Creating a leveled playing field around global employee benefits is crucial in improving the overall health and well-being of the organization
We aim for this plan to:
- Be fair to everyone
- Provide employees with a framework for understanding management decisions affecting benefits
- It is essential to communicate that all employees are part of One Company and One Culture
Considerations before reading this:
- Tax on benefits differ between countries
- In countries where the local law is above the indicated standard, employees will receive at least the minimum required by law.
Company policy regarding days off
As a company, we want you to have a healthy work-life balance. It is important to take time off and “charge your batteries”. We encourage employees to take breaks and vacations as much as needed.
The employee can take as many days off as needed, requiring that the employee update their direct manager and make sure relevant colleagues know about that.
- Sick days as required by law, a permissive approach
- Vacation as required by law, a permissive approach
- National/local & religious holidays (for country-specific regulations, contact @Tamar Amoza)
- Pension as required by law, a permissive approach
- Maternity leave/Paternity Leave as required by law
- Reserve Duty as required by law
- Transportation as required by law
- Insurance (life, disability, teeth) as required by law
- Monthly Meal voucher - Depending on the local cost of living in the employee’s base country
- Personal empowerment (we support the value of self-improvement) Reimbursement is based on an annual allowance of $500/year You can fill out the reimbursement form here
- Examples: Language classes, Cooking classes, Lectures program, Craftsmanship, Skills, etc.
- Birthday benefit
- Up to 150$ for a gift from the company - Choose from a list of gift card providers.
- Reimbursements for equipment as seen Home Office
- Keren Hitshtalmut (Israel)