Paid sick leave policy
Required at this size/state — Basis: Colo. Rev. Stat. § 8-13.3-401 et seq. (Healthy Families and Workplaces Act)
Northwind Labs Paid Sick Leave Policy
This policy reflects a legal requirement for Northwind Labs under Colo. Rev. Stat. § 8-13.3-401 et seq., the Colorado Healthy Families and Workplaces Act. As an employer operating in Colorado, we are required to provide paid sick leave to all employees, and this policy explains how that leave accrues, carries over, and may be used.
Accrual
You earn one hour of paid sick leave for every 30 hours you work, up to a maximum of 48 hours in a calendar year. Because you are a salaried employee, your hours will be calculated based on your scheduled workweek for accrual purposes. Accrual begins on your first day of employment, and you may begin using accrued sick leave once you have been employed for 30 calendar days.
Carryover
At the end of each calendar year, any unused paid sick leave you have accrued carries over to the following year. However, your total available balance at any point remains subject to the 48-hour annual cap on accrual. Carryover does not entitle you to use more than 48 hours of paid sick leave in any single calendar year.
Permitted Uses
You may use accrued paid sick leave for the following reasons:
Your own mental or physical illness, injury, health condition, or preventive medical care. Care for a family member's mental or physical illness, injury, health condition, or preventive medical care. A public health emergency that causes your workplace or your child's school or place of care to close. Needs related to domestic abuse, sexual assault, or harassment, including seeking medical attention, legal assistance, or safety planning, for yourself or a covered family member.
Family members covered under this policy include your child, spouse, domestic partner, parent, grandparent, grandchild, or sibling, as well as any individual whose close relationship to you is equivalent to a family relationship.
Requesting Leave
Because Northwind Labs operates as a remote workplace, please notify your manager as soon as reasonably practicable when you need to use paid sick leave. We may ask for reasonable documentation only when you use four or more consecutive days of sick leave.
Pay During Leave
Paid sick leave is compensated at your regular rate of pay. No deductions will be made to your salary for sick leave taken in accordance with this policy.
Retaliation Prohibited
We will not take any adverse action against you for using paid sick leave in a manner consistent with this policy and applicable law. If you have questions about your accrued balance or how to request leave, please contact your manager or the person responsible for HR matters at Northwind Labs.
Equal employment opportunity & anti-discrimination policy
Required at this size/state — Basis: Colo. Rev. Stat. § 24-34-402 (Colorado Anti-Discrimination Act)
Northwind Labs is committed to equal employment opportunity and does not discriminate against any employee or applicant on the basis of race, color, national origin, sex, sexual orientation, gender identity, gender expression, disability, age, religion, ancestry, or any other characteristic protected under applicable law. This policy reflects a legal requirement for Northwind Labs under Colo. Rev. Stat. § 24-34-402, the Colorado Anti-Discrimination Act, which applies to all Colorado employers regardless of size, including employers with fewer than the thresholds found in many federal anti-discrimination laws. Because CADA covers every Colorado employer from the first hire, this policy is in effect for all six of us here at Northwind Labs.
This policy applies to every aspect of employment, including hiring, onboarding, job assignments, compensation, performance evaluations, promotion, discipline, and separation from employment. It applies equally to our fully remote work environment. The fact that we work remotely does not change our obligations or your rights under this policy.
Harassment is a form of discrimination. Conduct that creates a hostile, intimidating, or offensive work environment based on any protected characteristic is prohibited. This includes unwelcome comments, jokes, images, messages, or other behavior communicated through any channel — email, video calls, messaging platforms, or any other tool we use to work together.
If you believe you have experienced or witnessed discrimination or harassment, you are encouraged to report it promptly. You may report to your direct manager or, if that person is involved in the concern, to any member of company leadership. Reports will be taken seriously and reviewed in a timely manner. Northwind Labs prohibits retaliation against any employee who makes a good-faith report of discrimination or harassment, participates in an investigation, or otherwise exercises rights under this policy or under Colo. Rev. Stat. § 24-34-402.
We also recognize that employees may have the right to file a charge with the Colorado Civil Rights Division if they believe their rights under CADA have been violated. Nothing in this policy limits your right to do so.
All employees share responsibility for maintaining a respectful workplace. Managers and those in leadership roles carry additional responsibility for modeling appropriate conduct and for responding promptly when concerns are raised.
Questions about this policy may be directed to company leadership at any time. We review this policy periodically and will communicate any updates to the full team.
Pay transparency in postings & notices
Required at this size/state — Basis: Colo. Rev. Stat. § 8-5-101 et seq. (Equal Pay for Equal Work Act)
Northwind Labs is required by law to follow pay transparency practices in its job postings and internal notices. This policy reflects a legal requirement that applies to Northwind Labs based on our size and location in Colorado, as established under Colo. Rev. Stat. § 8-5-101 et seq., the Equal Pay for Equal Work Act.
What this means for every job posting we publish. Whenever we advertise an open position, whether on our own website, a third-party job board, or any other channel, we will include a compensation range for that role. The range will reflect a good-faith estimate of what we expect to pay for the position at the time the posting goes live. We will also describe, or provide a link to, the benefits and other compensation elements associated with the role, such as any bonus opportunities or paid leave.
What this means for promotion and advancement opportunities. When a position becomes available that could represent a promotion or career advancement for current employees, we will notify all employees who may be eligible to be considered. That notice will include the compensation range for the role and will be provided before or at the same time we make a final selection decision. Because Northwind Labs operates as a fully remote team, these notices will be distributed through our standard internal communication channels so that every employee has a reasonable opportunity to see them.
What you can expect from us. We will keep compensation ranges current and grounded in the actual pay we intend to offer. If a range changes materially after a posting goes live, we will update the posting. We will not ask you to keep your own compensation confidential as a condition of employment, and we will not take any adverse action against you for discussing your pay with coworkers.
What we ask of you. If you are involved in recruiting, hiring, or promotion decisions in any capacity, you are responsible for following this policy. That means making sure any posting or notice you prepare or approve includes the required compensation information before it is published or distributed. If you are unsure whether a posting or notice meets these requirements, contact your manager or the person responsible for HR matters before the posting goes live.
Questions about this policy or about how compensation ranges are set for a particular role should be directed to your manager. We take our obligations under Colo. Rev. Stat. § 8-5-101 et seq. seriously and expect everyone involved in the hiring process to do the same.
Paid family & medical leave (FAMLI) policy
Required at this size/state — Basis: Colo. Rev. Stat. § 8-13.3-501 et seq.
Northwind Labs Paid Family and Medical Leave Policy
Colorado law requires Northwind Labs to participate in Colorado's Family and Medical Leave Insurance program, known as FAMLI. This requirement applies to us as your employer under Colo. Rev. Stat. § 8-13.3-501 et seq., and the following policy reflects our obligations and yours under that law.
What FAMLI Is
FAMLI is a state-run insurance program that provides eligible employees with partial wage replacement when they need to take leave for qualifying family or medical reasons. The program is administered by the Colorado Department of Labor and Employment, not by Northwind Labs. Benefits are paid through the state fund, not directly by us.
Qualifying Reasons for Leave
You may apply for FAMLI benefits if you need leave for one or more of the following reasons: the birth, adoption, or foster placement of a child; your own serious health condition; caring for a family member with a serious health condition; a qualifying need related to a family member's military service; or circumstances arising from domestic violence, stalking, sexual assault, or harassment.
Eligibility
To be eligible for FAMLI benefits, you must have earned at least $2,500 in wages subject to FAMLI premiums during the base period defined by the state program. Eligibility is determined by the state, not by Northwind Labs. You may take up to twelve weeks of paid leave in a benefit year, or up to sixteen weeks in cases involving pregnancy-related conditions combined with other qualifying leave.
Premiums
FAMLI is funded through payroll premiums shared between employees and employers. As required by Colo. Rev. Stat. § 8-13.3-501 et seq., Northwind Labs withholds your share of the FAMLI premium from each paycheck and remits both the employee and employer portions to the state. Your share will appear as a line item on your pay stub. Premium rates are set by the state and may change from year to year.
How to Apply
When you anticipate needing FAMLI leave, please notify your manager as soon as reasonably possible. You apply for benefits directly through the state's FAMLI program portal, not through Northwind Labs. We ask that you keep us informed of your expected leave dates so we can plan accordingly.
Job Protection
While you are on approved FAMLI leave, your position or an equivalent position will be held for you, consistent with the protections established under Colo. Rev. Stat. § 8-13.3-501 et seq. Retaliation against any employee for exercising rights under FAMLI is prohibited.
Questions about the FAMLI program should be directed to the Colorado FAMLI division or to your manager.
Harassment prevention & complaint procedure
Required at this size/state — Basis: Colo. Rev. Stat. § 24-34-402; 3 CCR 708-1 (Civil Rights Commission rules)
Northwind Labs is committed to a workplace free from harassment. This policy reflects a legal requirement for an employer of our size operating in Colorado, grounded in Colo. Rev. Stat. § 24-34-402 and 3 CCR 708-1.
What counts as harassment. Harassment is unwelcome conduct based on a protected characteristic — including race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or other categories covered under Colorado law — when that conduct is severe or pervasive enough to create a hostile or offensive work environment, or when tolerating it becomes a condition of continued employment or advancement. Because we work remotely, this policy applies to all digital communications, video calls, messaging platforms, email, and any other channel you use to do your job.
Your responsibilities. Every employee is expected to treat colleagues, clients, vendors, and anyone else encountered through work with respect. You are responsible for your own conduct regardless of the medium or time of day. A remote setting does not change these expectations.
Our responsibilities. We will take every complaint seriously, investigate promptly and as thoroughly as circumstances allow, and take corrective action when the facts support it. We will not retaliate against anyone who makes a good-faith complaint or participates in an investigation. Retaliation is itself a violation of this policy and of Colo. Rev. Stat. § 24-34-402.
How to make a complaint. If you believe you have experienced or witnessed harassment, report it as soon as possible using any of the following steps.
First, contact your direct manager if you are comfortable doing so. If your manager is the subject of the complaint, or if you prefer not to go that route, contact the company owner or designated HR contact directly by email or phone. You may also submit a written description of the incident to the company's primary business email address.
Your complaint should include, to the extent you are able, a description of what happened, the date or approximate date, who was involved, and any witnesses or supporting information such as screenshots or message logs.
What happens next. Once a complaint is received, we will acknowledge it promptly and begin a review. We will keep the matter as confidential as reasonably possible, sharing information only with those who need it to conduct the investigation. After the review, we will communicate an outcome to you and take appropriate action.
If you believe your complaint has not been addressed adequately, you retain the right to file a charge with the Colorado Civil Rights Division under Colo. Rev. Stat. § 24-34-402 and 3 CCR 708-1.
No policy can cover every situation. Use good judgment, and when in doubt, ask.
Pay practices (FLSA) section
Required at this size/state — Basis: Fair Labor Standards Act (recordkeeping & minimum wage/overtime)
Northwind Labs Pay Practices
Northwind Labs is required by law to follow the Fair Labor Standards Act, which governs minimum wage, overtime, and recordkeeping for employers of our size and location. The information below explains how we handle pay at Northwind Labs and what you can expect as a salaried remote employee.
Pay Schedule
We pay all employees on a regular, recurring schedule. Your offer letter or employment agreement states your specific pay frequency. Paychecks reflect your full salary for the applicable pay period, subject to any lawful deductions. If a scheduled payday falls on a weekend or holiday, we will communicate any adjustment to you in advance.
Employee Classification
Every position at Northwind Labs is classified as either exempt or non-exempt under the Fair Labor Standards Act. Your classification determines whether you are eligible for overtime pay. Because you are a salaried employee, you may be classified as exempt from overtime requirements if your role and salary level meet the criteria established under the Fair Labor Standards Act. Your offer letter identifies your classification. If you have questions about your classification, please contact your manager or whoever handles HR matters for the company.
Overtime
Non-exempt employees are entitled to overtime pay at a rate of one and one-half times their regular rate of pay for all hours worked beyond 40 in a single workweek, as required by the Fair Labor Standards Act. Exempt employees are not eligible for overtime pay under that same law. If you are non-exempt, you must record all hours worked accurately and completely. Working off the clock is not permitted. If you believe you have worked hours that were not recorded or compensated, you are expected to report that to your manager promptly.
Recordkeeping
The Fair Labor Standards Act requires Northwind Labs to maintain accurate records of hours worked and wages paid. We take this obligation seriously. Non-exempt employees are responsible for recording their time truthfully and on time. We will maintain those records in accordance with applicable requirements.
Reporting Concerns
If you believe your pay has been calculated incorrectly, or if you have any concern about your classification or overtime eligibility, please raise the issue with your manager as soon as possible. Northwind Labs does not retaliate against any employee for raising a good-faith pay concern.
This policy reflects a legal requirement applicable to Northwind Labs under the Fair Labor Standards Act. Nothing in this section is intended as legal advice, and employees with specific legal questions are encouraged to consult an attorney of their choosing.