Zero tolerance for harassment. For everyone we work with.
Effective date · 1 June 2026
PulseSignal is committed to a working and community environment free from harassment, intimidation, and discrimination. This policy applies to every person who interacts with us — employees, contractors, customers, vendors, and community members — across every channel we operate. For community-spaces standards (issues, pull requests, public discussion), see also our Code of Conduct.
Scope
Who and where this applies.
- Employees and contractors of PulseSignal.
- Customers and prospective customers communicating with our team.
- Vendors, sub-processors, partners, and any third party engaged in business with PulseSignal.
- Community members on any channel operated or sponsored by PulseSignal (email, support, Discord/Slack, GitHub, in-person events).
Prohibited conduct
What is not acceptable.
- Unwelcome sexual advances, requests for sexual favours, or other verbal or physical conduct of a sexual nature.
- Slurs, derogatory remarks, jokes, or epithets based on race, colour, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, pregnancy, or any other characteristic protected by law.
- Threats, intimidation, stalking, doxing (publishing private information without consent), or unwanted physical contact.
- Display or circulation of written or graphic material that degrades or shows hostility toward an individual or group.
- Retaliation against any person who reports harassment, participates in an investigation, or opposes harassing conduct.
How to report.
Report concerns by email to conduct@pulsesignal.co. If your concern involves the recipient of that address, email security@pulsesignal.co instead.
Include: what happened, when and where it happened, who was involved, any witnesses, and any documentation (emails, screenshots, links). Anonymous reports are accepted but harder to investigate — we encourage identifying yourself so we can follow up.
No one will face retaliation for raising a concern in good faith. Retaliation is itself a violation of this policy and will be investigated and addressed accordingly.
Investigation procedure
Our commitments to you.
- We will investigate every report promptly, thoroughly, and confidentially to the maximum extent possible.
- We will not tolerate retaliation against any person who in good faith reports a concern or participates in an investigation.
- We will take corrective action proportionate to the severity and recurrence of the conduct — up to and including termination of employment, contract, or customer relationship.
- We will keep the reporter informed of the outcome to the extent legally and practically possible without compromising the privacy of others.
- We will preserve evidence and documentation for the period required by applicable employment + record-keeping law.
Legal framing
Beyond the legal minimum.
This policy is designed to meet or exceed the requirements of applicable anti-harassment and anti-discrimination laws, including but not limited to Title VII of the US Civil Rights Act, the EEOC Enforcement Guidance on Harassment, the California Fair Employment and Housing Act (FEHA), the UK Equality Act 2010, and equivalent laws in jurisdictions where PulseSignal employees, contractors, or customers reside. Where local law imposes stricter standards, the stricter standard applies.
Related policies
See also.
- Code of Conduct — community-spaces standards (issues, PRs, public discussion).
- Acceptable Use Policy — platform-use restrictions for customers.
- Responsible Disclosure — security-vulnerability reporting channel.