Wordlwide Work Policy

Worldwide Work Policy

Cadence OneFive is a remote-first company that hires talent globally, embracing a horizontal culture that emphasizes autonomy and collaboration. This policy establishes guidelines to help you navigate the complexities of global work while maintaining your responsibilities to the company and complying with local regulations. It also explains how we ensure each employee is hired and set up to work compliantly and helps employees understand Cadence OneFive’s compliance obligations.

Our remote-first approach requires clear expectations for all employees around communication, working hours, and conduct. These expectations are outlined throughout this handbook.

As we grow, this policy will be reviewed and updated as needed to reflect changing business needs, legal requirements, and best practices.

For questions about this policy, please contact HR directly or, for non-sensitive questions, send a message in the HR channel on Discord.

Policies for All Employees

All employees are expected to comply with the policies and practices outlined in the employee handbook. Review the following sections for additional information on the practices that enable both individuals and the company to thrive, regardless of location:

Note on Compliance Training and Employee Acknowledgements

All employees are required to sign the employee handbook, information security acknowledgements, and video consent policies. Full-time and part-time employees in global locations may also be required to sign country-specific acknowledgements.

US Citizens and Permanent Residents

Remote Within the United States

Employees may work from any U.S. state; however, you must notify HR if you move or plan to move. As an employer, Cadence OneFive has compliance obligations in each state where employees are located. Failure to notify HR of your location may result in missed benefits or legal protections and may create tax liabilities for both you and the company.

Process for State-to-State Relocations (Tax Implications)

When relocating from one U.S. state to another, employees must follow these steps to ensure tax and employment compliance:

Notify HR in writing at least 30 days prior to your move, including:
- New residential address
- Effective date of relocation
- Whether the move is temporary or permanent
Complete the State Tax Update Form, documenting:
- Previous state of residence
- New state of residence
- Date of legal residency change
Update your state tax withholding forms

Note: Employees may have tax withholding obligations in multiple states if they:

Move mid-year
Work across multiple states
Live in one state while working primarily in another

Participate in a relocation compliance call with HR, which may cover:
- Potential compensation adjustments due to geographic pay bands
- State-specific employment requirements (e.g., meal breaks, overtime rules)
- Benefits eligibility or coverage changes
Acknowledge relocation limitations
- Certain states may require company business registration
- Cadence OneFive reserves the right to restrict relocations where compliance would create undue burden

HR will process approved state changes within two pay periods and confirm once payroll and tax withholdings have been updated.

Temporary Travel Between Locations

If you plan to work from another location—domestic or international—for a period of less than three months, notify HR in advance and coordinate any necessary adjustments with your team related to working hours and communication.

Remote International (US Citizens)

Cadence OneFive does not sponsor visas for U.S. citizens to work internationally at this time.

Employees are responsible for ensuring they have proper work authorization to work abroad and for consulting with a tax professional regarding personal tax obligations when working internationally. Cadence OneFive will continue to meet its own compliance obligations.

If you have valid work authorization, you may be hired and paid locally through our Employer of Record (EOR), with all required local taxes and compliance handled accordingly.

Prohibited Countries

Due to export controls, sanctions, legal restrictions, and security considerations, employees are prohibited from working in or accessing company systems from certain countries, including but not limited to:

Countries under comprehensive U.S. sanctions (including Cuba, Iran, North Korea, Syria, and the Crimea, Donetsk, and Luhansk regions)
Countries subject to significant export control restrictions applicable to our technology
Countries with elevated data security or intellectual property risks
Countries lacking reliable infrastructure for secure remote work
Countries not covered under the company’s cyber liability insurance
Countries where EOR partners cannot legally support employment

This list is reviewed annually by HR and Security teams. Employees must consult the current prohibited countries list in the handbook before planning any international work arrangement.

Data Security for US Remote International Employees

All employees must comply with the Remote Access Policy at all times when working internationally.

Non-US Citizens

Working in the United States

Cadence OneFive does not sponsor visas for non-U.S. citizens to work in the United States at this time.

Remote to the United States

Cadence OneFive hires globally. Employees must have valid work authorization in the country where they reside. International hiring is conducted using one of the following models:

Contractors

Contractors are engaged independently under a defined scope of work
Contractors invoice Cadence OneFive directly
Payments may be made in USD or local currency, depending on the country
Contractors are responsible for managing their own taxes and compliance

Full-Time Employees via Employer of Record (EOR)

Cadence OneFive uses an Employer of Record (EOR), Teamed, to hire full-time international employees
Employees sign an agreement with Cadence OneFive but are legally employed by the EOR
The EOR ensures compliance with local labor laws and administers payroll, taxes, and statutory benefits
Employees receive location-specific benefits such as healthcare, pensions, or required bonuses
EOR employees may also be eligible for Cadence OneFive ancillary benefits, such as remote work stipends and laptop reimbursements, where legally permissible