Page 22 - Mission updated and revised Employee Handbook (00022854).DOCX

TELECOMMUTER POLICY

Mission considers telecommuting to be a viable work option for certain employees that, when
properly implemented and administered, benefits both Mission and the telecommuting employee.
Mission defines telecommuting as the substitution of telecommunication technologies, including
but not limited to telephone, facsimile machines, computers, electronic mail, and VPN, instead of
physical travel to Mission’s offices or facilities. A telecommuter is an employee who works for
Mission and has been approved by the management of Mission and the People Operations
Department to perform his/her duties from a home or other remote office for some part of a
scheduled workweek or as a regularly scheduled workweek. Any Mission employee who is
approved to be a telecommuter will be required to sign a telecommuter agreement with Mission.

Telecommuting does not change the basic terms and conditions of employment with Mission. All
Mission employees, including telecommuters, are subject to Mission’s employment policies and
procedures set forth in this Employee Handbook, Mission’s Standard Operating Procedures
(“SOPs”) and other Mission policies and procedural manual(s). For further details, please refer
to the Telecommuter Policy and Agreement.

COMMISSION SALES

Mission believes in having a flexible workforce to be able to meet market demands. In addition
to a traditional sales force, Mission may also employ Commission Based Sales Employees.

SEPARATION OF EMPLOYMENT

Resignation: Although Mission hopes that an employee’s employment with Mission will be a
mutually rewarding experience, Mission understands that varying circumstances cause employees
to voluntarily resign employment. Resigning employees are encouraged and asked to provide two
(2) weeks written notice to facilitate a smooth transition out of the organization. During the last
two (2) weeks of employment, all pre-approved PTO will be rescinded. If an employee takes
time off during the last two (2) weeks of employment, then it will be documented as unpaid time.
Employees who fail to provide two (2) weeks written notice and/or fail to physically work the last
two (2) weeks may not be eligible for rehire for a period of five (5) years.

Job Abandonment: Employees who fail to report to work or contact their supervisor/manager for
three (3) consecutive workdays shall be considered to have voluntarily resigned without notice.
Supervisors/managers should send recommendations for voluntary termination to the People
Operations Department for review. All terminations should be approved by the head of the People
Operations Department or his/her designee before any final action is taken. Employees who are
separated due to job abandonment are ineligible for rehire for a period of five (5) years.

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