Split parts of BYLAWS into EMPLOYMENT_CONTRACT and EMPLOYEE_HANDBOOK

[ERLindeman]

Current structure would work decently well for a company larger than 50 heads. However, for smaller headcounts at start, bylaws significantly restrict control of company. Employment policies probably best suited to contract rather than one set standard in the bylaws. This gives flexibility to adjust expectations and needs based on each role.

Article 1: Great, no issues Article 2: Declaring the org structure in the bylaws means you have to change the bylaws every time a change in people is required. Responsibilities of each are fine but could probably be defined in individual job descriptions Article 3: similar thoughts to 2. Also is difficult to tell how shareholders fit into these. If flexibility is the key for you, defining how each individual must work in your organization may be counterproductive. Article 4: Probably the biggest area I see bureaucracy. Structure is the enemy of early stage growth, and the necessity of scale. Schedules and performance reviews belong in a handbook or culture deck. Article 5: don't know enough about corporate structure to give an accurate judgment but it seems fine on the surface. Article 6: Check feasibility and precedent of GitHub as a voting platform. Cross reference other saas companies bylaws. Article 7: belongs in the employee handbook l Article 8: looks good, check on the voting bit. Article 9: definitely the strongest article in these, as the licensing and exceptions are very clear and defined.

[ERLindeman]

Opened PR to address some concerns, still more work to be done, revisions to PR welcome.

[ERLindeman]

TODO

• [ ] Eliminate redundancy between documents
• [ ] Ensure Egalitarianism and Democracy stressed as core values in handbook
• [ ] Ensure values are fully reflected in all clauses of all documents