KALISME PRO · CHARTER
Our other commitments say what we forbid ourselves. This one says what an organization forbids itself once it gives Kalisme to its teams, and the one thing it undertakes to do. It is attached to their contract.
7 commitments, which Kalisme can enforce against the organisation.
All 13 Kalisme books open with the same three words: “You’re allowed to”. They are permissions, not instructions. And a permission is easy to turn around.
“You’re allowed to stop before you break” grants a person a right. Said by a manager to someone who has just broken down, the same sentence becomes “you should have known when to stop”, and a failure of the organization turns into a personal fault.
Handing out permissions to people whose workload, headcount and management practices stay exactly as they were widens the gap between what they feel entitled to and what they actually get. That gap is a well-known engine of cynicism.
We will not sell a tool that produces that. This charter is the only way we have of refusing it in writing, before the signature rather than after the incident.
The first 6 say what the organization forbids itself, the 7th what it does. All of them bind the signing organization, not its employees, and they neither replace nor lighten any employer obligation: those exist beforehand and outlive them.
The organization undertakes not to invoke Kalisme, its language or the fact that it has been provided, in order to justify, maintain or increase a workload, a pace, understaffing, working hours or a known exposure.
Saying that a period is hard, and offering Kalisme alongside other things, provided it is never presented as the answer to that difficulty, nor as something given in exchange.
Kalisme is secondary prevention: it equips a person to face their work situation, it never acts on the situation itself. Workload, hours and headcount belong to primary prevention, which only the employer can carry out.
The organization undertakes not to invoke Kalisme in order to get a person to tolerate abusive behavior: bullying, sexual harassment, humiliation, discrimination, verbal violence, exclusion, or repeated breaches of what the law allows.
Nothing. This is the one commitment with no gray area. Anything touching a report never goes through Kalisme, at any point, in any form.
The work says the exact opposite, and it says so in its titles: “You’re allowed to say no to what steals your peace”, “You’re allowed to choose who you keep close”. A text that teaches people to set limits, turned around to silence someone who has just set one, no longer serves what it was written for. And a report remains a report: it triggers the employer’s obligations, it is not settled by a reading.
The organization undertakes not to present Kalisme as a substitute for, a step before, or a filter ahead of medical, psychological or social support, and not to scale back an existing service on the grounds that Kalisme has been introduced.
Mentioning Kalisme alongside existing services, never ahead of them in a referral path.
Kalisme is not therapy, not a medical device, not a human service. Nobody at Kalisme is in contact with an employee. A consultation at the employee’s own request is a right, free, confidential, and does not go through the management line: nothing offered here shortens it or comes before it.
The organization undertakes not to use Kalisme, its language or its usage figures to attribute to individuals a difficulty that comes from how work is organized: workload, headcount, role clarity, support, recognition, management practices.
Noticing that a team is struggling and acting on the causes. Kalisme has nothing to say at that point, and must not appear there.
No aggregate usage figure is a health indicator, and no result from this tool, good or bad, says anything about how your work is organized. A good number is not a clean bill of health, a bad number accuses no one.
The organization undertakes not to turn Kalisme into an expected standard of behavior: emotional composure, a required display of positivity, or the implicit dismissal of disagreement, tiredness or anger.
Publicly standing by Kalisme as a choice the organization has made. Not expecting a way of being from its employees, and not quoting it to end a discussion.
Kalisme is a secular philosophy with no master, no disciple, no initiate and no levels. There is no such thing as a “good Kaliste”. Requiring someone to appear at peace adds emotional labor to their load, which is precisely the burden these texts set out to lighten.
The organization undertakes not to use Kalisme, the activation of a seat or fluency in its language as a criterion for judging a person: performance review, appraisal, promotion, transfer, probation, team composition, or any career decision. No benefit, bonus, challenge, ranking or named communication is tied to usage.
Nothing. Usage and non-usage enter no assessment, in any form, including praise: publicly commending those who practice creates the same pressure as reproaching those who do not.
There are two safeguards here, and only one of them is technical. No table, no key, no log links a person to their usage: that data does not exist, and nobody can produce it, not you, not us, not under a court order. The human safeguard, however, does not exist at all: a judgment needs no data, one sentence in a meeting is enough. That is exactly why this commitment is written down.
The organization undertakes not to present Kalisme as a sufficient answer to a risk it has already recorded in writing: a risk listed in its risk assessment, raised by its employee representatives, or flagged by its occupational health service. On those findings, and on those alone, it examines the causes and tells its employee representatives what it does with what it finds, whether or not Kalisme is deployed.
No new survey, no imposed deadline, no promised result, no reporting back to us. One word sets the boundary of this whole commitment: “already”. It covers only the findings you have written down yourself.
This is the only commitment in this charter that asks for action, and that is what keeps the charter from being a mere promise to do no harm. The first 6 stop Kalisme from being misused. They require nothing to be done: an organization can follow them to the letter and still sit on a finding it recorded itself. We do not check this commitment, and we could not, because we see nothing of what goes on inside your organization. We write it down because this charter is handed to the people who can.
WHAT THIS CHARTER DOES NOT ASK OF YOU
A charter nobody can apply ends up ignored, which is worse than no charter at all. So here are its limits.
Any employee of the organization, any employee representative, any occupational health professional, without going through their management line and without informing the organization.
Write to ethique@kalisme.com, stating that this is a report under this charter.
The message lands in a mailbox read by the founder of Kalisme, and by nobody else. This is not an emergency channel: if someone is in danger, the emergency services, occupational health or the right to raise an alert are what answer, not us.
We do not qualify any fact under employment law, we are no substitute for the labor inspectorate, the employee representatives or the occupational health service, and we protect nobody against their employer. What we can do is stop supplying a tool that is being used to do harm. That is all we can do, and we would rather write it down than let it be hoped for.
This charter would be dishonest if it bound only you.
This charter is attached to the Kalisme Pro seat contract and handed to employee representatives before any rollout. Every change is dated, explained and published: a commitment is never quietly weakened. It can be clarified, never hollowed out.
Kalisme · Hakan Kaynar · version 1.1, August 2026.