1. Home
  2. Working Here
  3. Policies & Code of Conduct

Policies & Code of Conduct

Our Security Policy

Security is important and before you begin practicing these policies, it’s important you understand each guideline, why it exists, and how to follow it.

Failing to follow these guidelines will likely put you, your team, and our customers at risk of compromise or loss of privacy so do ask if you’re uncertain about something. 

Use the 1Password Vault created for you to store all passwords for accounts we invite you into, or you subsequently create as a part of ScaleMath.

Use 1Password to generate a unique password for every account you have (don’t use the same password twice!)

Keep the account credentials in the shared 1Password vault up-to-date, always. 

Social Media Policy

Your personal social media accounts are your own, to express your own opinions. However, everything you post online can affect the public image of our company. Be mindful of that.

Absolutely no racist, sexist, or homophobic behavior will be tolerated on your personal social media accounts, just as it isn’t tolerated in our company. When using your personal account to act as a representative of our brand, use careful judgment. Before posting something on Facebook or Twitter about your role in our company, ask yourself if what you’re going to say is something we would share on our official accounts (and do not hesitate to contact Alex Panagis for approval). 

Code of Conduct and Workplace Behavior

ScaleMath is committed to being a company with a healthy and friendly work environment. In this internal doc, we outline a set of core principles and guidelines on how we achieve this:

You’re expected to behave in a way that ensures efficient business operations and protects the safety and well-being of everyone we do business with – including other employees, independent contractors, partners colleagues, clients, users/customers, and people in the industry.

We reserve the right to determine the appropriate level of disciplinary action for disruptive and/or inappropriate conduct. Disciplinary action can include written or verbal warnings, suspension with or without pay, and job termination. Each situation will be dealt with on an individual basis.

Examples of behavior that may result in disciplinary action, including termination, are:

  • failing to report to work at assigned times
  • reporting to work ill-equipped or willfully unable to perform your duties as scheduled
  • treating others in a discourteous manner
  • threatening or intimidating others
  • using abusive language
  • racist, sexist, or homophobic behavior, speech, or comments
  • violation of company policies or directives
  • refusal to follow instructions concerning an employment-related directive
  • misuse of company time and/or resources
  • failure to meet job performance standards

This list is not an exclusive list of inappropriate behavior. We retain complete discretion to administer disciplinary action for any behavior deemed appropriate.

Behavior that contributes to a healthy and friendly work environment:

  • Using courteous language.
  • Being respectful and empathetic, especially when it comes to differing viewpoints and experiences.
  • Gracefully accepting constructive criticism and direct feedback, as well as offering it in that spirit.
  • Assuming good intentions. Approaching work relationships with a default of trust and positivity.
  • Attack the problem (or process), not the person.

Obviously unacceptable behavior:

  • The use of any sexualized language or imagery.
  • The use of any violent language or imagery.
  • Any form of discrimination and harassment. Particularly on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law.

These expectations apply to all team members. Unacceptable employee conduct will not be tolerated. 


If you encounter anything you feel is a violation of our code of conduct, please report it to your manager or to leadership via email or chat. 

If an employee is found to have violated our Code of Conduct, it will be documented. And depending on the implications, additional responses may include further training, formal reprimand, and – if recurring over a long period of time – even termination.

Important note: Most interpersonal conflicts and disagreements are not considered within the scope of a code of conduct report. If you find a colleague rude or difficult to work with, address that with us or, better yet, with that colleague directly. 

Let’s behave like the happy community we should be. 😄

Updated on February 12, 2024

Related Articles