People policies
Mattermost is dedicated to fostering an inclusive workplace, and we prohibit harassment and discrimination of all staff and job applicants regardless of gender identity and expression, sexual orientation, disability, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, veteran status, or other protected categories. We do not tolerate harassment or discrimination and take violations of our policy seriously and will respond appropriately.
Mattermost will ensure that all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, recall, termination, rates of pay, or other forms of compensation, will be administered without regard to one’s protected class, including a disability or status as a protected veteran. Mattermost will also provide qualified applicants and employees with disabilities with needed reasonable accommodations, as required by law, and will ensure that all employment decisions are based only on valid job requirements.
Any employee or applicant who believes that they have been subject to harassment because of their protected status should promptly contact a manager in their chain of command, or promptly contact the Director of Human Resources at 650-667-8512 for assistance. Employees or applicants may also file a written complaint with the office of the Director of Human Resources, 530 Lytton Avenue, Second Floor, Palo Alto, 94301.
Anti-harassment procedures
Employees and applicants of Mattermost will not be subject to harassment because of any protected status, including disability and protected veteran status.
Harassment is not tolerated. Harassment includes, but is not limited to: verbal language that reinforces social structures of domination related to gender identity and expression, sexual orientation, disabilities, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, or other protected categories; sexual imagery in public spaces; deliberate intimidation; stalking; following; harassing photography or recording; sustained disruption of talks or other events; offensive verbal language; inappropriate physical contact; and unwelcome sexual attention.
Any employee or applicant who believes that they have been subject to harassment because of their protected status should promptly contact a manager in their chain of command, or promptly contact the Director of Human Resources at 650-667-8512 for assistance. Employees or applicants may also file a written complaint with the office of the Director of Human Resources, 530 Lytton Avenue, Second Floor, Palo Alto, 94301.
Retaliation, including intimidation, threat, coercion, or discrimination, against an employee or applicant because they have objected to discrimination, engaged or may engage in filing a complaint, assisted in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any Federal, State, or local EEO law regarding protected veterans is prohibited. Any employee or applicant who believes that they have been subject to retaliation should contact the Director of Human Resources at 650-667-8512 for assistance.
Anti-harassment training
Training is provided annually on the identification and prevention of harassment based on disability and protected veteran status to all of Mattermost's employees.
Mandatory Manager responsibilities and training
All Mattermost Managers and Supervisors are responsible for helping to foster an inclusive, safe workplace that is free of harassment and discrimination.
Specifically, Managers and Supervisors are responsible to:
Assist in the identification of problem areas, formulate solutions, and establish departmental goals and objectives when necessary.
Ensure qualified applicants and employees are treated in a nondiscriminatory manner in all employment practices, including when making selection decisions, such as for hire, promotion, training, or to receive awards or bonuses.
Provide reasonable accommodation to the known physical or mental limitations of qualified individuals with disabilities unless such accommodation would impose an undue hardship on the conduct of its business.
Maintain confidentiality of any disability-related or protected veteran status information obtained regarding any applicant or employee; and
Ensure that nondiscrimination is adhered to in all personnel activities.
To enable Managers and Supervisors with these responsibilities, Mattermost provides the following trainings.
1. Affirmative Action Plan training.
Purpose: As a Federal Contractor, Mattermost is required to maintain an Affirmative Action Plan. Managers, supervisors, and human resources staff involved in recruiting, screening, selection, promotion, disciplinary, and other related employment processes will receive training regarding Mattermost’s Affirmative Action Plan and their role in its implementation.
Cadence: Annual training
2. Harassment prevention training
Purpose: All staff members in a supervisory role are responsible for helping to foster an inclusive, safe workplace that is free of harassment and discrimination. As part of this, Managers are required to complete a 2-hour Anti-Harassment Training online.
Cadence: Every 2 years
Mattermost's Affirmative Action Plan can be found here.
Job abandonment
When a staff member is absent from work for 3 consecutive workdays, and there is no entry on the Who's Out Calendar, or a post in the Stand-Up Channel noting the time off, and the staff member fails to contact their manager or HR, they can be terminated for job abandonment unless otherwise required by local law.
A manager will notify HR if they are unable to reach a direct report within a 24-hour period of the above criteria. HR may then access a staff member's contact information, including emergency contact information, to attempt additional reach out.
Electronic Monitoring Policy
Mattermost does not engage in electronic monitoring of staff or their activities through their work equipment, such as Mattermost-issued laptops or cell phones, work email, Mattermost, or other applications used by the company, except for legal, security, or compliance purposes. Any information collected will be used solely to help Mattermost meet its legal, security, or compliance requirements.
In the event of a workplace investigation, Mattermost may request access to staff activities on Mattermost-issued systems or devices, where necessary.
Health and Safety Policy
Creating a safe workplace is a shared responsibility between Mattermost and all staff. Mattermost is committed to promoting a safe work environment and supporting everyone in ensuring their home work environment is safe, and adheres to legislative requirements for healthy working conditions.
Mattermost’s Health & Safety policy outlines the procedures and guidelines for conducting health and safety assessments for all staff. It aims to:
Prevent home office environment accidents and work-related ill health.
Manage health and safety risks associated with remote work.
Provide clear instructions, information, and adequate training on workplace health and safety.
Promote health and safety best practices for remote work.
Maintain safe and healthy working conditions.
Review and revise Mattermost’s health and safety policy regularly.
Home Office Setup
As a remote-first company, staff are responsible for setting up their own home office. Mattermost provides home office benefits and offers general guidelines to ensure that FT Staff have the equipment they need to do their work safely. Anyone requiring accommodations should reach out to the People Team.
While we do not prescribe a specific way for staff to set up their work area, the expectation is that everyone maintains a comfortable and safe work environment in a manner that reduces hazards and enhances productivity. This includes the use of ergonomic items such as appropriate desks, chairs, proper lighting, clear walkways, organized electrical cables, and suitable equipment to minimize the risk of workplace injuries. Here’s a guide on how to set up an ergonomic home office for maximum productivity and comfort.
Initial Assessment
Prior to commencing work at Mattermost, FT staff will be asked to complete an initial health and safety self-assessment. The assessment will help staff to evaluate their home working environment, including workspace ergonomics, lighting, and any potential hazards.
Health and Safety Responsibilities
Building a safe workplace is a joint responsibility of all staff, managers, and Mattermost. The rights and responsibilities of all parties are outlined below.
Staff have the right to:
Know about workplace health and safety hazards.
Participate in making recommendations about workplace health and safety.
Refuse work they believe is unsafe.
Staff Responsibilities:
Abide by workplace health and safety policies and procedures.
Take safety precautions at all times.
Take reasonable care of their health and safety.
Promptly report any health and safety concerns to their managers or the Joint Health and Safety Committee (JHSC).
Be familiar with safety measures in their homes.
Ensure that electrical equipment and appliances used for work, such as computers, monitors, and chargers, are in safe working condition.
Have access to a first aid kit in their home working environment and be aware of the contents of the kit and how to use them appropriately in case of minor injuries.
Manager Responsibilities:
Take all health and safety concerns of staff seriously and report them to the People team.
Lead by example of how to work safely, ensuring they follow the law.
Take all reasonable measures to protect team members by not assigning unsafe tasks.
Company Responsibilities:
Create and implement a health and safety policy.
Ensure that staff are aware of potential remote workplace health and safety hazards by providing information, instructions, and training where required.
Joint Health and Safety Committee (JHSC)
The JHSC's role is to raise awareness of health and safety issues in the workplace, identify health and safety risks, and make recommendations on areas for improving safety where necessary. The committee will hold regular meetings and initiate the quarterly workplace inspections conducted by staff members of their home office.
Periodic Workplace Inspections
Workplace inspections are an important component of Mattermost’s Health and Safety Policy, aimed at identifying, evaluating, and mitigating potential health and safety hazards.
Staff are asked to inspect their workplaces quarterly using the Workplace Health and Safety Checklist, posted in the Workplace Health and Safety channel in Mattermost. The results of the inspection will help the JHSC evaluate potential risks, implement control measures, and develop appropriate training and resources to equip staff with the knowledge and skills to address potential risks.
All staff will be equally responsible for minimizing accidents within their workspaces. These responsibilities include but are not limited to working in compliance with local Health and Safety regulations, operating in compliance with Mattermost’s safe work policies and procedures, and using or following the measures put in place to maintain a healthy work environment.
Training and Communication
Mattermost will provide adequate health and safety training to staff where required including information about potential risks, and safe practices. Communications and updates about relevant health and safety topics, training, policies, procedures, and best practices will be shared in the Workplace Health and Safety channel in Mattermost.
Reporting and Incident Management
Staff must promptly report any health and safety incident to their managers, the People team, or the Joint Health and Safety Committee (JHSC). The People team and/or the JHSC will investigate and address reported incidents, take appropriate corrective actions, and implement preventive measures to avoid similar incidents in the future.
Mental Health Support
Mattermost understands that mental health is as crucial as physical health and we are committed to ensuring that our workplace promotes positive mental wellbeing of all staff. This includes maintaining a healthy work-life balance, developing a practice of self-care, and disconnecting from work.
Please refer to the mental health resources provided here or reach out to the People Team if you need support.
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