4-DAY WORK WEEK POLICY
Not a perk — a principle. Well-rested people build better systems.
1 · PURPOSE
We don't exist to punch clocks — we exist to build a future. The 4-Day Work Week reflects our belief that well-rested people create better systems, and that high performance comes from balance, ownership, and trust — not from burnout.
This policy gives team members space to breathe, rest, reflect, create, and show up strong. In return, it demands personal responsibility, clarity of purpose, and real results.
2 · SCOPE
This policy applies to all employees of Project PAW Carbon & Energy Solutions Corp. It sets the standard schedule and the employment-standards safeguards that apply alongside it. Where this policy and the Employment Standards Act (New Brunswick) differ, the Act prevails.
3 · POLICY TERMS
3.1 The Standard Schedule. The standard work week is four days. The specific four days are agreed between each team member and their lead, and may be staggered across teams to maintain coverage. The four-day schedule is the norm — not a ceiling and not a floor that requires a fifth day by default.
3.2 Results, Not Hours. Expectations are measured by delivered results, not by time at a desk. If the work is done well and on time in four days, the fifth day stays yours. If output slips or priorities are missed, the response is a conversation about workload and priorities — not an automatic demand for extra days.
3.3 Self-Managed Time. Team members are trusted to manage their own time. If self-management breaks down — missed commitments, chronic unavailability, work left undone — the affected team member may be moved to a supervised five-day schedule while performance is addressed through the Company's normal review processes.
3.4 Occasional Extra Hours. Emergencies, launches, or team dependencies may occasionally require hours beyond the standard schedule, including temporary five-day weeks. These periods are the exception, not the rule, and are:
- discussed and agreed with the team member in advance wherever possible;
- kept to the shortest duration the situation requires; and
- compensated where required by law — see Section 5.
3.5 Nothing in this policy creates an expectation of unlimited or routinely unpaid extra hours. A fifth day is never the default, and no one earns punishment for having a life outside the mission.
4 · EXPECTATIONS
- Deliver quality results on time.
- Stay aligned with your team and your commitments.
- Communicate proactively — early, not after things break.
- Ask for support before failure becomes fallout.
- Respect the time of others, including on your non-working day.
5 · NEW BRUNSWICK EMPLOYMENT STANDARDS COMPLIANCE
This section summarizes the minimum legal standards that apply. The full text of the Employment Standards Act, S.N.B. 1982, c. E-7.2, and its regulations govern, and specific applications should be confirmed with legal counsel.
- Overtime. Eligible employees are paid at one-and-one-half times their regular wage for hours worked beyond 44 hours in a week.
- Maximum hours. Hours of work are subject to the maximum limits set by the Act. The Company will not require hours beyond those limits, and team members may decline hours that exceed them.
- Rest periods. Team members are entitled to a minimum 30-minute unpaid break after five consecutive hours of work, and at least one full 24-hour rest period in each seven-day period.
- Records and pay. Hours worked are recorded, and all hours worked are paid in accordance with the Act — no off-the-clock work.