We'll use whatever name and pronouns you ask for, in-person and for all of your records and accounts, to the extent that we legally can. This includes all of your records and accounts, such as your email and slack profile, except for services that require your legal name, such as Gusto, Guideline, and your health insurer.
There is a field on your slack profile to list your pronouns. If you're ever uncertain of what pronouns to use for another employee, you can check their profile first.
Your asked-for name and pronouns don't need to reflect your presentation, legal documentation, medical status, or anything at all except your own desire.
If the name or pronouns that you want to use change, you can inform your manager and they will work with you to ensure that all of your records are consistent and updated. This includes your email, Slack profile & username and any other accounts. If it's relevant, we have an Guidelines for Transitioning Employees that may be useful for you.
If your legal name changes, you need to inform your manager to order to update your info in Gusto, Guideline, and for your health insurer.
If your legal sex changes, notify your manager to inform your health insurer.
Personal information can be sensitive. You have the right to discuss your race, religion, sexuality, gender, disability, medical information, sex assigned at birth, and other private information openly, or to keep it private. You get to decide when, with whom, and how much to share your private information.
Management, partners, and coworkers will not disclose information that may reveal an employee’s private information to others (e.g., "outing" someone as gay or trans). Personal or confidential information will only be shared with your consent. The list above is a general guideline about what categories of information we consider private, but err on the side of keeping information private unless explicitly directed otherwise by your manager, or from a specific individual. In the event where it is necessary to share your private information for legal or business reasons, you will be informed ahead of time and told what will be shared with whom, except in unavoidable circumstances such as in legal proceedings.
We won't use photographs of you without your consent, to the greatest extent that we are capable. We use an avatar for our presentations in all-hands meetings that is by default a headshot, which you may supply for us yourself. If you'd like yours changed, talk to your manager.
Ride Report strives to be an inclusive environment for trans employees. Many of the above policies were written with their safety and comfort in mind. If you are planning to begin your transition during your employment, we have a guideline to help you through the process.
Guidelines for Transitioning Employees
Transitioning at work can be a difficult and emotionally taxing process. At the end of the day, you'll be fully in control of when and how each step takes place, and your manager will be responsible for working with you to make it as easy and painless as possible, monitoring how things are going after you transition, and ensuring that you are being treated appropriately by your coworkers.
You may need or want to take one or more leaves of absence during your transition, maybe to take time to figure things out before you come in for your first day after coming, or maybe for planned surgeries or medical appointments, or some other reason. Ride Report is dedicated to accommodating these absences. Discuss with your manager what the appropriate type of leave would be.
<aside> ❤️ *Our Employee Guide is publicly available and "open source", so that others can use it for inspiration or as the basis for their own guide.
Nothing in this guide should be considered legal or tax advice, mediation or counseling. This guide is licensed under the Creative Commons Attribution license.*
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