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Cribl Terms

Code of Conduct

1.0 Purpose

The purpose of this policy is to ensure that Cribl provides a respectful, safe, inclusive, welcoming, and harassment-free space and experience for all employees and partners, regardless of gender identity and expression, sexual orientation, disability, physical appearance, socioeconomic status, body size, ethnicity, nationality, level of experience, age, or religion (or lack thereof).

The purpose of this policy is also to ensure that Cribl does what it can to prevent human trafficking, including involuntary servitude, and comply with applicable legal requirements related to those activities.

2.0 Scope

This policy applies to all employees, independent contractors, and other Cribl personnel, including interns and temporary workers (“Users”), as well as customers, vendors, resellers, distributors, and partners that Cribl does business with anywhere in the world (together with Users, hereinafter “Covered Entities”).

This policy also applies to all spaces: In-person or virtual company hosted events (including Happy Hours), video call meetings (e.g., Zoom, Google Meets, Webex, etc.), phone calls or texts, conversations including Slack, open-source repositories, as well as in one-on-one communications in Slack and video, pertaining to our business.

3.0 Policies and Procedures

Covered Entities must comply with Cribl’s policies and procedures, including without limitation all policies, procedures, controls, and programs related to information security as described in Policy 1017 – Information Security, except that Covered Entities other than employees must comply with Cribl’s policies and procedures that are applicable to them in their role and access to Cribl spaces, systems, and confidential information, if any. In all cases, Users must comply with this policy and, as applicable, their employment, confidentiality, non-disclosure, and invention assignment agreements.

4.0 Appropriate Behavior

Covered Entities must always conduct themselves appropriately. Appropriate behavior contributes to the health, safety, and continued growth of Cribl and includes:

  • Assuming positive intent of colleagues and attempting collaboration before conflict.
  • Participating in an engaged, authentic and empathetic way.
  • Representing the Cribl brand in a positive, professional way. This includes approaching virtual meetings with the same respect and professionalism you would in an in-person an office setting.
  • Using welcoming and inclusive language.
  • Exercising consideration and respect in speech and actions.
  • Refraining from demeaning, discriminatory, or aggressive behavior and speech.
  • Reporting allegations of discrimination or harassment and cooperating with investigations related to allegations of discrimination or harassment.
  • Alerting your manager or People Business Partner immediately if you notice a concerning situation, someone in distress, or unresolved violations of this Code of Conduct.
  • Refraining from doing something you wouldn’t do in another professional situation.
  • Gracefully accepting well-communicated constructive criticism.

5.0 Harassment

Covered Entities must never engage in unlawful discrimination or harassment in any form. Cribl does not tolerate discrimination or harassment in any form. Cribl also does not tolerate retaliation against any employee for reporting acts of discrimination or harassment against themselves or that they witnessed against another.

It is our responsibility as Criblanians to always behave professionally and respectfully. Unprofessional, disrespectful, and other unacceptable behavior will be deemed harassment. It is important to keep in mind what could be perceived as unacceptable behavior to your colleagues.

Unacceptable behavior may include, but is not limited to:

  • Threats or discriminatory behavior of any kind: examples could include threats of violence, discriminatory language related to gender identity and expression, sexual orientation, disability, physical appearance, socioeconomic status, body size, ethnicity, nationality, level of experience, age, or religion (or lack thereof).
  • Employment decisions made on unlawful bases.
  • Retaliation against an employee for reporting unlawful discrimination or harassment.
  • Failure to report allegations of unlawful discrimination or harassment.
  • Failure to cooperate with investigations related to unlawful discrimination or harassment.
  • Posting of sexually explicit or violent content on company video calls, Slack, or social media.
  • Pattern of inappropriate social contact, such as requesting or assuming inappropriate levels of intimacy with others.
  • Continued one-on-one communication after requests to cease.
  • Conduct which could reasonably be considered inappropriate in a professional setting.
  • Advocating for or encouraging any of the above behaviors.
  • Publication of non-harassing private communication without consent.

6.0 Human Trafficking

6.1 Why it is important to prevent human trafficking.

Human trafficking can take many forms. In Cribl’s industry, it most often reveals itself in coercive employment practices in the recruiting marketplace, or in corporate operations. Involuntary servitude in any form runs counter to Cribl’s corporate values, is an offense to human dignity, and will not be tolerated.

Prohibiting human trafficking ensures that all Users can enjoy the freedom of movement that is so foundational to a remote company like Cribl and that Cribl does not unknowingly contribute to institutions or operations that would threaten the dignity of others.

Numerous state and federal laws, as well as contractual requirements, require Cribl to institute policies to prevent human trafficking and comply with applicable immigration and labor laws. The failure to comply with this policy and applicable legal requirements may result in criminal prosecution of responsible individuals and the debarment of Cribl from government contracts.

6.2 Prohibition

Cribl prohibits trafficking in persons, slavery, and all forms of involuntary servitude. No employee may engage in any practice that constitutes those activities. For example, Covered Entities must not:

  • Engage in any form of trafficking in people, use forced labor in the performance of any work, or use immigration status as a manipulative tool to recruit candidates or demand continued employment for Cribl or one of Cribl’s affiliated entities;
  • Destroy, conceal, confiscate, or otherwise deny access by an individual to that person’s identity or immigration documents, including that person’s passport or driver’s license, government identification, regardless of the issuing authority;
  • Use misleading or fraudulent practices during the recruitment of candidates or offering of employment or contract positions, including by failing to disclose, in a format and language accessible to the potential candidate, basic information on the position and its requirements;
  • Make material misrepresentations during the recruitment of candidates regarding key terms, conditions, and requirements, including wages and fringe benefits, the location of work, housing and associated costs (if provided by Cribl), any significant cost to be charged to the candidate, and, if applicable, the hazardous nature of the work;
  • Use recruiters that do not comply with this policy or local labors laws of the country or locality in which the recruiting takes place;
  • Charge recruitment fees to candidates or employees;
  • Procure commercial sex acts while on Cribl business or during activities related to Cribl business;
  • If required by law or contract, fail to provide return transportation, or pay for the cost of return transportation, upon the end of employment;
  • If required by law or contract, fail to provide or arrange housing that meetings housing and safety standards required by applicable law; or
  • If required by law or contract, fail to provide an employment contract, recruitment agreement, or other required work document in writing.

6.3 Investigations and Audits

All Covered Parties, especially recruiting agencies, professional employer organizations, and similar entities, must fully and promptly cooperate with Cribl’s internal investigations, external audits, and law enforcement investigations, and respond fully and truthfully to requests for information and documents.

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