part of the performance review process. There are several components to your compensation at Air:
Hours As a team, we're currently spread across many timezones. While we don't have set work hours, here are a few guidelines we want to live by:
Equipment Air provides all necessary equipment to perform the work required of each employee's job. This includes the following standard items for every full-time employee:
The below are reflected in our hiring documents, but are important to restate. 401k Our 401k program is open to all employees. You can contribute as much or as little as you like, within federal 401k limits. At this time, Air does not currently match 401k contributions. We will consider changing this post Series B. Donation match Air is committed to helping support the charitable organizations and causes that are important to our team. We will match 50% of any employee's donation, up to $1000 from Air per employee per calendar year. In return, we ask that you post about your donation in our company Slack to help educate others on the cause you've chosen to support. Professional Development Air is open to covering a portion of the cost ($500 / year) of online courses, conferences, and role specific resources that further your professional development. You are encouraged to speak with your manager about any programs of interest. Approval is at their discretion and contingent on relevance to current and future workload. Candidates should be in good standing in their role or on a path to improvement when they apply. Legal Leave of Absence Air will provide all leaves of absence as required by applicable law, including but not limited to jury duty leave, crime victim leave, military service leave, voting leave, volunteer emergency responder leave, disability leave and paid family leave. Management will work with employees to manage their workflow while out of the office. At-Will Employment All employment at Air is at-will. This means that both employees and Air have the right to terminate employment at any time, with or without cause or advance notice. No one other than the CEO & CTO has the authority to enter into an agreement for employment for a specified period of time or to make any agreement contrary to this at-will policy, and any such agreement must be in writing and must be signed by the CEO or CTO and by the affected employee Equal Opportunity Employer Air is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. Air strictly prohibits and does not tolerate discrimination against employees, applicants, interns, or any other covered persons because of age, race, color, religion, creed, national origin, ancestry, ethnicity, sex, pregnancy, gender identity, gender, gender expression, transgender status, physical or mental disability, alienage or citizenship, military or veteran status, familiar status, genetic information, marital or partnership status, domestic violence, stalking or sex offense victim status, sexual orientation, any other characteristic protected by applicable federal, state, or local law. All Air employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment. Air complies with the New York Human Rights Law, and all applicable federal, state and local laws. Consistent with those requirements, Air will reasonably accommodate qualified individuals with a disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship. Air will also, where appropriate, provide reasonable accommodations for an employee's religious beliefs or practices. Violations of this Policy Any employee, regardless of position or title, whom the Company determines has subjected an individual to discrimination or retaliation in violation of this policy will be subject to discipline, up to and including termination of employment. All Unlawful Harassment Prohibited Air strictly prohibits and does not tolerate unlawful harassment against employees, interns, or any other covered persons because of age, race, color, religion, creed, national origin, ancestry, ethnicity, sex, pregnancy, gender identity, gender, gender expression, transgender status, physical or mental disability, alienage or citizenship, military or veteran status, familiar status, genetic information, marital or partnership status, domestic violence, stalking or sex offense victim status, sexual orientation, or any other characteristic protected under applicable federal, state, or local law. Sexual Harassment Air employees, other workers, representatives, vendors, customers, clients and visitors are prohibited from harassing employees, interns, and other covered persons based on that individual's sex or gender and regardless of the harasser's sex or gender. Sexual harassment means any harassment based on someone's sex or gender. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual's sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following is true: