Add anti-harassment and code of conduct policies

src/content/handbook/culture/anti-harassment-and-discrimination-policy.md

@@ -0,0 +1,75 @@
+---
+title: Anti-Harassment and Discrimination Policy
+sidebar:
+  label: Anti-Harassment and Discrimination Policy
+  order: 4
+updatedDate: Dec 4, 2025
+authors: jacob
+meta:
+  title: ""
+  description: ""
+---
+
+Datum is committed to providing a workplace free from discrimination and harassment. All employees, contractors, clients, and visitors have the right to work in an environment that promotes equal opportunity and prohibits discriminatory practices.
+
+Violations of this policy will result in disciplinary action, up to and including immediate termination.
+
+## Scope
+This policy applies to all work-related settings, including company facilities, client sites, remote work locations, business travel, company-sponsored events, and online interactions related to work. It covers conduct during and outside regular business hours when it affects the work environment.
+
+## Prohibited discrimination
+Datum prohibits discrimination based on race, color, ethnicity, national origin, sex, gender, gender identity, gender expression, sexual orientation, age, religion, disability, genetic information, pregnancy, marital or family status, military or veteran status, or any other characteristic protected by law.
+
+Prohibited discrimination includes making employment decisions based on protected characteristics, providing unequal pay or benefits, limiting opportunities based on protected characteristics, and retaliating against individuals who oppose discriminatory practices.
+
+## Prohibited harassment
+Harassment is defined as unwelcome conduct based on a protected characteristic that creates an intimidating, hostile, or offensive work environment or interferes with work performance.
+
+- Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature. Examples include unwanted propositions, offering benefits in exchange for sexual favors, threatening reprisals after rejection, leering or sexual gestures, displaying sexually suggestive materials, sexual comments or jokes, unwanted touching, and sending sexually explicit messages.
+
+- Other forms of harassment include verbal harassment (slurs, derogatory comments, jokes), visual harassment (offensive posters, symbols, gestures), physical harassment (assault, unwanted touching, blocking movement), threats and intimidation, and cyberbullying related to protected characteristics.
+
+A hostile work environment can be created by anyone in the workplace and is characterized by severe or pervasive unwelcome conduct that a reasonable person would find hostile or abusive.
+
+## Responsibilities
+All employees must treat others with respect, comply with this policy, report suspected violations promptly, cooperate with investigations, and respect confidentiality.
+
+Managers and supervisors must model appropriate behavior, maintain a workplace free from discrimination and harassment, take immediate action when violations occur, report concerns to Human Resources immediately, never discourage reporting, and ensure no retaliation occurs.
+
+## Reporting
+Report discrimination or harassment immediately through any of these channels:
+
+- Direct Supervisor (unless they are involved in the complaint)
+- Human Resources: Steven Smyser, CFO at [email protected]
+- Senior Management: Any member of the leadership team
+
+You do not need to confront the harasser before reporting. Anonymous reports are welcome. When reporting, provide as much detail as possible including names, dates, locations, descriptions of incidents, and any supporting documentation.
+
+## Investigation Process
+Upon receiving a complaint, we will acknowledge receipt promptly, assess whether interim measures are needed, and begin investigation immediately. All investigations will be prompt, thorough, impartial, documented, and confidential (shared only on a need-to-know basis).
+
+We may implement interim measures during investigation such as temporary schedule changes, reassignment, or administrative leave. Upon conclusion, both parties will be informed of the outcome, appropriate action will be taken if violations are substantiated, and follow-up will ensure no retaliation occurs.
+
+## Disciplinary Action
+Violations may result in verbal or written warning, mandatory training, loss of privileges, demotion, suspension, termination, or legal action. The Company may take immediate action, including termination, for severe violations.
+
+## Non-Retaliation
+Datum strictly prohibits retaliation against anyone who reports discrimination or harassment in good faith, participates in investigations, opposes discriminatory conduct, or requests reasonable accommodation.
+
+Retaliation includes termination, demotion, suspension, threats, negative performance evaluations not based on performance, unjustified changes in duties or conditions, or social ostracism. Retaliation is a serious violation and may result in discipline up to and including termination, even if the underlying complaint is not substantiated.
+
+## False Complaints
+While we encourage reporting concerns in good faith, knowingly making false accusations will result in disciplinary action up to and including termination. A complaint made in good faith that is not substantiated is not considered a false complaint.
+
+## Confidentiality
+We maintain confidentiality to the extent possible while conducting thorough investigations. Information is shared only with those who need to know to conduct the investigation, implement corrective action, or as required by law. Employees involved in complaints or investigations should maintain confidentiality and not discuss matters with co-workers.
+
+## Resources
+Internal resources can be secured through our Human Resources function [email protected]. In addition, the following external resources are available:
+
+- Equal Employment Opportunity Commission (EEOC): [Website](http://www.eeoc.gov) | 1-800-669-4000
+- New York State Division of Human Rights: 1-888-392-3644
+- National Sexual Assault Hotline: 1-800-656-4673
+- National Domestic Violence Hotline: 1-800-799-7233
+
+Questions about this policy should be directed to Human Resources at [email protected].

src/content/handbook/policy/code-of-conduct.md

@@ -0,0 +1,64 @@
+---
+title: Code of conduct
+sidebar:
+  label: Code of conduct
+  order: 1
+updatedDate: Dec 4, 2025
+authors: jacob
+meta:
+  title: ""
+  description: ""
+---
+
+This policy articulates the standards of behavior expected of everyone at Datum, as well as in our community forums (e.g. Discord, meetups, etc). As such, it applies to all work-related settings and activities, including at our offices, events, travel, client sites, and online communications related to Datum.
+
+Our Code reflects our commitment to integrity, professionalism, and creating a positive workplace culture. All employees are expected to treat colleagues, clients, vendors, and visitors with courtesy and respect. Here are some examples:
+
+- Communicate professionally and constructively
+- Maintain a positive attitude and contribute to a collaborative work environment
+- Arrive on time and meet commitments and deadlines
+- Use Company time, resources, and property responsibly
+- Follow safety protocols and report unsafe conditions immediately
+- Refrain from working under the influence of drugs or alcohol
+- Maintain a workplace free from violence or threats of violence
+
+## Ethical business practices
+
+1. **Conflicts of Interest** - Employees must avoid situations where personal interests conflict or appear to conflict with the Company's interests. This includes outside employment competing with Datum, financial interests in competitors or suppliers, hiring family members without disclosure, and accepting inappropriate gifts from business partners. All potential conflicts must be disclosed to management promptly.
+
+2. **Confidentiality** - Employees must protect confidential Company information, trade secrets, proprietary data, and client information. Use confidential information only for legitimate business purposes, and continue to maintain confidentiality after employment ends. Follow all information security policies.
+
+3. **Accurate Records** - Maintain accurate, complete, and honest business records. Report time, expenses, and financial information truthfully. Never falsify documents or misrepresent facts. Cooperate fully with audits and report suspected fraud immediately.
+
+4. **Legal Compliance** - Comply with all applicable federal, state, and local laws. Follow industry-specific regulations and all Company policies. Seek guidance when unsure about requirements.
+
+## Use of company resources
+Company property and technology systems (computers, email systems, SaaS tools, etc) are primarily for business use. Personal use should be minimal and not interfere with work responsibilities. Employees should have no expectation of privacy when using Company systems. Prohibited uses include accessing inappropriate content, sending offensive materials, or engaging in illegal activities. 
+
+## AI platforms & confidential information
+It’s very important that employees never upload, share, or input confidential Company information, proprietary data, customer information, or trade secrets into AI platforms, large language models, or similar third-party tools unless explicitly authorized.
+
+## Social media
+When using social media (LinkedIn, blogging, Instagram, etc), do not disclose confidential Company information. If you are interacting on a personal basis, make clear that your personal views do not represent the Company. Be respectful and professional when discussing work-related topics.
+
+## Client, partner and vendor relationships
+Earning the trust of our clients and partners is key to our business strategy. In addition to providing high-quality, timely communication, please be honest about Datum’s capabilities and limitations. Deal fairly and honestly with users, customers, partners, vendors, and competitors. 
+
+## Gifts and entertainment
+Modest business courtesies are acceptable if they do not create obligation or appearance of impropriety. Gifts or entertainment that could influence business decisions must be declined. Cash or cash equivalents should never be accepted. When in doubt, consult with management.
+
+## Diversity and inclusion
+Datum is committed to creating a diverse, equitable, and inclusive workplace. We value diverse perspectives, provide equal opportunities for all qualified individuals, and foster an environment free from discrimination and harassment. See our Anti-Harassment and Discrimination Policy for details.
+
+## Reporting violations
+Employees who observe or become aware of conduct that violates either the letter or spirit of our policies or applicable laws must report it promptly to their supervisor, our Human Resources function [email protected], or senior management.
+
+All reports will be taken seriously, investigated promptly, and handled with discretion to the extent possible. Appropriate corrective action will be taken when violations are confirmed.
+
+Datum strictly prohibits retaliation against anyone who reports a suspected violation in good faith, participates in an investigation, or refuses to engage in conduct that violates this Code. Retaliation is itself a serious violation and will result in disciplinary action up to and including termination.
+
+## Consequences
+Violations of this Code may result in disciplinary action up to and including termination of employment. The severity of action will depend on the nature and severity of the violation, whether it was intentional, the employee's prior record, and other relevant factors.
+
+## Questions
+If you have questions about this Code or how it applies to a specific situation, contact our Human Resources function at [email protected], speak with your supervisor, or reach out to any of our senior management team. When in doubt, please ask! It's always better to seek guidance than to risk violating the Code.

src/content/handbook/policy/data-retention.md

@@ -1,7 +1,7 @@
 ---
-title: Data retention policy
+title: Data retention and deletion policy
 sidebar:
-  label: Data retention policy
+  label: Data retention and deletion policy
   order: 13
 updatedDate: Nov 13, 2025
 authors: jacob

src/content/handbook/policy/index.md

@@ -2,7 +2,7 @@
 title: Compliance
 sidebar:
   label: Overview
-  order: 0
+  order: -1
 updatedDate: Nov 13, 2025
 authors: jacob
 meta:

src/content/handbook/policy/personnel.md

@@ -2,7 +2,7 @@
 title: Personnel policy
 sidebar:
   label: Personnel policy
-  order: 1
+  order: 0
 updatedDate: Nov 13, 2025
 authors: jacob
 meta:

src/v1/styles/components-handbook.css

@@ -58,6 +58,7 @@
     @apply relative w-full flex-col gap-y-4 pt-9 pr-0 pb-0 md:mb-0 md:max-w-64.75 md:min-w-64.75 md:pr-7 md:pb-12;
     @apply border-glacier-mist-900 border-r-0 md:border-r;
     @apply hidden md:flex;
+    @apply mt-17.5 md:mt-0 md:flex;
   }
 
   /* Mobile menu styles */
@@ -114,6 +115,7 @@
 
   .handbook-sidebar .menu-list {
     @apply relative flex flex-col pr-7;
+    @apply leading-normal;
   }
 
   .handbook-sidebar .menu-item {
@@ -122,6 +124,7 @@
 
   .handbook-sidebar .menu-link {
     @apply text-midnight-fjord/80 hover:text-midnight-fjord datum-docs-sidebar-links transition-colors duration-200 ease-out;
+    @apply inline-block py-1;
   }
 
   .handbook-sidebar .menu-link--active {