Page 48 - Mission updated and revised Employee Handbook (00022854).DOCX

practices and strong leadership attributes. This Employee Handbook supersedes any differences
between these guidelines and the information included in the Mission Premier Compensation Plan
and/or any other communications pertaining to this matter. The Sales Excellence Award can be
in a form of a trip or a lump sum of cash, at the discretion of Mission.

Trip:
If a Sales Excellence Award winner is not able to attend a Sales Excellence Award trip, due to
justifiable reasons, he/she must receive preapproval for cancellation prior to registration of the trip.

At Mission’s discretion the employee may receive the following:
• Amount is to be determined by Mission.
o Payout will be paid on the first payroll following completion of event.
• Four (4) additional days of PTO

If a Sales Excellence Award winner cancels with an approved reason after registering for the event:
• Adjustments will be made to the award amount to account for prepaid activities.
• If airline tickets were purchased, the winner may receive an airline voucher, if available, due
to the cancellation and the award amount will be reduced accordingly.

If a Sales Excellence Award winner cancels or declines the Award trip for a non-approved reason;
the award will be forfeited.

Corrective Action:

An employee must be in “Good Standing” to be eligible to receive an award. “Good Standing”
means having no corrective action, either verbal or written, for twelve (12) months prior to the
event date or under investigation for misconduct.

Termination of Employment (Resignation/Transfer):

The Sales Excellence Award, by definition, is supposed to motivate employees performing sales
for Mission. The award is fully discretionary, and it is not considered earned unless the employee
is still employed on the day it is paid out and/or presented. If the employee is not employed by
Mission on the date the Mission Sales Excellence Award is paid out and/or presented, the award
will be forfeited, unless federal, state, or local law dictates otherwise. If an unfortunate event
occurs where an employee becomes deceased, the employee’s status will be considered an
involuntary termination.

301-9