3. Employee Rules


3. Employee Rules


3.1. Office Hours and Location

  1. Some employee roles may have different requirements – for example, someone working on customer support may need to have regular hours. Of course, any differences need to be noted explicitly in the employees contract in a section that clearly details any differences from the standard agreement.
  2. The Employee works in distributed company and may work from anywhere.
  3. 75 working hours per two weeks. Ideally, employees should work schedules that are kind to them and to others.
  4. The Employee is not expected to work on Saturdays, Sundays and public holidays which fall on a weekday.


3.2. Vacation Days

  1. There is no restriction on the number of vacation days that an Employee may take per year.
  2. Each Employee receives 18 paid vacation days a year.
  3. If an Employee requires more vacation days than are paid, the Employee will need to organize and schedule the time requested between the immediate manager and his or her colleagues to ensure that business can function normally while the Employee is away.
  4. If the business is not expected to function normally whilst the Employee is away for more than the number of paid vacation days owed to him or her, the Company may not agree to the additional paid vacation days. It is then up to the Employee and the Company to negotiate an alternate time.
  5. If an Employee takes too much time off too frequently so that the continued Employment is no longer deemed to be of benefit for the Company, the Company will communicate this opinion to the Employee.
  6. Up to 25 paid vacation days will roll over to the next year.
  7. The maximum accumulated paid vacations days for the Employee will be capped at 25 days per year.
  8. During the first and last year of employment, the Employee earns 1/2 a paid vacation day for every week worked up to the maximum of 18 paid vacation days per year. This means that the Employee starting in week 1 will have accumulated their 18 paid vacation days after week 36. If unutilized, the Employee will carry 18 paid vacation days over to the next year and immediately have the following year’s 18 paid vacation days added to their accumulated total. This total is then capped at 25 paid vacation days per year.
  9. If the Employee quits or is let go then all of the vacation money will be paid out.


3.3. 80/20 Rule

  1. “80 / 20 Rule”. 80 % of the time the employee should work on scheduled task, 20% he/she can work on any task of his/her choice, as long as it will generate revenue, makes employees more efficent or enhances company recognition in a 2 year window.
  2. The 20% tasks needs to be approved to ensure it follows the above guidelines.


3.4. General Considerations

  1. The employee must be able to communicate fluently in English (at least in written form). If necessary, the Company will sponsor English classes for employees who want to learn to speak better English.
  2. The employee is assumed to be cost efficient. This means he/she should prefer to use:
    1. Cost efficient communication tools like Instant Messaging, email and VOIP.
    2. Economy travelling tickets.
    3. Medium priced hotels, rented cars and restaurants.


3.5. Trial Period and Evaluations

  1. When hired, the employee will be on trial basis during the 3 first months. After the trial period the Company and the employee will decide if things seem to work out and either hire the employee, contract him under similar terms as if he would be employed or let the employee go.
  2. If people are not working up to expectations they will first get warned about this. If they don’t correct this within one month they will be moved into a probation period of 3 months. After 3 months the Company and the Employee will have a discussion of how things are going and decide if it’s better that the Employee leaves the company with immediate effect.


3.6. Salary, Bonuses and Profit Sharing

  1. The salary should be competitive in the area where the employee is located. The bonus plan is not depending on where employee is living.
  2. If an employee has been of significant help in getting and delivering in a customer project he is entitled to a bonus for this work. This bonus is determined by the Company and in relation to the amount of work done and the profit generated.


3.7. Hardware and Equipment

  1. The Employee will be issued with hardware and equipment necessary to perform their job.
  2. The Employee is expected to keep the hardware and equipment in a reasonable state and to protect it from harm at all opportunities.


3.8. Travel and Accommodation

  1. When travelling the Employee should strive to stay over at his fellow employees places and/or share rooms with his fellow employees. (This item can be override with a “good cause” by his manager)
  2. If the employee wants better hotel, food, travelling arrangements, working equipment etc this can be arranged but the difference should be reduced from his salary, contract money or bonus.


3.9. Copyright and Intellectual Property

  1. All work done by the Employee at the request of the Company whilst working for the Company will belong to the Company.
  2. Intellectual Property and work created by the Employee during the Employee’s personal time and unrelated to the Company’s business will belong to the Employee.
  3. Intellectual Property and properties created by the Employee on the Employee’s personal time but used to benefit the Company or used during the normal operations of the Company will belong to both the Employee and the Company equally. (Dual-copyright).
  4. Dual-copyright protects the Company from suffering damages if the Employee were to leave taking the IP with them. Dual-copyright also grants the Employee some ownership over the IP created during their personal time.
  5. Dual-copyright should be avoided where possible. If the situation arises, the Employee is obligated to inform the Company of the situation.