U.S. Compliance

This article applies exclusively to US-based W2 employees employed through FlowFuse's PEO provider, Deel. The policies and protections outlined here are specific to US employment law and are not applicable to team members outside of the United States.

Note: The sections below are summary overviews. For the complete section and policies and full legal disclosures, please refer to the US Compliance Policies Handbook.

Compliance & Training (Mineral)

FlowFuse uses the Mineral Portal (accessed via Deel) to manage state-specific mandatory training. Every new PEO employee must complete a compliance track tailored to their state. See here for full breakdown

1-2 Equal Employment Opportunity

FlowFuse is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances. FlowFuse's management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the President and/or the CEO. FlowFuse will not allow any form of retaliation against employees who raise issues of equal employment opportunity. If employees feel they have been subjected to any such retaliation, they should contact the President and/or the CEO. Violation of this policy, including any improper retaliatory conduct, will lead to discipline, up to and including discharge. All employees must cooperate with all investigations conducted pursuant to this policy.

1-3 Reasonable Accommodations & Interactive Dialogue

FlowFuse is committed to complying with applicable federal, state, and local laws governing reasonable accommodations of individuals, including, but not limited to, the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA). FlowFuse will endeavor to make a reasonable accommodation to applicants and employees who have requested an accommodation, or for whom FlowFuse has notice may require one, related to an individual's:

  • Disability, meaning any physical, medical, mental, or psychological impairment, or a history or record of such impairment;
  • Sincerely held religious beliefs and practices;
  • Needs as a victim of domestic violence, sex offenses, or stalking;
  • Needs related to pregnancy, childbirth, or related medical conditions; and/or
  • Any other reason required by applicable law, unless the accommodation would impose an undue hardship on the operation of our business.

Any employee who would like to request an accommodation should contact the President and/or the CEO. Accommodation requests can be made in writing using a form obtained from the President and/or the CEO. If the employee has not received an initial response within five (5) business days, they should contact the Chief of Staff.

Unless otherwise required by law, FlowFuse may request supporting documentation, and cooperating by returning requested information in a timely fashion is required. After receiving a request, or learning indirectly that an employee may require an accommodation, FlowFuse will engage in an interactive dialogue with the employee. FlowFuse may also initiate an interactive dialogue when it has knowledge that an employee's performance has been negatively affected and a reasonable basis to believe the issue relates to a protected classification.

FlowFuse will endeavor to keep confidential all communications regarding accommodation requests and the underlying circumstances, and will not allow any form of retaliation against employees who request an accommodation or engage in the interactive dialogue process.

1-4 Non-Harassment

It is FlowFuse's policy to prohibit intentional and unintentional harassment of or against job applicants, contractors, interns, volunteers, or employees by another employee, supervisor, vendor, customer, or any third party on the basis of any protected characteristic under applicable federal, state, or local laws. Such conduct will not be tolerated.

Harassment defined. Harassment is unwelcome verbal, visual, or physical conduct that denigrates or shows hostility or aversion toward an individual because of any actual or perceived protected characteristic, or that has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Such conduct violates this policy even if it does not rise to the level of unlawful harassment.

Sexual harassment defined. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature when: submission is made a term or condition of employment; submission or rejection is used as the basis for employment decisions; or the conduct has the purpose or effect of unreasonably interfering with work performance or creating a hostile working environment.

Reporting procedures. If an employee has been subjected to or witnessed conduct that violates this policy, the employee should immediately report it to Noubar Tedjirian, Chief of Staff. If the employee is unable to contact this person, or has not received an initial response within five (5) business days, they should contact the President. If the complaint is directed at one of these individuals, the employee should contact any higher-level manager in the reporting hierarchy.

Investigation and retaliation. Every report will be fully investigated and corrective action taken where appropriate. Complaints will be kept confidential to the extent possible, though confidentiality cannot be guaranteed. FlowFuse will not allow any form of retaliation against individuals who report unwelcome conduct or cooperate in investigations. Violation of this policy, including any improper retaliatory conduct, will result in disciplinary action, up to and including termination.

2-1 Employee Classifications

For purposes of this handbook, all US FlowFuse employees fall within one of the following classifications:

  • Full-Time Employees — regularly work at least 40 hours per week and were not hired on a short-term basis.
  • Part-Time Employees — regularly work fewer than 30 hours per week and were not hired on a short-term basis.
  • Short-Term Employees — hired for a specific short-term project, or on a short-term freelance, per diem, or temporary basis. Short-term employees generally are not eligible for Company benefits but are eligible to receive statutory benefits.

Employees are also categorized as either exempt or non-exempt for purposes of federal and state wage and hour laws. Exempt employees do not receive overtime pay and generally receive the same salary regardless of hours worked. The employee will be informed of these classifications upon hire and of any subsequent changes.

2-8 Overtime

When FlowFuse experiences periods of extremely high activity, additional work may be required. Employees may work overtime only with prior management authorization. Any non-exempt employee who works overtime without authorization may be subject to disciplinary action, up to and including termination.

Any non-exempt employee who works overtime will be compensated at one and one-half times (1.5) their regular hourly wage for all time worked in excess of 40 hours each workweek, unless otherwise required by applicable law. Overtime pay is calculated based on actual hours worked; paid time off, holidays, and leaves of absence are not considered hours worked for overtime calculations. The workweek begins at 12 a.m. on Sunday and ends 168 hours later at 12 a.m. the following Sunday.

2-10 Safe Harbor Policy for Exempt Employees

It is FlowFuse's policy and practice to accurately compensate employees in compliance with all applicable state and federal laws. Employees must review pay stubs promptly to identify and report any errors.

Exempt salaried employees receive a predetermined salary intended to compensate them for all hours worked, which is not subject to deductions for variations in the quantity or quality of work performed. Under federal and state law, salary is subject to certain permitted deductions (for example, full-day absences for personal reasons; full-day absences for sickness or disability made in accordance with a bona fide benefit plan; full-day disciplinary suspensions for infractions of written policies; FMLA absences; offsets for jury/witness/military pay; the first or last week of employment when less than a full week is worked; and any full workweek in which no work is performed). Salary may also be reduced for items such as a portion of insurance premiums, taxes, Social Security, or voluntary 401(k)/pension contributions.

In any workweek in which the employee performs any work, salary will not be reduced for partial-day absences for personal reasons, sickness, or disability; facility closures on a scheduled workday; absences for jury duty, witness attendance, or military leave (subject to permitted offsets); or any other deduction prohibited by law.

If employees believe they have been subject to an improper deduction, they should immediately report it to a supervisor or, if that is not appropriate, to Chief of Staff.

2-11 Your Paycheck

Employees will be paid semi-monthly for all time worked during the past pay period. Payroll stubs itemize deductions from gross earnings. By law, FlowFuse is required to make deductions for Social Security, federal income tax, and any other appropriate taxes, and these may also include court-ordered garnishments. Payroll stubs differentiate between regular pay and overtime pay.

If there is an error in an employee's pay, the employee should bring it to the attention of their supervisor immediately so the Company can resolve the matter quickly. Paychecks will be given only to the employee unless the employee requests they be mailed or authorizes in writing that another person may accept the check.

2-12 Direct Deposit

FlowFuse strongly encourages employees to use direct deposit. Authorization forms are available from the Deel portal.

2-13 Salary Advances

FlowFuse does not permit advances on paychecks, vacations, or against accrued paid time off.

3-2 Paid Holidays

Full-time employees are eligible to be paid for the following holidays:

  • New Year's Day
  • Martin Luther King, Jr. Day
  • President's Day
  • Good Friday
  • Memorial Day
  • Juneteenth National Independence Day
  • Independence Day
  • Labor Day
  • Indigenous People's Day / Columbus Day
  • Veterans' Day
  • Thanksgiving Day
  • Day after Thanksgiving
  • Christmas Eve
  • Christmas Day
  • New Year's Eve

When a holiday falls or is celebrated on what otherwise would be a regular workday for the eligible employee, eligible employees will receive one (1) day's pay at their regular straight-time rate.

3-8 Jury Duty

FlowFuse recognizes the obligation of US citizens to serve on a jury when summoned. Employees will be allowed time off to perform such civic service as required by law, and are expected to provide proper notice and verification of service. Employees should keep management informed of the expected length of service and report to work for the major portion of the day if excused by the court. Employees on jury duty leave will be paid in accordance with state law; exempt employees will be paid their full salary for any week in which time is missed due to jury duty if work is performed for the Company during that week.

3-10 Voting Leave

If employees do not have sufficient time outside of working hours to vote in a statewide election, and if required by state law, they may take enough working time to vote. Such time will be paid if required by state law and should be taken at the beginning or end of the regular work schedule. Where possible, supervisors should be notified at least two (2) days prior to the voting day.