Workplace Policy - Empathic Reality: Feel More Online

Dikeon Workplace Policy

1. Introduction

At Dikeon, our commitment to Empathic Reality extends to our internal culture. We are a remote-first organization, built on trust, autonomy, and a shared dedication to our mission of restoring authentic human connection. This policy outlines the principles and expectations that guide our distributed workforce, ensuring a productive, supportive, and empathetic environment for all.

2. Our Remote-First Philosophy

Remote work at Dikeon is not merely a logistical choice; it's a strategic embrace of global talent, flexibility, and a focus on results. We believe that by empowering our team members to work from where they are most effective, we foster innovation, enhance well-being, and embody the very principles of connection our "soulware" seeks to achieve.

3. Core Principles of Our Workplace

Trust & Autonomy: We empower our team members with the autonomy to manage their work and schedules effectively, trusting them to deliver high-quality results. We value output and impact over hours logged.
Intentional Connection: While distributed, we are deeply committed to fostering strong team bonds. We leverage best-in-class collaboration tools and encourage proactive, empathetic communication to ensure everyone feels connected, supported, and part of the Dikeon family. We actively utilize our own Dikeon technology where appropriate to enhance internal empathy and well-being.
Well-being & Support: We prioritize the holistic well-being of our employees. We encourage healthy work-life integration, provide resources for mental and emotional health, and are proactive in identifying and preventing burnout.
Inclusivity & Global Perspective: Our remote model enables us to build a diverse team spanning geographies and cultures. We are committed to an inclusive environment where every voice is valued, and diverse perspectives drive our innovation.
Professional Conduct & Security: Even in a remote setting, we uphold the highest standards of professionalism, respect, and ethical conduct. Maintaining robust data security and confidentiality protocols is paramount for every team member.

4. Employee Responsibilities

To ensure a successful remote-first environment, Dikeon employees are expected to:

Maintain Professionalism: Conduct themselves professionally in all interactions, whether internal or external.
Effective Communication: Be responsive, communicate clearly and proactively, and utilize designated communication channels effectively.
Productivity & Accountability: Manage their time efficiently, meet deadlines, and take ownership of their tasks and projects.
Self-Management: Be proactive in seeking support, managing their well-being, and identifying any challenges impacting their work.
Secure Work Environment: Ensure their remote workspace is secure, protecting company data and intellectual property in accordance with Dikeon's security policies. This includes using secure networks, Dikeon-approved software, and maintaining physical security of company assets.
Maintain Equipment: Take good care of company-provided equipment and report any issues promptly.
Adhere to Policies: Fully comply with Dikeon's policies on Intellectual Property, Confidentiality & Non-Disclosure, and Conflict of Interest.

5. Manager Responsibilities

Dikeon managers play a crucial role in leading remote teams effectively:

Clear Expectations: Set clear goals, objectives, and performance expectations for their teams.
Support & Resources: Provide necessary tools, resources, and training to enable team members to succeed remotely.
Foster Connection: Actively promote team cohesion, facilitate regular check-ins, and create opportunities for social interaction.
Performance Management: Focus on outcomes and impact, providing regular feedback and support for professional development.
Well-being Advocacy: Be attuned to team members' well-being, utilizing Dikeon's internal tools and fostering an open environment for discussing challenges.

6. Resources & Support

Dikeon is committed to providing the necessary resources for a thriving remote workforce, including:

Comprehensive collaboration and communication tools.
Access to well-being programs and mental health resources.
Dedicated IT and HR support channels.
Opportunities for professional development and training.
Employee Stock Ownership Plan (ESOP): As a testament to our belief in shared success, Dikeon offers an Employee Stock Ownership Plan, providing eligible employees with an ownership stake in the company. This aligns individual interests with the long-term growth and success of Dikeon, fostering a culture of collective ownership and reward.

7. Intellectual Property (IP) Rights

All employees agree that any inventions, discoveries, improvements, designs, creative works, software, data, or other intellectual property ("IP") conceived, developed, or reduced to practice by them, either alone or jointly with others, during the course of their employment with Dikeon, and that relate to Dikeon's current or prospective business, research, or development, shall be the sole and exclusive property of Dikeon.

Employees are required to promptly disclose all such IP to Dikeon and to execute any and all assignments, applications, and other documents that Dikeon deems necessary to obtain, perfect, and maintain its rights in such IP. This includes, but is not limited to, patents, copyrights, trademarks, and trade secrets. This obligation shall survive the termination of employment.

8. Confidentiality & Non-Disclosure

Given the highly sensitive and proprietary nature of Dikeon's "soulware" technology, emotional data, business strategies, and client information, all employees are bound by strict confidentiality obligations.

Definition of Confidential Information: This includes, but is not limited to, trade secrets, proprietary technology (including Dikeon's Voice Emotion AI, Micro-Expression Detection, BioSync, Empathy Streaming Protocol, Crisis Detection Engine), product roadmaps, software code, algorithms, research and development, financial data, marketing plans, employee information, client lists, user data (especially emotional and biometric data), and any other non-public information obtained during the course of employment.
Obligation: Employees must not, either during or after their employment with Dikeon, disclose, disseminate, use, or allow the use of any Confidential Information, except as expressly authorized by Dikeon or as required by law.
Data Handling: Employees must adhere to all Dikeon's security policies and procedures regarding the handling, storage, and transmission of Confidential Information, particularly sensitive user data, ensuring privacy-by-design and compliance with global data protection regulations.
Return of Property: Upon termination of employment, or at any time upon Dikeon’s request, employees must immediately return all company property, including all tangible and intangible Confidential Information.

9. Conflict of Interest & Disclosures

Employees are expected to act in the best interests of Dikeon and avoid any situations that could create a conflict of interest. A conflict of interest arises when an employee's personal interests, outside activities, or relationships could improperly influence their judgment or actions in performing their duties for Dikeon, or give them an unfair advantage.

Disclosure Requirement: Employees must promptly disclose to their manager and/or Human Resources any potential or actual conflicts of interest, including but not limited to:
Management of Conflicts: Dikeon will review disclosed conflicts and work with the employee to determine an appropriate course of action, which may include mitigation strategies, recusal from certain decisions, or discontinuation of the conflicting activity.