Employee Handbook

This Employee Handbook is intended to provide you with information about some of MissionStaff’s working conditions, employee benefits and policies affecting your employment. For specific information about employee benefits, you should refer to the applicable plan documents, which are controlling.

The policies and procedures in this Handbook are guidelines only. MissionStaff reserves the right to interpret and administer the provisions of the Handbook as needed. Except for the policy of at-will employment, which only may be modified in writing by the President of MissionStaff, MissionStaff has the maximum discretion permitted by law to change, modify or delete any provision in the Handbook at any time, with or without notice. However, oral statements or representations cannot supplement, change or modify the provisions in the Handbook.

Each employee should read and become familiar with the information contained in the Handbook. Failure to comply with MissionStaff’s policies or procedures may result in discipline, up to and including termination of employment.

The Handbook does not constitute an implied or express contract of employment between an employee and MissionStaff, nor is it intended to create contractual rights between an employee and MissionStaff. All employment with MissionStaff is “at will.” Only the President of MissionStaff has the authority to enter into any agreements modifying the at-will employment relationship with MissionStaff and any such modification must be in writing, signed by the President. Accordingly, employees should be aware that the Handbook does not alter the at-will nature of employment with MissionStaff. It is important that all employees understand that their employment is for no definite period of time and that, just as an employee may terminate his/her employment at any time without notice or cause, so too may MissionStaff terminate the employment relationship at any time, without prior notice or cause, except as otherwise provided by law.

This Handbook supersedes all prior versions published or distributed by MissionStaff and any inconsistent oral or written statements. In the event of a conflict between the terms of this Handbook and any other work rules, policies or procedures (other than benefit plan documents), the terms set forth in this Handbook shall govern.

On behalf of MissionStaff, we would like to welcome you to a different kind of technology staffing firm. Here, you’ll find a dynamic company—one that is highly distinguished from the competition because of our work ethic, integrity, and most of all, our people.

We hope you, too, will share with us in our sense of pride and grow through your experience with us. We wish you every success in your new position, and trust that your association with MissionStaff will be rewarding and satisfying.

Best wishes for a bright future at MissionStaff.

Brett Pinto


Your success is our mission. At MissionStaff, we work tirelessly to foster a sense of accomplishment and growth for the enterprise and the individual. We do this by connecting talent and opportunity in the pursuit of getting work done.

MissionStaff is proud of the spirit of cooperation and mutual respect that extends throughout our Company. We are committed to a professional work environment:

Where all individuals are treated with respect and dignity;

Without discriminatory or harassing behavior based on race, color, religion,sex (including pregnancy, childbirth, or related medical conditions), sexualaffectation or orientation, gender identity or expression, national origin,ancestry, age, disability, information, marital status, domestic partnershipor civil union status, veteran status, or any other basis protected by law;

Where employees, without fear of personal or professional retaliation, mayraise a complaint about alleged discrimination, harassment and/orretaliation and receive a prompt, appropriate response.

MissionStaff is an Equal Opportunity Employer and makes employment decisions on the basis of merit. It is our goal to attract, hire, develop, retain and promote the most qualified personnel for all positions without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual affectation or orientation, gender identity or expression, national origin, ancestry, age, disability, genetic information, marital status, domestic partnership or civil union status, veteran status, or any other basis protected by law. We have adopted and will continue to follow lawful policies and practices in all aspects of employment, including recruiting, hiring, evaluation, promotion, training, discipline, compensation, and termination. All unlawful discrimination and harassment is prohibited and will result in discipline, up to and including termination of employment.

MissionStaff will make reasonable accommodations for qualified individuals with disabilities known to MissionStaff. MissionStaff will also make reasonable accommodations for the religious beliefs and practices of which we are aware. MissionStaff, however, need not make any accommodation which would cause an undue hardship.

Employees, applicants, contractors, customers, and vendors of MissionStaff are all covered by this Policy.

MissionStaff will not tolerate any discrimination or harassment based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual affectation or orientation, or expression, national origin, ancestry, age, disability, genetic information, marital status, domestic partnership or civil union status, veteran status, or any other basis protected by law. Any discriminatory treatment or harassment of employees, contractors, or vendors, including conduct which is a violation of our Company’s values or federal or state law, will result in appropriate disciplinary action, up to and including termination of employment. Leaders are responsible for enforcing and complying with anti-discrimination and anti-harassment policies.

Harassment generally includes verbal (including voicemail), physical, written (including electronic mail) and/or visual conduct that creates an intimidating, offensive, or hostile working environment. Such conduct constitutes unlawful harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the harassment interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment.

Harassing conduct can take many forms and includes, but is not limited to, the following: slurs, jokes, statements, gestures, electronic mail, assault, impeding or blocking another’s movement or otherwise physically interfering with normal work, pictures, drawings, or cartoons based upon an employee’s sex, race, disability, sexual orientation, or other protected status listed above.

Sexual harassment is a type of harassment and a form of employee misconduct. The most obvious form of sexual harassment involves a requirement of sexual favors for tangible job benefits. However, harassments may take other forms, such as:

• Objectionable physical proximity or contact

• Discussion of a person’s physical characteristics or dress

• Unwelcome suggestions regarding, or invitations to, social events or activities

• Telling offensive jokes or sexually explicit stories

• Circulation or posting of offensive cartoons or pictures

• Use of offensive language or demeaning terms

• Any unwelcome advances

Sexual harassment can occur between any individuals, regardless of their sex or gender. This policy protects employees, paid or unpaid interns, and non-employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. A perpetrator of sexual harassment can be a superior, a subordinate, a coworker, or anything in the workplace, including an independent contractor, contract worker, vendor, client, customer, or visitor.

Unlawful sexual harassment is not limited to business hours or the physical workplace itself. It can occur anywhere that employees interact, including but not limited to: while traveling for business, at an employer-sponsored event or party, and on calls, texts, emails and social media used by and between employees and other individuals.


Anyone who receives a complaint of information about suspected sexual harassment, observes what may be sexually harassing behavior, or for any reason suspects that sexual harassment is occurring, is required to report such suspected sexual harassment using the Complaint Process described below.

Any employee will be subject to disciplinary action up to and including termination if, after a full and fair investigation, the Company concludes that they have engaged in sexually harassing conduct or engaged in any form of retaliation.

MissionStaff respects the dignity and well-being of all its employees and non- employees on our premises. To that end, MissionStaff prohibits conduct which is inappropriate in a workplace environment, and which may be offensive to co-workers, customers and/or vendors, even if such conduct does not rise to the level of unlawful activity. Depending on the circumstances, sexual jokes, flirtations, innuendoes, advances or propositions, verbal abuse of another, graphic commentary about an individual’s body, sexual prowess or sexual deficiencies, leering, whistling, touching, hugging, kissing, suggestive or insulting gestures, display of sexually suggestive objects, pictures or cartoons may or may not constitute a violation of the law, but still may violate this policy and give rise to disciplinary action up to and including discharge. Therefore, all individuals are urged to exercise common sense to avoid behavior which may be perceived by co-workers, customers and/or vendors as offensive.

MissionStaff prohibits and will not tolerate any form of reprisal, discipline, intimidation, or retaliation against anyone who makes a complaint either internally or externally. Reporting a claim of alleged discrimination, harassment, or retaliation or a pursuit of cooperation in an investigation and/or hearing related to such a complaint is not cause for discipline. Any interference with any alleged ongoing investigation and/or hearing is prohibited.

Employees who believe they are experiencing or have experienced harassment or discrimination should take action immediately. Employees may take whichever action they are most comfortable with:

An employee may talk to the offender and make it clear that he/she considers the behavior inappropriate, and he/she wants it to stop. It is not necessary for an employee to take this action before reporting a complaint to Rachel Burgos or Brett Pinto.

Directly report the situation to Rachel Burgos.

If you believe the President is engaging in offensive conduct, you may contact Rachel Burgos.

Employees will not be retaliated against for making a good faith complaint of Sexual Harassment.

MissionStaff will keep harassment complaints confidential to the extent possible.

All complaints of alleged discrimination and/or harassment are serious, and an appropriate and timely investigation of complaints will be conducted.

Once a complaint is communicated, MissionStaff will conduct an investigation that will begin with a discussion between either Rachel Burgos and/or Brett Pinto and the employee who made the complaint. Rachel Burgos and/or Brett Pinto will then discuss the complaint with the other party to let them know of the situation and give them the opportunity to present their account of the incident(s). Under certain circumstances, further investigation may involve discussing the situation with other witnesses or individuals who may have witnessed similar behavior. Once a thorough investigation is complete, corrective action will depend on the outcome:

If the investigation determines no wrongdoing; then no action will be taken.

If the investigation determines wrongdoing, however, the offense does not rise to the level that warrants immediate termination, the employee will receive a formal written warning signed by the employee and Brett Pinto, to be placed in their employee file. If the offense is repeated, the employee will be immediately terminated.

If the investigation determines wrongdoing that is unacceptable and irreconcilable, the employee will be terminated from their employment with MissionStaff effective immediately.

Employees are covered by a worker’s compensation plan for work-related injuries or occupational diseases. The employer pays for worker’s compensation. Worker’s Compensation benefits attempt to cover most of the worker’s economic loss due to injury or occupational disease. The loss includes both income replacement and expenses associated with caring for the injury.

Compensation paid to an injured worker is decided by a rate set by law- usually a percentage of a regular weekly wage with a fixed maximum and minimum amount and subject to a total maximum limitation figure.

Employees must immediately report all work-related injuries or illnesses. MissionStaff will not retaliate against any employee for reporting a work-related injury or illness.

MissionStaff’s computers, networks, communications systems, and other IT resources are intended for business purposes, except for limited personal use, during working time and at all other times. To protect MissionStaff and its employees, it is MissionStaff’s policy to restrict the use of all IT resources and communications systems as described below. Each user is responsible for using these resources and systems in a productive, ethical, and lawful manner.

This policy governs all IT resources and communications systems owned by or available at MissionStaff, and all use of such resources and systems when accessed using an employee’s own resources, including but not limited to e-mail systems and accounts, Internet and intranet access, telephones and voicemail systems, including wired and mobile phones, smartphones and pagers, printers, photocopiers and scanners, fax machines, e-fax systems and modems, all other associated computer, network and communications systems, hardware, peripherals and software, including network key fobs and other devices, and all other physical security systems and devices, including access key cards and fobs.

MissionStaff’s policies prohibiting harassment, namely the Equal Employment and Policy Against Discrimination, Harassment and Retaliation, apply to the use of MissionStaff’s IT resources and communications systems. No one may use any communications or computer system in a manner that may be construed by others as harassing or offensive based on race, color, religion, sex (including, pregnancy, childbirth, or related medical conditions), sexual affectation or orientation, gender identity or expression, national origin, ancestry, age, disability, genetic information, marital status, domestic partnership or civil union status, veteran status or other basis protected by law.

MissionStaff supports and does not wish to infringe upon our employees’ right to participate freely in social media during non-working time, or to communicate with fellow employees via email or otherwise in a manner protected by law. Specifically, this policy and its guidelines should not be interpreted or considered to prohibit employees from discussing the terms and conditions of employment as permitted by law. Likewise, some of these guidelines may not apply in whole or in part to certain employees whose job duties include approved social media interaction on behalf of MissionStaff. Any conflict between this policy and the current state of applicable law should be resolved in favor of the law where necessary.

The use of MissionStaff’s IT resources and communications systems by an employee shall signify his or her understanding of and agreement to the terms and conditions of this policy, as a condition of employment.

It is the responsibility of each employee to adhere to IT security guidelines including, but not limited to, the creation, format, and scheduled changes of passwords. All user names, passcodes, passwords, and information used or stored on MissionStaff’s computers, networks and systems are the property of MissionStaff. While personal passwords may be used for purposes of protecting MissionStaff’s electronic information, MissionStaff will override all personal passwords if necessary for any reason. MissionStaff reserves the right to access and review electronic files, messages, mail, and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of MissionStaff policy or any law occurs.

Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by MissionStaff’s management. No employee shall share usernames, passcodes or passwords with any other person, absent extraordinary circumstances. An employee shall immediately inform the President or their manager if the employee knows or suspects that any username, passcode or password has been improperly shared or used, or that IT security has been violated in any way.

All contents of MissionStaff’s IT resources and communications systems are the property of MissionStaff. Therefore, employees should have no expectation of privacy whatsoever in any message, files, data, document, facsimile, telephone conversation, social media post, conversation or message, or any other kind or form of information or communication transmitted to, received or printed from, or stored or recorded on MissionStaff’s electronic information and communications systems.

You are expressly advised that in order to prevent against misuse, MissionStaff reserves the right to monitor, intercept, and review, without further notice, every employee’s activities using MissionStaff’s IT resources and communications systems, including but not limited to e-mail (both outgoing and incoming), telephone conversations and voicemail recordings, instant messages, Internet and social media postings and activities, and you consent to such monitoring by your acknowledgement of the Handbook containing this policy and/or your use of such resources and systems. This might include, without limitation, the monitoring, interception, accessing, recording, disclosing, inspecting, reviewing, retrieving and printing of transactions, messages, communications, postings, logins, recordings and other uses of the systems, as well as keystroke capturing and other network monitoring technologies.

MissionStaff may also store copies of such data and communications for a period of time after they are created and may delete such copies from time to time without notice.

Do not use MissionStaff’s IT resources and communications systems for any matter that you desire to be kept private or confidential from MissionStaff.