Do meaningful work that helps trusted products reach people safely.

Tomorrow’s Crop provides equal employment opportunity and does not tolerate discrimination, harassment, or retaliation. Employment decisions are based on legitimate business needs, qualifications, performance, and conduct. This commitment applies to in-person and remote work, email, chat, video meetings, client interactions, travel, and work-related events. Employees may report concerns to their manager, any company leader, or People Operations, and may bypass a manager when appropriate. Good-faith reporting, participation in an investigation, accommodation requests, and other protected activity are free from retaliation.

Employees are expected to communicate respectfully, meet commitments, raise risks early, protect company and client information, disclose conflicts of interest, and use company systems responsibly. Threats, violence, bullying, harassment, theft, fraud, knowingly unsafe conduct, and unauthorized disclosure of confidential information are prohibited.

Tomorrow’s Crop follows applicable federal wage-and-hour requirements and Illinois wage laws. Employees must accurately record all required work time and may not work off the clock. Nonexempt employees should obtain approval before working overtime when practical; all time actually worked will be recorded and paid according to law. Pay, lawful deductions, wage statements, necessary business-expense reimbursement, meal and rest protections, and day-of-rest requirements will be administered in accordance with applicable law, including Illinois requirements where they apply.

Eligible Illinois employees may use paid leave in accordance with the Illinois Paid Leave for All Workers Act and any applicable local ordinance. Tomorrow’s Crop also administers other protected leave and time-off rights as required by applicable law, including federal family and medical leave, bereavement, safety-related, military, jury, voting, and other statutory leave where applicable. We engage in an interactive process for reasonable accommodations related to disability, pregnancy, childbirth, related medical conditions, religious practice, nursing, and other protected needs.

Remote work is a work arrangement, not an always-on expectation. We measure work by quality, reliability, communication, client care, and results—not constant online presence. Employees are expected to be reachable during agreed working hours, keep calendars accurate, document decisions and quality-related work in approved systems, and communicate promptly when availability changes. Remote employees must use approved accounts and tools, protect screens and paper records, lock devices, use secure internet practices, and report lost equipment or suspected security incidents immediately. Employees should maintain healthy boundaries, take required breaks, and disconnect outside agreed schedules unless assigned and compensated for on-call or urgent work. Approval is required before relocating a regular work location to another state or country.

Tomorrow’s Crop supports vaccination as an important public-health measure and encourages employees to stay current with vaccines recommended for them by their healthcare provider, including seasonal respiratory vaccines where appropriate. We do not require employees to disclose vaccination status unless a lawful, role-specific, client-site, travel, or public-health requirement makes that information necessary. When documentation is required, it will be limited to what is needed, handled confidentially, and kept separate from routine personnel records. We provide reasonable accommodations and engage in an interactive process for disability, pregnancy, religious, and other protected needs as required by applicable law. Employees who are ill, have symptoms of a contagious condition, or have been advised to limit contact should notify their manager promptly and use available leave, remote work, or other approved arrangements when feasible. During elevated public-health risk or when required for a client engagement, Tomorrow’s Crop may adopt proportionate site-specific measures, such as staying home when sick, testing, masking, ventilation, distancing, or vaccination documentation, consistent with applicable law and client requirements. No employee will face retaliation for requesting an accommodation, using protected leave, or raising a workplace health and safety concern.

Employees must report workplace injuries, hazards, threats, privacy incidents, or unsafe conditions promptly, including work-related incidents occurring in a remote workspace. Personnel, medical, accommodation, and investigation information will be handled with appropriate confidentiality and access controls. This policy is a guide, not an employment contract, and may be updated as laws and company needs change. Where law, an approved accommodation, or a written agreement provides greater protection, the greater protection applies.