# Workplace Policy > Creates workplace policies covering remote work, equipment, communication, and professional conduct. Use when establishing rules and expectations for your team. - Skill: `reaperinvest/workplace-policy` (Agent Skill) - Install (CLI): `npx skillmds@latest add reaperinvest/workplace-policy` - Raw SKILL.md: https://api.skillmd.com/api/skills/reaperinvest/workplace-policy/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: reaperinvest (https://skillmd.com/u/reaperinvest) - Updated: 2026-09-22 - Page: https://skillmd.com/skills/reaperinvest/workplace-policy --- # Workplace Policy ## When to Use This Skill Use this skill when you need to: - Create workplace policies for a small or growing team - Establish remote work guidelines, communication norms, and conduct expectations - Document equipment, time-off, and professional development policies - Build a lightweight employee handbook for a startup or small business **DO NOT** use this skill for full HR compliance manuals, employment contracts, or legal compliance in regulated industries. This is for practical workplace policies. Consult HR counsel for legal compliance requirements. --- ## Core Principle WORKPLACE POLICIES SHOULD EMPOWER, NOT MICROMANAGE — CLEAR EXPECTATIONS WITH REASONABLE FLEXIBILITY ATTRACT AND RETAIN GREAT PEOPLE. --- ## Phase 1: Company Context ### Required Inputs | Input | What to Ask | Default | |-------|------------|---------| | **Company name** | "What is your company name?" | No default — must be provided | | **Team size** | "How many people are on your team?" | 2-10 | | **Work arrangement** | "Remote, hybrid, or in-office?" | Remote | | **Team type** | "Employees, contractors, or mix?" | Mix | | **Policies needed** | "Which policies do you need? (remote work, communication, conduct, equipment, PTO)" | All core policies | | **Company values** | "What are 2-3 core values that should shape the policies?" | Autonomy, transparency, results | **GATE: Do not proceed without company name, team size, and work arrangement.** --- ## Phase 2: Core Policies ### Remote Work Policy ``` ## Remote Work Policy ### Work Location Team members may work from any location with reliable internet connectivity. [Company] does not require a specific work location unless job duties require it. ### Work Hours - **Core hours:** [10am-3pm in team's primary timezone] — be available for meetings and collaboration during core hours - **Flexible hours:** Remaining hours are flexible — manage your own schedule around deliverables - **Expected weekly hours:** [40] hours for full-time team members ### Communication Expectations - Respond to messages within [2-4] hours during core hours - Update your status when unavailable for 30+ minutes - Camera on for [team meetings / client calls / optional] - Time zone awareness — do not schedule meetings outside someone's reasonable work hours without asking ### Home Office Requirements - Reliable internet connection (minimum [25] Mbps recommended) - Quiet space for video calls - [Company provides / reimburses up to $X for] home office setup ``` ### Communication Policy ``` ## Communication Policy ### Channel Usage | Channel | Use For | Response Time | |---------|---------|--------------| | [Slack/Teams] | Day-to-day communication, quick questions | 2-4 hours | | Email | External communication, formal requests | 24 hours | | Video calls | Meetings, complex discussions, 1:1s | Scheduled | | [Project tool] | Task updates, project discussions | Same business day | | Phone/text | Urgent issues only | ASAP | ### Meeting Culture - Default meeting length: 25 or 50 minutes (not 30 or 60) - All meetings have an agenda shared in advance - No-meeting blocks: [e.g., Tuesday and Thursday mornings] - If a meeting can be an async update, make it an async update - Meeting notes shared within 24 hours ### Asynchronous-First - Write things down instead of scheduling a call when possible - Use [Loom / recorded updates] for status updates - Respect focus time — do not expect instant responses ``` ### Professional Conduct ``` ## Professional Conduct Policy ### Core Expectations All team members are expected to: - Treat colleagues, clients, and partners with respect and professionalism - Communicate honestly and constructively - Meet commitments and deadlines, or communicate proactively when you cannot - Protect company and client confidential information - Represent [Company] positively in all professional interactions ### Anti-Harassment and Discrimination [Company] maintains a zero-tolerance policy for harassment, discrimination, or bullying based on race, gender, age, religion, sexual orientation, disability, or any protected characteristic. Report concerns to [designated person / HR contact]. ### Social Media - Do not share confidential company information on social media - If posting about [Company] or industry topics, note that views are your own unless authorized to speak for the company - Use good judgment — assume anything you post is public and permanent ### Conflict Resolution 1. Address directly with the person involved 2. If unresolved, involve your manager or team lead 3. If still unresolved, escalate to [founder / HR / designated person] ``` ### Equipment and Tools ``` ## Equipment Policy ### Company-Provided [Company] provides or reimburses for: - Laptop/computer: [provided / $X stipend] - Software licenses: All required tools provided - Home office stipend: $[X] one-time / $[X] monthly ### Personal Devices - [Company data must not be stored on personal devices / Use of personal devices for work requires approval] - Two-factor authentication required on all accounts - Devices must have screen locks enabled ### Return of Equipment All company equipment must be returned within [14] days of termination. Shipping costs covered by [Company]. ``` ### Time Off ``` ## Time Off Policy ### Paid Time Off - PTO: [X] days per year (accrued [monthly / available immediately]) - [Unlimited PTO with minimum [X] days encouraged] - Request PTO at least [1 week] in advance for planned absences - Notify your manager as soon as possible for unplanned absences ### Holidays [Company] observes the following paid holidays: [list holidays] ### Sick Leave - [X] sick days per year, separate from PTO - No doctor's note required for [3] or fewer consecutive days - Do not come to work (or log on) when sick — rest and recover ### Other Leave - Bereavement: [3-5] days for immediate family - Jury duty: Paid time as required - Parental leave: [X weeks paid / per company policy] ``` --- ## Phase 3: Customize and Review - Adjust policies based on team type (employees vs. contractors) - Ensure compliance with applicable state and federal labor laws - Align policies with company values and culture - Remove sections that do not apply to your business --- ## Phase 4: Delivery ``` ## Policy Rollout Checklist - [ ] All policies reviewed by legal counsel (especially employment-related) - [ ] Policies compiled into a single document or handbook - [ ] Shared with all current team members - [ ] Included in onboarding materials for new hires - [ ] Acknowledgment form signed by each team member - [ ] Annual review date set to update policies - [ ] Stored in accessible shared location (not buried in email) ``` --- ## Example: 5-Person Remote Startup **Policies:** Remote work (core hours 10am-2pm ET, flexible otherwise), Slack for daily communication (2-hour response time), no-meeting Wednesdays, $500 home office stipend, unlimited PTO with 15-day minimum encouraged, company provides laptop and all software. Professional conduct: respect, transparency, async-first communication. --- ## Anti-Patterns - **Over-engineering for a small team** — a 5-person startup does not need a 50-page handbook. Keep it lean and add policies as you grow. - **Policies that contradict culture** — if you say you value autonomy but require hourly time tracking, the policy undermines trust - **No enforcement** — policies without consistent enforcement are suggestions. Apply rules equally to everyone, including founders. - **Copying big-company policies** — enterprise policies do not fit startups. Write for your actual team size and culture. - **Never updating** — review policies annually or when the team grows significantly. What works for 5 people breaks at 20. --- ## Recovery - **No policies and team is growing:** Start with communication norms and conduct expectations — these are the most urgent. Add others as needed. - **Team member violating unwritten rules:** That is a sign you need a written policy. Document the expectation and share it with the full team. - **Contractor vs. employee confusion:** Contractors should not be subject to most workplace policies (hours, PTO, etc.) — this can trigger misclassification. Maintain separate guidelines. - **Policies feel too corporate:** Rewrite in your brand voice. Policies do not have to sound like legal documents — they should sound like your company.