Labor and Health & Safety

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Work Hours, Wages and Benefits

We compensate employees competitively relative to the industry and local labor market, and in accordance with terms of applicable collective bargaining agreements. We work to ensure full compliance with applicable wage, work hours, overtime and benefits laws.

Labor Rights Policy

Everbridge does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, pregnancy, marital status, veteran status, sexual orientation, gender identity, genetic information, arrest record, or any other characteristic protected by applicable laws. Our management team is dedicated to this with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.

Diversity and Inclusion

We prioritize diversity, inclusion and belonging to create a workplace that reflects the customers and populations we serve. We foster a collaborative environment that embraces all ideas and perspectives, engaging employees across the organization to share their views and shape our actions, and providing the tools and information needed to grow and succeed.

Everbridge does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, pregnancy, marital status, veteran status, sexual orientation, gender identity, genetic information, arrest record, or any other characteristic protected by applicable laws. Our management team is dedicated to this with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.

Professional Training/Development Programs for Employees

Everbridge is committed to investing in our employees through professional training and development to ensure the highest possible performance for our customers while retaining our employees to grow their careers at Everbridge. We achieve this through several avenues:

1) Skills training within functional departments

With the support of the Human Resources team, managers and business leaders identify skills gaps within the team and create individual development plans with employees to identify career growth desires. Using these plans, business leaders, managers, and partners may identify internal cross-training opportunities or external conferences or training programs for employees to pursue.

2) Education reimbursement

Everbridge is committed to retaining our most valuable employees and have developed an annual program recognizing the top 2% of performers. As part of the award, employees receive a stipend for education reimbursement which may be used to pursue an area of interest related to their role within the Company.

3) Manager development training

Everbridge recognizes that employee satisfaction and productivity is directly correlated to manager effectiveness. To that end, Everbridge has developed an annual manager development program for employees who are new to people management (1-2 years’ experience) or who could benefit from formal training. The program consists of a mix of virtual and live training coupled with a mentorship program.

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Employee Engagement/Satisfaction

Everbridge conducts an annual employee engagement survey to gauge overall employee satisfaction. The survey is an opportunity for employees to provide anonymous feedback on topics ranging from leadership and management, to opportunities for career growth, to work-life balance and diversity, inclusion and belonging. The results of the survey are used to develop our annual corporate and department business plans as well as direct the efforts of the Human Resources team.  We look at year-over-year results from the survey to see what is working, where we are making progress, and where we should focus more effort for improvement.  The annual engagement survey is an attributed survey, which means that while anonymous, we have the ability to pull categoric data. Categoric data helps us understand whether we need to focus attention in a particular area or identify of the needs different groups might have.  The company also conducts shorter, more informal quarterly surveys to gather employee feedback. 

Freedom of Association and Collective Bargaining

We respect our employees’ right to join, form or not to join a labor union without fear of reprisal, intimidation or harassment. If employees were to be represented by a legally recognized union, we are committed to establishing a constructive dialogue with their freely chosen representatives. Everbridge is committed to bargaining in good faith with such representatives.

Safe and Healthy Workplace

The health and safety of employees are of critical concern to Everbridge. Everbridge intends to comply with all health and safety laws applicable to our business. To this end, Everbridge consults with employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be conscientious about workplace safety, including proper operating methods, and report dangerous conditions or hazards in order for the Company to address and remediate identified risks of accidents, injury and health impacts.

Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste.

Workplace Security

We are committed to maintaining a workplace that is free from violence, harassment, intimidation and other unsafe or disruptive conditions due to internal and external threats. Security safeguards for employees are provided, as needed, and are maintained with respect for employee privacy and dignity.

We encourage Everbridge employees to make management aware of any potential danger in our offices. We want to take effective measures to protect everyone from the threat of a violent act by an employee or by anyone else. To that end, we ask that all potentially dangerous situations, including threats by coworkers, be reported immediately to any member of management. Reports of threats are maintained confidential to the extent maintaining confidentiality does not impede the ability of Everbridge to investigate and respond to the complaints. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this policy. If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the Company will take swift and appropriate corrective action.

Political Spending

We respect the rights of our employees to hold diverse, and sometimes conflicting, political viewpoints, and we believe this spirit of openness and inclusion makes Everbridge a more vibrant place to work. We encourage our employees to support their political party affiliation, candidates of their choice, and voting in local, state, and federal elections. As a company, Everbridge does not financially support or endorse any political party or candidate (either directly or through a political action committee).

Variable pay for non-financial performance

Everbridge’s Corporate Bonus Program is designed to encourage and reward strong performance at a company, departmental and individual level, and represents a way to share in the company’s success. It is aimed at accelerating growth and driving a high-performance culture with an upside opportunity when the organization exceeds goals. When we achieve our desired outcomes, it is our best way to link pay with performance. Everbridge provides periodic updates of performance against company goals. In addition, individuals and managers are encouraged to discuss performance against departmental goals and individual goals on a regular basis, including during the annual performance review process.

Everbridge Board of Directors approves the level of payment for the Corporate Bonus Program based on the bonus pool funding metrics. Department/Individual level funding is driven by department KBPIs (50%) and individual performance (50%). The CEO will review department goals/KPBI achievement and assign percentage achieved.  Managers assign percentage achieved based on guidelines based on individual annual performance rating. The bonus is then allocated to eligible individuals based on approved funding level, department goals/KPBIs and individual performance.