Below is a detailed breakout of Air's company policies. This document is all-encompassing and intended for active employees.
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.
We review compensation every six months as part of the performance review process. There are several components to your compensation at Air:
Options packages - 5 year vesting schedule, additional packages issued periodically
Cash salary - Based on employee and business performance
We will always try to align compensation across team members depending on their position, performance, and tenure with the company.
If you are not meeting our expectations for you at this job, we will communicate that to you directly.
Whenever possible, employees will be put on a 4-6 week performance improvement plan to get them back on track.
As a team, we're currently spread across many timezones. Rather than set specific work hours, we'll leave it at this:
Build a schedule that works best for you
Be kind to your teammates
Don't miss a meeting
June through August, we encourage employees to take Friday afternoons as a chance to close your laptop and go do something fun/relaxing/restorative. All meetings should end before 2pm.
We use Google calendar to communicate company meetings. You are responsible for checking the calendar to remain aware of upcoming meetings or events that require your attendance. We use Vacation Tracker (Slack app) to communicate vacation schedule across the team.
Air promotes the importance of time away from the office. Taking time off to recharge is critical to doing your best work. We also believe that "unlimited" vacation policies are generous in theory but confusing in practice. Set vacation policies are overly prescriptive.
Instead, we take a "minimum days off" approach, meaning that we strongly encourage employees to take at least 10 days off each year. There is no maximum vacation recommendation, with the recognition that employees must monitor and manage their projects and other business matters responsibly at all times. All flexible vacation days must be pre-approved by your direct manager.
We offer 25+ total days off per year:
Minimum 10 flexible days, to be used whenever you'd like
~15 fixed days (not including the national holidays themselves)
1 - 4 day weekend for MLK Day (Friday - Monday)
1 - 4 day weekend for Presidents Day (Friday - Monday)
1 - 4 day weekend for Memorial Day (Friday - Monday)
2 - 4 day weekend for July 4th (days depend on the year)
1 - 4 day weekend for Labor Day (Friday - Monday)
1 - Election Day (First Tuesday in November) for anyone volunteering
4 - 1 week for Thanksgiving (Monday - Wednesday before and Friday after)
6 - 2 weeks for Christmas & New Years (days depend on the year)
Sick time, personal days, and wellness days are included in flexible time off. Please take care of yourself. All time off must be entered into Vacation Tracker so that managers can be notified.
New York currently guarantees that employees can take 10 weeks of paid family leave at 60% of their average weekly wage. In 2021, this will extend to 12 weeks of protected leave.
Beyond what is offered under state law, Air's parental leave promise has four key pillars:
6 weeks paid leave for primary and secondary caregivers
Uninterrupted medical insurance coverage
Job security: return to the same or similar role, guaranteed
Open policy: commitment to making the policy openly available online
Air provides all necessary equipment to perform the work required of each employee's job.
For starters, every new employee at Air will receive a company laptop. Other equipment can include, but is not necessarily limited to:
Tyler is the point person for any and all equipment asks. He will post sign-ups periodically on Slack to make sure everyone has the equipment that they need.
All business expenses must be approved by Carmi and submitted through Expensify. Requests for reimbursements will be reviewed in the first week of the month following the month of submission. For example, an expense reimbursement request submitted in January 2018 will be reviewed in the first week of February 2018. Once accepted, a reimbursement is processed through Expensify.
The below are reflected in our hiring documents, but are important to restate.
Our 401k program is open to all employees who have worked at the company for more than 6 months. You can contribute as much or as little as you like, within federal 401k limits. Air does not currently match 401k contributions. For more information, you can visit the website of our 401k provider, Guideline.
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.
There are two options for giving:
Gusto. This is the easiest way. Contributions are 100% tax deductible, and are automatically reported. However, there is a 7.5% service fee per donation.
Directly. If you give directly, please submit your receipts for matching.
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.
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.
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:
Submission to the advance, request, or conduct is made either explicitly or implicitly a term or condition of employment.
Submission to or rejection of the advance, request, or conduct is used as a basis for employment decisions.
Such advances, requests, or conduct have the purpose or effect of substantially or unreasonably interfering with an employee's work performance by creating an intimidating, hostile, or offensive work environment.
Air does not tolerate any form of sexual harassment, regardless of whether it is:
Verbal (for example, epithets, derogatory statements, slurs, sexually-related comments or jokes, unwelcome sexual advances, or requests for sexual favors).
Physical (for example, assault or inappropriate physical contact).
Visual (for example, displaying sexually suggestive posters, cartoons, or drawings, sending inappropriate adult-themed gifts, or leering or making sexual gestures).
Online (for example, derogatory statements or sexually suggestive postings in any social media platform including Facebook, Twitter, Instagram, Snapchat, etc.).
This list is illustrative only, and not exhaustive. No form of sexual harassment will be tolerated. Harassment is prohibited both at the workplace and at employer-sponsored events.
Other Types of Harassment
Air's anti-harassment policy applies equally to harassment based on an employee's 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. Such harassment often takes a similar form to sexual harassment and includes harassment that is verbal, physical, visual, or online (as outlined above).