Core Rule: No single supervisor or manager has unilateral authority to terminate, revoke access, or remove employment status without required oversight approval.
1. Fundamental Employee Rights
All employees must be treated fairly, respectfully, and without discrimination.
Employees cannot be terminated based on personal bias or disagreement.
All disciplinary actions must follow documented review procedures.
Employees have the right to appeal decisions made against them.
2. Manager & Supervisor Authority Limits
Supervisors and managers do NOT have final authority over termination or permanent removal decisions.
Any termination request must be reviewed and approved by HR or higher authority.
Managers may recommend disciplinary action but cannot execute final termination alone.
All serious actions must be logged and reviewed with supporting evidence.
Abuse of managerial authority results in disciplinary action including demotion or removal.
3. HR & Oversight Requirement
HR must review all termination or suspension cases before enforcement.
HR holds final approval authority unless escalated to Founders.
Evidence such as logs, reports, or recordings may be required before action is taken.
HR ensures fairness, neutrality, and policy compliance.
4. Founders’ Protected Status (FP)
Founders’ Protected (FP) status is the highest internal access tier in the organization.
FP status can only be granted by the Founders.
Only a very limited number of individuals (typically ~2 per year) receive FP status.
No manager, supervisor, or HR member can revoke FP status.
Only the Founders may modify or remove FP access.
5. Employee Dashboard Protection
Access to the Employee Dashboard cannot be removed by supervisors or managers.
Only HR (with approval) or Founders (for FP users) may modify dashboard access.
Unauthorized removal of access is considered a severe policy violation.
6. Anti-Abuse & Accountability System
All leadership roles are subject to review and accountability.
Abuse of power, bias, or discrimination is grounds for removal or demotion.
All disciplinary actions must be justified with evidence.
7. Reporting Structure
Employees may report misconduct directly to HR or Founders if necessary.
Anonymous reporting channels may be provided.
Retaliation against reporting employees is strictly prohibited.
8. Safety & Monitoring Systems
Security systems may be used for safety, moderation, and fairness verification.
Access to logs and footage is restricted to authorized personnel only.
9. Policy Enforcement
All employees, including leadership, are bound by these policies.
Violations may result in disciplinary action up to termination.
Repeated abuse of authority leads to permanent removal from leadership roles.
10. Changes to This Policy
This policy may be updated as the company evolves. Continued participation implies acceptance of the updated rules.