Code of Conduct

 PARADYM POLICY & CODE OF CONDUCT AGAINST HARASSMENT

 Anyone engaging with or on behalf of PARADYM in any manner—including managers, employees, visitors, entrepreneurs, clients, customers, and vendors—is required to adhere to—and should expect to receive the protections of—this policy to ensure a safe, respectful, and inclusive environment for all. We do not tolerate harassment. To report an issue or concern 

STATEMENT OF POLICY

 PARADYM is committed to providing a workplace free of sexual or other unlawful harassment. As part of this commitment, PARADYM strictly prohibits harassment of employees in the workplace based on race, color, religion, religious creed, national origin, ancestry, age, sex, gender, gender identity or expression, physical disability, mental disability, medical condition, genetic information, marital status, sexual orientation, family care or medical leave status, veteran or military status, or any other basis protected by federal or state laws. 

PARADYM is committed to providing a workplace free of sexual or other unlawful behaviour.  This anti-harassment policy applies to all employees of PARADYM, including managers, supervisors, and co-employees. This policy also applies to non-employees at the workplace or interacting outside the workplace with our employees on PARADYM-related business—including but not limited to entrepreneurs, clients, customers, and vendors. As such, PARADYM will attempt to protect employees from any third person in the workplace who it knows or should have known is violating this policy. Similarly, PARADYM will not tolerate harassment by its employees or non-employees with whom PARADYM has a business, service, or professional relationship, which, for the avoidance of doubt, includes investors with whom we are evaluating the establishment of an investment relationship. 

DEFINITION OF HARASSMENT 

Harassment occurs when conduct interferes with an employee’s work performance or creates an intimidating or offensive work environment based upon an employee’s race, color, religion, religious creed, national origin, ancestry, age, sex, gender, gender identity or expression, physical disability, mental disability, medical condition, genetic information, marital status, sexual orientation, family care or medical leave status, veteran or military status, or any other basis protected by federal or state laws. Harassing conduct can take many forms and may include, but is not limited to, the following: slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement or otherwise physically interfering with normal work, pictures, drawings, and/or cartoons. Sexual harassment in particular may include all of the above mentioned prohibited actions, as well as other unwelcome conduct, such as requests for sexual favors, conversations containing sexual comments, and unwelcome sexual advances, when: submission to the conduct is made either an explicit or implicit condition of employment or business; submission or rejection of the conduct is used as the basis for an employment or business decision; or the harassment has the purpose or effect of unreasonably interfering with an employee’s work performance or creates an intimidating, hostile or offensive work environment. 

REPORTING HARASSING CONDUCT

To report an issue or concern, please contact PARADYM by email: privacy@paradymev.com Reports will be reviewed promptly and handled in confidence, as well as investigated and/or otherwise escalated and acted upon as appropriate.

CORRECTIVE ACTION

 If PARADYM determines that harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by PARADYM to be responsible for discrimination or harassment in violation of this policy will be subject to appropriate disciplinary action, up to and including termination. Because a hostility-free environment is so important, PARADYM may take disciplinary action against an employee who exhibits poor judgment or engages in inappropriate behaviour, even if it falls short of being severe or pervasive.