All of our policies are important, but those in this section are very important and relate to specific federal, state and local employment laws. Please read them closely.
Equal Employment Opportunity (EEO)
Gorilla 76 is committed to equal employment opportunities for all. We hire, compensate, promote and manage employees based on qualifications and performance without regard to race, color, religion, sex, age, national origin, disability, genetic information, sexual orientation, gender identity, citizenship status, marital status or any other legally protected characteristic.
This policy applies to all aspects of employment, including including hiring, compensation, benefits, promotions and terminations. Violations will result in disciplinary action. Jon and Joe oversee this policy, and employees should reach out to them with any concerns. Inclusivity is one of our core values, and we take it seriously.
Non-discrimination and anti-harassment policy
Gorilla 76 is committed to a work environment in which all individuals are treated with respect and dignity. We believe in fostering a respectful and inclusive workplace. Discriminatory practices and harassment are strictly prohibited. Be kind and treat others as you’d want to be treated. It’s really pretty simple.
Sexual harassment is illegal and includes:
- Unwelcome sexual advances or requests for favors as a condition of employment
- Employment decisions based on submission to or rejection of such conduct
- Behavior that creates an intimidating, hostile or offensive work environment
Per the Equal Employment Opportunity Commission’s (EEOC) definition of sexual harassment, it’s important to note that sexual harassment does not have to involve conduct of a sexual nature in order to constitute unlawful behavior. For example, abusive, offensive or demeaning behavior that is directed to members of one gender only may be deemed a form of sexual harassment, even though the conduct was not motivated by sexual desire or gratification. In addition, harassment of a male by another male or of a female by another female also constitutes unlawful form of sex discrimination.
Additionally, harassment of any kind – whether verbal, physical or visual – based on a legally protected characteristic is strictly forbidden. This includes, but is not limited to:
- Inappropriate jokes, slurs or offensive remarks
- Unwanted advances, sexual gestures or suggestive communications
- Favorable treatment offered in exchange for sexual favors
- Retaliation against someone for rejecting an advance
If you experience or witness harassment:
- If comfortable, ask the offending party to stop
- Report the issue to Jon, Joe or Stephanie Hall (HR Consultant) immediately – whether or not you confronted the offender
Managers aware of possible harassment must report it promptly. Complaints will be handled confidentially, and retaliation against those who report misconduct in good faith will not be tolerated. If an investigation confirms a violation, appropriate corrective action, up to and including termination, will be taken.
Americans with Disabilities Act (ADA)
We comply with the Americans with Disabilities Act (ADA) and do not discriminate against individuals with disabilities. Gorilla 76 provides reasonable accommodations to employees who need them to perform the essential job functions, as long as it does not create undue hardship.
If you need an accommodation, contact Jon or Joe. We encourage open conversations – it’s our hope that you’d never feel this is something you’d need to hide. Jon, for example, has been vocal about his journey with multiple sclerosis, reinforcing our commitment to inclusivity.
Diversity, Equity, Inclusion and Belonging (DEIB)
Gorilla 76 has created, and will maintain, a workplace where everyone feels welcome. We don’t just invite different perspectives to the table, we ask them to be a part of the conversation as well.
We honor this in the following ways:
- Hiring based on skills, not requiring a college degree
- Operating as a remote workforce to increase accessibility
- Accommodating religious needs (see “Time off” section of this handbook)
- Observing Martin Luther King, Jr. Day as a company-wide day of service
- Partnering with City Academy to educate youth about careers in marketing
- Regularly reviewing DEIB insights through Workleap Officevibe in leadership meetings.
- Being a veteran-friendly employer – thank you to those who wear, and who have worn, the uniform
Code of conduct
Our success is built upon fair dealing and ethical conduct. Maintaining our reputation for integrity requires strict adherence to all applicable laws and the highest standards of personal and professional behavior. We even have our own code of ethics.
Our clients’ trust us, and we’re committed to preserving that trust. Employees have a duty to act in a way that upholds the confidence of our clients, colleagues and the public. We comply with all laws and expect employees to do the same, refraining from any illegal, dishonest or unethical conduct.
Conflicts of interest – real or perceived – are unacceptable. Employees must avoid situations where personal interests could conflict with company’s interests. When in doubt, consult with Jon or Joe.
Every employee is responsible for upholding this Code of Conduct. Violations may result in disciplinary action, up to and including termination.
AI policy for content
Clients who provide confidential information throughout the course of a normal business relationship hold the reasonable expectation that their information will not be shared with third parties — and we’re bound to that expectation when that information is explicitly protected by an NDA. However, clients should also understand that their information is shared within our company and the third-party contractors with whom we engage, including Dropbox, Rev, Loom, Zoom and ChatGPT, among others. We already follow strict confidentiality practices to protect all sensitive information in these platforms. This policy reinforces existing protocols and applies to all employees of Gorilla 76 and to all work that its employees perform.
Given the novel application of traditional guidelines covering data privacy and protection with generative AI, our approach must be cautious and conservative. The force of this caution depends on the platform’s security. The following advisories address paid and free generative AI use separately.
All tools will be documented in our internal employee software tracking sheet.
Paid generative AI
Unless you have received explicit permission for an alternative LLM (large language model), Gorilla 76 employees are to use paid versions of ChatGPT and ChatGPT Teams. Per its own policies, these secure conversations are not used to train Open AI’s LLM. Since the platform’s security measures are engineered to safeguard sensitive data, Gorilla 76’s exposure to liability is significantly reduced. However, we must still exercise due diligence in managing and controlling access to sensitive data in order to ensure compliance with legal standards.
Each department director’s approval grants limited use of generative AI chatbots. Company email addresses, credentials or phone numbers can be used to create accounts with these platforms.
Employees wishing to use a new-to-Gorilla generative AI must inform their director. Directors must approve or deny requests within ten (10) days. Directors will seek approval from co-founders when necessary. All AI-generated content must be reviewed for accuracy before relying on it for work purposes. If factual information cannot be verified by a reliable source, that information cannot be used.
Acceptable uses include but are not limited to:
- Brainstorming
- Building outlines or summaries
- General knowledge building to enhance your grasp of complex topics
- Rephrase headlines, metadata, sentences or content personalization
- Clarifying highly technical, rambling exchanges in SME (subject matter expert) interviews
- Thematic analysis for product market canvas and positioning preparation
- Creating formulas for Excel spreadsheets or similar programs
- Foreign language translations
- Spreadsheet calculations
- Coding development or debugging
Unacceptable uses include but are not limited to:
- Using direct, AI-generated content without intervening to verify that it meets ethical and operational standards
- Inputting client information explicitly shielded by “off the record” requests
If you don’t know whether an application is acceptable or not, contact your director.
Unpaid generative AI
Feeding data into free versions of generative AI may release it into an LLM (large language model) knowledge pool with uncertain permanence. Employees must avoid inputting “unanonymized” data that could be sensitive or proprietary. Due to its extensive learning capabilities, future renditions of AI could de-anonymize data.
The department director’s approval grants limited use of generative AI chatbots. Company email addresses, credentials or phone numbers can be used to create accounts with these platforms. Personal or sensitive company data of any kind must not be submitted to these platforms.
Employees wishing to use generative AI chatbots must inform their director how the chatbot will be used. Directors must approve or deny requests within ten (10) days. Directors will seek approval from co-founders when necessary.
Acceptable uses include:
- Brainstorming
- Building outlines or summaries
- General knowledge queries to enhance your grasp of complex topics
- Prompting to rephrase anonymized headlines, metadata, sentences or content personalization
- Foreign language translations
- Spreadsheet calculations
- Coding development or debugging
Unacceptable uses include:
- Using direct, AI-generated content without intervening to verify that it meets ethical and operational standards
- Using AI-created text without a thorough review of factual verification
- Inputting client information, even in an anonymized form, that is vulnerable to de-anonymization
- Names, phone numbers, email addresses, proprietary engineering information (as vague as verbal descriptions to CAD models and everything in between) or anything explicitly protected by an NDA or “off the record” request
If you do not know whether an application is acceptable or not, contact your director.
Training
All managers will be trained on the nuances of data privacy and protection in the context of generative AI to reinforce a comprehensive understanding of the risks involved.
Ethical use
Whether free or paid, employees must use generative AI while respecting the confidentiality and privacy of client information, in accordance with our understanding of data protection laws and expectations. Employees must also use generative AI in accordance with all of Gorilla 76’s conduct and anti-discrimination policies. These technologies cannot be used to create content that is inappropriate, discriminatory or otherwise harmful.
Employees agree to abide by all company policies regarding generative AI and the like.
Confidential nature of work
Our customers trust us with very confidential information. All Gorilla 76 records and information relating to Gorilla 76 or its customers are confidential and employees must treat all matters accordingly. That’s why we ask you to sign a Confidentiality Agreement.
Employees who are unsure about the confidential nature of specific information should ask Joe or Jon for clarification.
Health and safety
The well-being of our employees is a priority.
As a remote company, we minimize in-person interations. However, meetings and events still occur. If you’re feeling unwell, please refrain from attending any Gorilla-related gatherings. When visiting a client offices or worksites, employees must comply with all health and safety policies in the place at those locations.
This guidance applies to all employees of Gorilla 76.
