Page 17 - Mission updated and revised Employee Handbook (00022854).DOCX

Sexual harassment includes many forms of offensive behavior, including gender-based harassment
of a person of the same sex as the harasser. In addition, sexual harassment includes harassment
that is not sexual in nature but is because of sex or sex-based stereotypes. The following includes
a partial list of sexual harassment examples, which includes but is not limited to:

➢ Sexual flirtations, touching, advances or propositions.
➢ Offering employment benefits in exchange for sexual favors.
➢ Making threatening reprisals after a negative response to sexual advances.
➢ Visual conduct that includes leering or making sexual gestures.
➢ Verbal abuse of a sexual nature, such as lewd comments, sexual jokes or references and
offensive personal references.
➢ Demeaning, insulting, intimidating or sexually suggestive comments about an individual.
➢ The display of demeaning, insulting, intimidating or sexually suggestive objects,
photographs and/or images.
➢ Graphic or suggestive comments about another person’s appearance, whether clothing or
body.
➢ Insulting, demeaning, intimidating or sexually suggestive written, recorded or
electronically transmitted messages (such as email, texting, instant messaging and/or
internet materials).

In addition to prohibiting sexual harassment, any harassment related to an individual’s race, color,
religion, sex (including pregnancy), sexual orientation, gender identity, genetic information, age,
disability, national origin, citizenship or immigration status, uniformed services or veteran status,
or any other category under federal, state or local law is specifically prohibited.

Reporting of Harassment
If you experience or witness actions or words of another individual that you believe constitute
harassment, whether it is a co-worker, supervisor/manager, vendor or client/customer, then you
must immediately report it to your supervisor/manager, the head of the People Operations or
his/her designee. If you do not feel that the matter can be discussed with your supervisor/manager,
or if you are not satisfied with the way that your report has been handled, you may directly contact
the head of the People Operations or his/her designee. Do not assume that Mission management is
aware of the harassment. It is your responsibility to report all incidents of harassment, whether you
were directly harassed or are aware of another employee being harassed. There is no single person
to whom you must report your complaint of harassment or inappropriate behavior, but such
behavior must be reported. Prompt reporting is essential to the investigation and elimination of
harassment.

Investigation
All complaints of harassment will be investigated promptly and in an impartial and confidential
manner as possible. Employees are required to cooperate fully in any investigation. Mission will
strive to reach a timely resolution as soon as possible and, where appropriate, will communicate
the outcome to the parties involved. If an employee is dissatisfied with any response or action
taken, the employee should elevate the report to the next level of management.
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