Welcome. We're genuinely glad you're here.
POIETO INC exists because of a conviction: that the way artificial intelligence is being built right now is not the only way it can be built — and that the communities most affected by AI deserve to be the ones who shape it. That conviction isn't a talking point. It's the engine behind every program we run, every relationship we build, and every decision we make as an organization. You are now part of that work.
This handbook is one of your first introductions to how we operate. But we want to be honest with you: no document fully captures what it feels like to be part of an organization that is genuinely trying to build something new. POIETO is young. We are growing. We are learning. Some of the things written here will evolve as we evolve — and we're committed to bringing you along for that evolution, not just handing you a finished product and walking away.
So read this with that spirit in mind. These are our current commitments, our current practices, our current understanding of who we are. They reflect where we are right now. They will grow as we do.
POIETO INC is an Oklahoma corporation with its primary operations in Los Angeles, California. Founded by Christine Meinders, POIETO sits at the intersection of technology, community, and culture. We work with artists, educators, technologists, and community members — people who don't fit neatly into any one box — because we believe that the future of AI requires exactly those kinds of people at the table.
Our offices are located at 267 S Spring St 3L, Los Angeles, CA 90012 and 1206 Maple Ave Suite 1032, Los Angeles, CA 90015, as well as 905 N Linda Ave, Ada, Oklahoma 74820. We also operate through partner program sites and support employees working from telework locations. Wherever you are physically, you are part of the same team and held to the same values.
"A future where shaping AI is a shared practice."
This is not a distant aspiration. It is the frame for every decision we make. Who gets to shape AI? Who benefits? Who is extracted from? These questions matter — and we believe they should be answered by communities, not just corporations.
"To build the technology layer where AI is shaped through relationship, not extraction."
This means building tools, programs, and practices where participation is genuine, consent is real, and the people who contribute to AI systems are treated as partners — not as data sources. It means that how we work internally mirrors what we're building externally. Relationship, not extraction, applies to our employees and collaborators as much as it applies to our participants.
Our values are not a list we made to put on a wall. They are the operating principles we use to make decisions, resolve tension, and grow. You will see them woven throughout this handbook, into our policies, and into the way we show up for each other every day.
The AI systems being built right now will shape healthcare, education, employment, housing, art, and public life for decades. Who gets to participate in that shaping? Historically, the answer has been a very small group of people with very specific kinds of technical training. POIETO exists to change that answer — not by asking permission, but by building the infrastructure where a different answer becomes possible.
Your work here, whether you are facilitating a program session, managing operations, building community relationships, or supporting the team, is part of that infrastructure. It matters. We are glad you're building it with us.
This handbook is a living document. It reflects our current practices and commitments as of the date above. As POIETO grows and as law, best practices, and our own understanding evolve, this handbook will be updated. We will notify employees of material changes. You are encouraged to ask questions — that's a feature, not a bug.
This handbook describes POIETO INC's workplace policies, employee rights and responsibilities, and the standards we hold ourselves to as an organization. It is intended to give you a clear picture of how we operate, what you can expect from us, and what we expect from you.
The handbook covers employment basics (hours, pay, benefits, leave), workplace conduct (EEO, harassment, safety), and practical guidance on areas like technology use, confidentiality, and offboarding. Where specific topics — such as our Harassment Policy, Code of Conduct, Injury and Illness Prevention Program (IIPP), Safe Interaction & Abuse Prevention Policy, and Organizational Abuse Prevention Policy — are addressed in separate documents, this handbook incorporates those documents by reference. You should receive copies of all incorporated documents at hire, and they are treated as part of your employment agreement.
This handbook does not replace your offer letter, which contains the specific terms of your employment (including your pay rate, classification, and any role-specific arrangements). Where this handbook and your offer letter address the same topic, your offer letter controls for the specifics of your individual arrangement.
This handbook is also not a contract of employment. It does not guarantee employment for any specific period or alter the at-will nature of your employment (see Section 3). POIETO reserves the right to modify, supplement, or rescind any policy in this handbook at any time, with or without notice, except as otherwise required by law.
Employment at POIETO is at-will. This means that either you or POIETO may end the employment relationship at any time, for any reason, with or without notice, and with or without cause, subject to applicable law. Nothing in this handbook changes that. See Section 3 for more detail.
If you have questions about anything in this handbook — or about any aspect of your employment — please reach out. Our COO and HR lead, Ginny Song, is your primary point of contact for employment-related questions.
There is no such thing as a question that is too basic. We would rather you ask than assume. That's consistent with our value of Living Governance & Consent — you can only meaningfully consent to a process you actually understand.
Employment at POIETO INC is at-will. This means that either you or POIETO may terminate the employment relationship at any time, for any lawful reason, or for no stated reason, with or without advance notice. This is true regardless of how long you have worked here, what your role is, or what your performance record looks like.
Nothing in this handbook, in any other POIETO document, in any verbal statement by a supervisor or manager, or in any course of dealing creates a contract of employment for a definite term or limits POIETO's right to terminate employment. Past practice does not create an implied contract.
The only exception is a written agreement signed by Christine Meinders, Founder of POIETO INC, that expressly modifies the at-will nature of an individual's employment. No other person has the authority to make any commitment that alters your at-will status, orally or in writing.
At-will employment is a two-way street. Just as POIETO may end the employment relationship at any time, you are equally free to resign at any time, for any reason, without penalty. We hope that if you are considering leaving, you'll talk to us first — but we recognize and respect your right to make that decision.
Nothing in this section limits rights you have under applicable law. California law, for example, prohibits termination for reasons that are discriminatory, retaliatory, or otherwise unlawful, and those protections are fully preserved regardless of at-will status. See Section 4 (Equal Employment Opportunity) and Section 16 (Complaint and Reporting Procedures).
POIETO INC is an Equal Employment Opportunity employer. We are committed to providing an equitable, inclusive, and respectful workplace for all employees and applicants, and we do not discriminate in any aspect of employment — including recruitment, hiring, compensation, promotion, transfer, training, leaves of absence, or termination — on the basis of any characteristic protected by law.
California's Fair Employment and Housing Act (FEHA) provides some of the broadest anti-discrimination protections in the country. POIETO is committed to full compliance with FEHA. Under California law, employment decisions may not be based on:
This list reflects current California FEHA protections but may not be exhaustive. POIETO also complies with all applicable federal anti-discrimination laws, including Title VII of the Civil Rights Act, the ADA, the ADEA, and others.
We want to be direct about something: EEO compliance is a floor, not a ceiling. The communities POIETO works with — artists, community organizers, technologists from underrepresented backgrounds, people who navigate systems that were not designed with them in mind — are the same communities we draw from and serve as an organization. That means equity is not a human resources requirement for us. It is a reflection of our mission.
Our value of Symbiotic Inclusion pushes us beyond non-discrimination toward genuine equity. We examine who is at the table. We examine who built the table. We ask whether our structures — our hiring practices, our pay decisions, our promotion pathways, our meeting cultures — actively support inclusion or just tolerate it. We will not always get this right, but we are committed to the ongoing practice of getting it more right over time.
This commitment applies specifically in the context of AI and creative work. The AI field has a well-documented history of exclusion and extractive relationships with marginalized communities. POIETO exists, in part, as a response to that history. We hold ourselves to a higher standard in how we recruit, support, and compensate the people doing this work with us.
If you believe you have experienced or witnessed discrimination or harassment, please report it. You will not be retaliated against for making a good-faith report.
Employees also have the right to file a complaint directly with the California Civil Rights Department (CRD) at 800-884-1684 or calcivilrights.ca.gov, or with the federal Equal Employment Opportunity Commission (EEOC) at 800-669-4000. See Section 16 for full reporting procedures.
POIETO's programs and operations run across multiple sites and formats — including in-person sessions at partner locations, internal office work, and remote arrangements. As a result, there is no single standard schedule that applies to every employee. Instead, your schedule is established in collaboration with your supervisor based on your role, your offer letter, and the needs of the programs and projects you support.
POIETO employs both part-time and full-time staff. Your classification (part-time or full-time) is specified in your offer letter. Full-time employees generally work 40 hours per week, though this may vary with program demands. Part-time employees work fewer than 40 hours per week, and the specifics of your expected hours will be discussed with your supervisor.
Your employment classification also affects your eligibility for certain benefits. Please consult your offer letter and speak with Ginny Song if you have questions about how your classification affects your benefits eligibility.
Your schedule will be set in collaboration with your supervisor. For program staff — including Teaching Assistants and Program Coordinators — your primary supervisor is Samuel-Joey Alleyne, Program Lead / VP Outreach (samuel@poieto.com). Samuel-Joey will work with you to establish a schedule that reflects program delivery needs, partner site requirements, and your availability.
We recognize that our programs often run outside of traditional 9-to-5 hours. Evening sessions, weekend events, and variable weekly schedules are part of how POIETO operates. We will make scheduling expectations clear at hire and communicate changes in advance whenever possible.
Program needs can shift. Partner sites may change their availability. New opportunities may arise. When your schedule needs to change, we commit to discussing those changes with you in advance — not just handing you a new schedule. We understand that your time is yours outside of work, and we respect your ability to plan your life around a schedule you can count on. When schedule changes are unavoidable and short-notice, we will acknowledge the impact and work to make it right.
All non-exempt employees must accurately record all time worked. This includes time spent on program preparation, facilitation, debriefs, travel between work sites during a workday, and any other work performed for POIETO. Do not work off the clock. Do not allow a supervisor to ask you to work off the clock or to modify your timesheet to show fewer hours than you actually worked. If this occurs, report it to Ginny Song immediately.
Timekeeping is managed through QuickBooks. Your supervisor will walk you through the timekeeping process during onboarding. If you are unsure whether a particular activity counts as compensable time, ask before assuming it doesn't — it is almost always better to record it and let us sort it out than to leave time unrecorded.
Accurate timekeeping protects you. It ensures you are paid correctly, including overtime where applicable, and creates a record that benefits you in any dispute about hours worked. It also protects POIETO and helps us understand the real scope of our programs.
Your rate of pay is set forth in your offer letter. Please retain a copy of your offer letter, as it is the authoritative record of your compensation terms. If you believe there is an error in your pay, contact Ginny Song promptly.
POIETO processes payroll through QuickBooks. Pay periods and paydays will be communicated to you during onboarding. If you have questions about pay period schedules or payroll processing, contact Ginny Song. [Note to attorney/internal team: specific pay period frequency — weekly, biweekly, semi-monthly — should be confirmed and inserted here prior to distribution.]
POIETO pays employees via direct deposit through QuickBooks. You will be asked to provide your banking information during onboarding for direct deposit setup. If you need to update your banking information, notify Ginny Song as early as possible before the next pay period to ensure the change takes effect on time.
California has overtime rules that are more protective than federal law. Non-exempt (hourly) employees are entitled to overtime pay as follows:
Overtime is calculated based on the workday and workweek as defined by POIETO. Overtime must be approved in advance by your supervisor. However, if you work overtime without prior approval, you must still be paid for it — please report it immediately rather than leaving it unrecorded.
These overtime provisions apply to non-exempt (hourly) employees only. Exempt employees are paid on a salary basis and are not entitled to overtime under California law, provided they meet the applicable exemption criteria. Your offer letter will specify your exemption status.
Under California Labor Code §2802, POIETO is required to reimburse employees for all necessary expenditures incurred in direct discharge of their job duties. This includes, for example, program supplies, transportation costs for work-related travel, and communication costs where applicable.
To receive reimbursement, submit itemized receipts to Ginny Song within 30 days of the expense. Expenses that cannot be documented with a receipt may not be reimbursable. Do not incur significant expenses without prior authorization from your supervisor.
Some employees receive a transportation allowance as part of their compensation package, particularly those working across multiple program sites. If your offer letter specifies a transportation allowance, the terms set forth there govern. If you have questions about whether you are eligible for a transportation allowance, speak with Ginny Song.
Program staff who travel between sites during the workday (for example, from a morning session at one partner location to an afternoon session at another) are working during that travel time and must record it accordingly. Commute time from your home to your first worksite is not compensable. Travel during the workday between worksites generally is. If you are unsure, ask.
California law requires that non-exempt employees receive an unpaid, off-duty meal period of at least 30 minutes for every workday on which they work more than 5 hours. The meal break must begin no later than the end of the 5th hour of work (i.e., before you have worked 5 hours and 1 minute).
Waiver: An employee and employer may mutually consent to waive the first meal period if the employee's total workday is no more than 6 hours. This waiver must be voluntary and mutual — it cannot be required by the employer.
Second meal period: A second unpaid meal period of at least 30 minutes is required for workdays on which the employee works more than 10 hours. This second meal period must begin no later than the end of the 10th hour of work. The second meal period may be waived by mutual consent if (a) the total hours worked is no more than 12 hours, and (b) the first meal period was not waived.
Employees must be relieved of all duties during their meal break. A meal period during which an employee is not fully relieved of duties is an "on-duty" meal period, which must be compensated as time worked and requires a written agreement between the employee and employer. POIETO does not currently operate any on-duty meal period arrangement.
Non-exempt employees are entitled to a paid, 10-minute rest period for every 4 hours worked, or major fraction thereof. In practice, this means:
Rest breaks should be taken near the middle of each work period, where practical. Employees may not be required to work through a rest break or to use a rest break as part of their meal break.
If POIETO fails to provide a required meal period or rest break, the employee is entitled to one additional hour of pay at the employee's regular rate of compensation for each day on which the violation occurs — one premium hour for a missed meal period and one premium hour for a missed rest break, which may be cumulative if both are missed in the same day.
If you are not provided a required meal or rest break, you must report it to your supervisor and to Ginny Song promptly. Do not assume the break was waived — the waiver must be voluntary and explicit.
POIETO's programs often involve discrete sessions — commonly 2-hour facilitated workshops. A standalone 2-hour session is below the thresholds that trigger meal or rest break requirements. However, many program staff members do not work only the session itself. Preparation time before sessions and debrief time after sessions is compensable work time and counts toward the daily hours that trigger break requirements.
POIETO provides paid sick leave to all California employees in compliance with California's Healthy Workplaces, Healthy Families Act as amended by SB 616 (effective January 1, 2024). The following describes POIETO's current paid sick leave policy.
Paid sick leave accrues at the rate of 1 hour for every 30 hours worked, beginning on your first day of employment. Accrual applies to both part-time and full-time employees. Hours worked for purposes of sick leave accrual include all hours for which you are compensated, including overtime hours.
Employees may begin using accrued paid sick leave after 90 days of employment. Employees may use up to 40 hours (5 days) of paid sick leave per year. [Note to attorney: verify whether POIETO's accrual cap and annual use cap comply with SB 616 for all employee classifications, including part-time employees who may not accrue 40 hours within a year.]
You may use your paid sick leave for:
California law defines "family member" broadly for sick leave purposes. If you are unsure whether your situation qualifies, contact Ginny Song confidentially.
Accrued, unused paid sick leave carries over from year to year. POIETO may set an accrual cap consistent with California law. [Note to attorney: specify the accrual cap or confirm it meets SB 616 minimums.]
To use paid sick leave, notify your supervisor — for program staff, that is Samuel-Joey Alleyne — as early as possible, and as far in advance as practicable for foreseeable absences (such as scheduled medical appointments). For unexpected illness, notify your supervisor before the start of your shift or as soon as you are able. You do not need to provide a medical diagnosis or documentation for absences of fewer than 3 consecutive days. POIETO may require documentation for extended absences consistent with applicable law.
POIETO will not retaliate against any employee for using, attempting to use, or requesting paid sick leave. If you believe you have been retaliated against for using sick leave, contact Ginny Song or Christine Meinders immediately, or file a complaint with the California Labor Commissioner.
We mean this. Taking sick leave when you are sick is not a performance issue — it is how we take care of each other and our communities. Showing up sick, especially to in-person program sessions with participants, is not a sign of dedication. It is a risk we do not ask you to take.
As a California employer, POIETO participates in several state-administered benefit programs that provide important protections for employees. These programs are administered by the California Employment Development Department (EDD) and are separate from any benefits POIETO may provide directly. The following is a summary of the key state programs available to eligible employees.
California's State Disability Insurance program provides short-term wage replacement benefits to eligible employees who are unable to work due to a non-work-related illness, injury, pregnancy, or childbirth. SDI is employee-funded through a payroll deduction from your wages — POIETO withholds these contributions as required by law and remits them to the state.
If you become disabled and unable to work, you may be eligible to receive SDI benefits for up to 52 weeks, at a percentage of your regular wages up to the state benefit cap. To apply, visit the EDD at edd.ca.gov or call 800-480-3287. You must apply within a specified period after your disability begins — do not delay.
California's Paid Family Leave program provides up to 8 weeks of partial wage replacement benefits to eligible employees who need time off to:
Like SDI, PFL is employee-funded through payroll deduction and administered by the EDD. PFL provides wage replacement, not job protection — for job-protected leave, see applicable family and medical leave laws (CFRA, FMLA). To apply for PFL, visit edd.ca.gov.
California's Unemployment Insurance program provides temporary income replacement to workers who lose their job through no fault of their own — including layoffs, lack of work, and certain other qualifying separations. UI is employer-funded; POIETO pays UI taxes on your behalf. If your employment ends and you believe you may be eligible for UI benefits, apply promptly through the EDD at edd.ca.gov, as there are waiting periods and eligibility windows.
If you have questions about how any of these programs interact with your POIETO employment, or about the payroll deductions on your pay stub, contact Ginny Song.
POIETO INC maintains workers' compensation insurance as required by California law. Workers' compensation provides benefits to employees who sustain injuries or illnesses arising out of and in the course of their employment. These benefits include medical treatment, temporary disability payments, and, where applicable, permanent disability compensation.
If you are injured on the job or develop an occupational illness, report it immediately — the same day if at all possible — to your supervisor and to Ginny Song. Do not wait to see whether the injury is serious. Prompt reporting protects you and ensures you receive appropriate care without delay.
California law requires that POIETO provide you with a Workers' Compensation Claim Form (DWC-1) within one working day of being notified of a work-related injury or illness. Ginny Song will ensure you receive this form. Complete and return it promptly. Your right to workers' compensation benefits is protected while your claim is being reviewed.
California law requires POIETO to report serious injuries, illnesses, and deaths to Cal/OSHA within 8 hours. A "serious injury" includes any injury or illness requiring inpatient hospitalization, loss of a body part, disfigurement, or death. POIETO will handle this reporting obligation internally — your responsibility is to report the injury to your supervisor and Ginny Song immediately so we can respond appropriately.
POIETO will not retaliate against any employee for suffering a work-related injury, filing a workers' compensation claim, or exercising any right under California workers' compensation law. Retaliation for filing a workers' comp claim is illegal and contrary to POIETO's values. If you believe you have experienced retaliation, report it immediately to Ginny Song or Christine Meinders, or contact the California Labor Commissioner's office.
POIETO is committed to a workplace that is respectful, safe, and free from harassment, discrimination, and retaliation. This commitment extends to all locations where POIETO employees work — our offices, partner program sites, telework locations, and anywhere else work is conducted on POIETO's behalf, including virtual and online spaces.
POIETO's Harassment Policy and Code of Conduct are separate documents incorporated into this handbook by reference. You should receive copies of both documents at hire. Those documents contain detailed definitions of prohibited conduct, including harassment based on protected characteristics, sexual harassment, and bullying. Please read them. They are not fine print — they are the operational expression of our values.
We want to say something clearly, and we want it to land: our commitment to a respectful, equitable, accountable workplace is not a performative commitment. It is not here because we have to put it here. It is here because it reflects who we actually try to be.
Our value of Adaptive Accountability means that we build systems that make accountability visible — not systems that just declare accountability while leaving the structures that cause harm unchanged. If someone in a leadership position behaves in a way that violates these standards, that person is subject to the same accountability processes as anyone else. There are no exceptions based on tenure, title, or relationship to the founders.
Our value of Symbiotic Inclusion means we actively examine the dynamics of power in our workplace — who is heard, whose ideas are credited, who gets the benefit of the doubt, and who doesn't. These are structural questions, not just interpersonal ones, and we try to address them structurally.
Without limiting the detail provided in our Harassment Policy, the following categories of conduct are prohibited at POIETO:
Reports will be taken seriously and investigated promptly. We will protect confidentiality to the extent possible while still conducting a meaningful investigation. No one will be penalized for making a good-faith report, even if the investigation does not substantiate every element of the complaint.
POIETO will investigate all reported violations of this policy. Both the person who made the report and the person accused of misconduct will have an opportunity to provide their account. We will endeavor to reach a conclusion and communicate the outcome (to the extent permissible) within a reasonable time. Where a violation is found, POIETO will take corrective action up to and including termination of employment.
POIETO is committed to maintaining safe working conditions at all of its locations and program sites. The safety of employees, program participants, and visitors is a shared responsibility — and one that is rooted in our values. We cannot build a future of relational AI while failing to take care of the bodies and safety of the people doing that work.
POIETO maintains an Injury and Illness Prevention Program (IIPP) as required by California law (Cal/OSHA, Title 8 CCR §3203). The IIPP is a separate document incorporated into this handbook by reference. The IIPP describes POIETO's safety policies, procedures for identifying and correcting hazards, training requirements, and recordkeeping obligations. Please read it.
Every POIETO employee is responsible for:
For program staff working at partner sites: you are subject to the safety rules of both POIETO and the partner site. If you observe a hazard at a partner location, report it to your POIETO supervisor (Samuel-Joey Alleyne) as well as to the appropriate contact at the partner site.
See Section 10 (Workers' Compensation) for the full injury reporting process. In brief: report injuries immediately to your supervisor and to Ginny Song. POIETO will provide a DWC-1 claim form within one working day and will handle required Cal/OSHA reporting for serious injuries.
POIETO will not retaliate against any employee for reporting a safety concern, a hazardous condition, or a workplace injury. Retaliation for safety reporting violates California law and is entirely inconsistent with who we are. If you believe you have been retaliated against for a safety report, contact Ginny Song or Christine Meinders, or file a complaint with Cal/OSHA.
At hire, every POIETO employee signs a Confidentiality and Intellectual Property Assignment Agreement. That agreement is incorporated into this handbook by reference and is the controlling document for the specific legal terms of your confidentiality and IP obligations. This section provides a summary of the key principles and highlights obligations that are particularly relevant to how POIETO operates.
POIETO's confidential information includes, without limitation:
Your obligation to protect confidential information continues after your employment with POIETO ends. The specific duration and scope of your post-employment obligations are set forth in your Confidentiality Agreement.
Work product you create within the scope of your employment at POIETO — including curriculum, facilitation materials, documentation, software, designs, and other creative or technical output — belongs to POIETO. Your IP Assignment Agreement sets forth the full scope of this obligation. If you have questions about whether a particular work product belongs to you or to POIETO, ask Ginny Song or Christine Meinders before you create it or share it.
POIETO's mission is to build AI that is shaped through relationship, not extraction. That means we take seriously the question of how AI tools are used in our own operations — particularly when those tools involve inputting data about our participants, communities, and programs.
Do not input POIETO's confidential information or participant data into AI tools without explicit authorization from Christine Meinders or Ginny Song.
This includes generative AI writing tools, image generators, AI coding assistants, and any other system where data is processed by an external AI model. The concern is not hypothetical: participant data entered into commercial AI systems may be used to train future models, stored on third-party servers, or otherwise processed in ways that violate our obligations to participants and our values as an organization.
This is not a blanket prohibition on AI tool use in your work. It is a specific prohibition on using confidential information and participant data as inputs. If you want to use an AI tool in your work and are unsure whether it's appropriate, ask first.
This policy is consistent with — and flows directly from — our mission. We believe in communities having agency over how their data is used. We practice that belief internally. The participant who shared a story in a facilitated session did not consent to having that story processed by a commercial AI model. We honor that.
Upon separation from POIETO, you must promptly return all confidential information in your possession, in whatever form — digital or physical — and delete any copies stored on personal devices or accounts. See Section 17 (Separation and Offboarding) for details.
POIETO respects your right to maintain personal social media accounts and to participate in online communities as a private individual. We are not in the business of policing your personal expression. At the same time, employees who work with POIETO's programs, participants, and partners have responsibilities that go beyond what's typical in other workplaces — because our participants often come from communities that have been harmed by data extraction, and because our brand and relationships are built on trust.
You are free to have personal social media accounts and to discuss your work at POIETO generally — that you work here, what our mission is, what you do in your role. What you may not share on personal accounts:
If you are unsure whether something you want to share is appropriate, the right question to ask yourself is: did the people involved consent to having this shared in this way? If the answer is anything other than clearly yes, ask before posting.
POIETO's programs involve relationships with participants who may be minors or who may be in vulnerable situations. Any communication with program participants via social media or direct messaging platforms is subject to POIETO's Safe Interaction and Abuse Prevention Policy, which is incorporated by reference. Please read that policy carefully. In general: use official POIETO channels for participant communication, keep communications professional and documentable, and do not initiate personal social media connections with current program participants without authorization from your supervisor.
Only designated POIETO personnel may post on behalf of POIETO's official channels (social media accounts, website, newsletter, press communications). If you are contacted by press or media, or if you receive a request to speak publicly on POIETO's behalf, coordinate with Christine Meinders before responding.
Nothing in this section limits your rights under the National Labor Relations Act (NLRA) to discuss wages, hours, and working conditions with coworkers or to engage in protected concerted activity. POIETO will not retaliate against employees for exercising their NLRA rights.
Where POIETO provides equipment — laptops, tablets, phones, or other devices — that equipment is POIETO property and must be used primarily for POIETO business. POIETO-provided devices should be kept in good condition, secured with a password or PIN, and returned to POIETO upon separation or when requested. Do not install unauthorized software, remove security controls, or use POIETO-provided equipment in ways that could expose POIETO's data or systems to risk.
POIETO may monitor use of POIETO-provided equipment and systems to the extent permitted by applicable law. Employees should have no expectation of privacy when using POIETO-provided equipment or POIETO accounts (such as a @poieto.com email address), even for ostensibly personal communications.
Many POIETO program staff — including Teaching Assistants — use personal devices to support program delivery. This is a practical reality we acknowledge. If you use a personal device for POIETO-related work, the following apply:
POIETO will not access your personal device without your consent. However, if POIETO data or participant data is stored on a personal device in a way that creates a legal or security issue, POIETO may need to request that you take specific steps to address it.
Because this matters enough to say more than once:
Do not use POIETO's confidential information or participant data as inputs into AI tools — on any device, personal or POIETO-provided — without explicit authorization.
This is simultaneously a legal obligation (covered by your Confidentiality Agreement and our data stewardship commitments) and a values position. POIETO exists to change how AI is built — to make it more relational, more consensual, more accountable to the communities it affects. We cannot do that while running participant data through commercial AI systems that operate on extraction logic. We practice what we build.
If you want to use an AI tool in your work and believe it could genuinely help — great. Come talk to us about it. We're not anti-technology. We're pro-consent.
Use strong, unique passwords for work accounts. Do not share passwords. Be alert to phishing attempts — particularly emails or messages that ask you to click a link, provide credentials, or take urgent action. Report any suspected security incident to Ginny Song immediately. The faster a potential breach is reported, the better POIETO can contain and address it.
POIETO takes complaints seriously. Whether you are reporting harassment, discrimination, a safety hazard, a wage dispute, or misconduct by a colleague or supervisor, you have multiple pathways to raise concerns — and POIETO will not retaliate against you for using any of them.
You may make a complaint verbally or in writing. Written complaints help ensure your concern is fully understood and creates a record, but we will accept and investigate verbal complaints as well. POIETO will acknowledge receipt of your complaint and keep you informed of the process and outcome to the extent permitted by confidentiality obligations to other parties.
For concerns about abuse, participant safety, or power dynamics in program settings, please also refer to POIETO's Safe Interaction & Abuse Prevention Policy and Organizational Abuse Prevention Policy, both of which are incorporated by reference and provided at hire. These documents contain specific reporting pathways and response protocols designed for the program context.
You always have the right to bypass internal channels and file a complaint directly with an external agency. Using an external channel does not preclude using an internal channel, and vice versa.
California law provides strong protections for employees who report suspected violations of state or federal law or regulations to appropriate authorities, or who refuse to participate in activity they believe to be unlawful. POIETO will not retaliate against any employee for engaging in protected whistleblower activity. Employees who believe they have been retaliated against for whistleblowing should contact Ginny Song or an external agency immediately.
This deserves its own paragraph: POIETO will not retaliate against any employee who makes a good-faith complaint, participates in an investigation, or exercises any right protected by law. "Good faith" means you genuinely believed there was a problem — it does not mean your complaint has to be correct. Retaliation is itself a serious policy violation subject to discipline up to and including termination.
Employment at POIETO is at-will. Either party may end the employment relationship at any time. This section describes what happens when employment ends, regardless of the reason.
If you decide to resign, we ask that you provide as much advance notice as possible — two weeks is standard for most roles, and more notice may be appropriate for roles with significant program responsibilities. We understand that circumstances vary, and we will not penalize you for resigning without notice if your circumstances require it. We do ask, out of respect for your colleagues and the participants who depend on our programs, that you communicate your departure as thoughtfully as you are able.
POIETO may terminate employment at any time for any lawful reason. In cases of performance or conduct issues, POIETO will typically attempt to address the issue through conversation and, where appropriate, corrective action before termination — but is not required to do so and may terminate employment immediately where the circumstances warrant.
Upon separation, you must promptly return all POIETO property, including:
You must also delete POIETO confidential information from personal devices and accounts, and confirm in writing that you have done so if requested. POIETO may withhold the return of POIETO property that you have in your possession pending your return of POIETO's property — but may not withhold final wages owed to you.
Your confidentiality and intellectual property obligations under your Confidentiality and IP Assignment Agreement continue after your employment ends. This means you may not use or disclose POIETO's confidential information after separation, and work product you created in the scope of your employment remains POIETO's property. Please review your Confidentiality Agreement for the specific terms.
If POIETO offers group health insurance at the time of your separation, you may be eligible for continuation coverage under COBRA (federal) or Cal-COBRA (California). POIETO will provide required COBRA notices as applicable. Contact Ginny Song with questions about benefits continuation following your separation.
POIETO's standard practice is to confirm dates of employment and job title for reference requests, unless you have provided written authorization for additional information to be shared. We want departures from POIETO to be handled with dignity. If you have concerns about how references will be handled for your specific situation, speak with Ginny Song.
Please read the following acknowledgment carefully, sign below, and return this page to Ginny Song. Retain a copy for your own records.
I acknowledge that I have received a copy of the POIETO INC Employee Handbook (Version 1.0) and the following incorporated documents:
I understand and agree to the following:
Return signed original to Ginny Song. Retain a copy for your records. This acknowledgment page will be filed in your personnel file.