Below is a glimpse into some of our company policies. This overview is designed with our future team members in mind and detailed policies are provided to our employees upon joining!

Evaluations

Performance Reviews We conduct performance reviews once a year. Your manager will provide you with a written document outlining your performance and growth the previous year. Any changes in role, responsibilities, or compensation will be communicated separately from this feedback session. Compensation There are several components to your compensation at Air:

Options packages - 4-year vesting schedule with a 1-year cliff
Cash salary - Determined by employee performance and overall business success, aligned with market data to ensure competitive compensation ranges for each level.

Schedule

Hours We’re a hybrid team – primarily split between in-person hubs in New York and Toronto, plus a remote-first Engineering team. Here are a few guidelines:

Folks located in our hub cities are expected to work in-person Tuesday to Thursday.
Build a schedule that works best for you and your team.
Keep Google Calendar and Slack updated so everyone knows when you’re around.
Be respectful of each other's time (i.e. don't schedule things outside of each other's work hours without asking first)
Don't miss meetings!
If issues with your schedule arise, your manager will discuss it with you.

~5 days for winter vacation (depending on US nation holiday schedule)
3 days for US Thanksgiving (Wednesday - Friday)
10 days for the following long weekends (typically Friday and Monday):

1 day for Juneteenth
1 day for US Election Day (for anyone volunteering)

Perks

Equipment Air will send you a MacBook Pro! In addition, Air will provide $400/year for you to set up your home office. Some examples include a keyboard, desk, chair, writing utensils, notepads, web camera, additional monitor, headphones, etc. Expenses All business expenses must be approved by Ops and submitted through Ramp. 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 2024 will be reviewed in the first week of February 2024. Once accepted, a reimbursement is processed through Ramp.

Hubs

We have dedicated in-person workspaces in New York City and Toronto, both known for their creativity, diversity, and vibrant talent.

Hybrid (Tues–Thurs) - For most roles based in these cities, Tuesday–Thursday in-office is the norm.
Engineering - Remain remote-first, unless otherwise agreed upon with your manager.

Company Retreat

Once a year, typically in the fall, the entire Air team gets together for a few days of in-person work and bonding. The goal of this week is primarily to spend time with each other as people, with a bit of productive work sprinkled in, too. In 2023 we went to Montauk, NY!

Additional Notes

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 ($750 / 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:

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.

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.).