Page 16 - Mission updated and revised Employee Handbook (00022854).DOCX

AMERICANS WITH DISABILITYACT AND THE AMERICANS WITH
DISABILITY ACT AMENDMENTS ACT

The Americans with Disabilities Act (“ADA”) and the Americans with Disabilities Act
Amendments Act (“ADAAA”) are federal laws that prohibit employers with fifteen (15) or more
employees from discriminating against applicants and individuals with disabilities and that, when
needed, provides a reasonable accommodation to applicants and employees who are otherwise
qualified for a job, with or without reasonable accommodations, so that they may perform the
essential job duties of the position.
Mission strives to comply with all federal and state laws concerning the employment of persons
with disabilities and to act in accordance with regulations and guidance issued by the Equal
Employment Opportunity Commission (“EEOC”). Furthermore, it is Mission’s policy not to
discriminate against qualified individuals with disabilities in regard to application procedures,
hiring, advancement, discharge, compensation, training or other terms and conditions and
privileges of employment.

Mission will reasonably accommodate qualified individuals with a disability so that they can
perform the essential functions of a job, unless doing so causes a direct threat to these individuals
or others in the workplace and the threat cannot be eliminated by reasonable accommodation
and/or if the accommodation creates an undue hardship to Mission. Please contact the People
Operations Department with any questions or requests for accommodation.

HARASSMENT POLICY

Mission promotes a productive work environment free from harassment and discrimination. Any
verbal or physical conduct which harasses, disrupts, or interferes with another employee’s work
performance or that creates an intimidating, offensive or hostile environment (including but not
limited to actions directed toward a customer or vendor) are not acceptable and will not be
tolerated.

Sexual Harassment
Sexual harassment is any unwelcome sexual advances, request for sexual favors or other visual,
verbal or physical conduct of a sexual nature when:

➢ Submission to such conduct is either an explicit or implicit term or condition of
employment.
➢ Submission or objection to such conduct is used as the basis for an employment decision
affecting the submitting or objecting employee.
➢ Such conduct substantially interferes with an affected employee’s work performance or
creates an intimidating, hostile or offensive work environment.

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