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Tidepool has a virtual open-door policy, so employees are encouraged to report work-related concerns. If something about your job is bothering you, or if you have a question, concern, idea, or problem related to your work, please discuss it with the CEO or the VP of People and Culture as soon as possible. If for any reason you don’t feel comfortable discussing it with either one of them, feel free to raise the issue with another VP or anyone on the Board of Directors. See tidepool.org/team for the full list and How to Reach Me page (internal-only) for contact information.
Any employee who witnesses or is subject to inappropriate conduct in the workplace can report it to the CEO, a VP, or any of the Board of Directors. We encourage employees to come forward with any workplace complaint, even if it’s not about something that’s explicitly covered in the Tidepool Employee Handbook (WIP).
Once a complaint about inappropriate conduct has been made, the CEOs and VPs will meet and determine how to handle it. If the complaint regards an executive, the Board will meet. Any reports of an executive engaging in harassment or gross misconduct will trigger an outside investigation. For all other complaints, with the employee’s permission, the executive team will conduct a complete and impartial investigation, which may involve an outside investigator in serious cases. All complaints will be handled as confidentially as possible. When the investigation is complete, the company will take corrective action if appropriate.
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Currently, Tidepool is too small to have an internal group or department that can independently respond to complaints, so if the CEO or a VP are named in complaint, they will hold each other accountable and escalate to the Board of Directors. When appropriate, execs will engage a third party to conduct a thorough investigation and recommend corrective action. Anyone who feels the CEO or a VP are not sufficiently responding to a complaint should escalate to the Board of Directors.
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