One-line summary: Launch's commitments to equal employment opportunity, ADA/WLAD/FEHA reasonable accommodations (with a clear written request procedure), religious accommodations (post-Groff standard), and an anti-discrimination/harassment/retaliation workplace — including reporting and investigation procedures, DEI commitments, FLSA compliance, and the NLRA Section 7 protections that apply to everything in this handbook.

Equal Opportunity & A Respectful Workplace

Coverage of federal, state, and local employment laws

Different employment laws apply to employers based on size, location, and other factors. Launch Industries LLC is a Washington-based company. As of 2026-05-03, Launch is a small employer for purposes of certain federal employment laws — meaning, for example, that the federal Family and Medical Leave Act (FMLA) generally does not apply because Launch has fewer than 50 employees. However:

• Washington Law Against Discrimination (RCW 49.60) applies to Launch and prohibits discrimination, harassment, and retaliation in employment based on race, creed, color, national origin, citizenship or immigration status, sex, sexual orientation, gender identity or expression, marital status, age (40+), the presence of any sensory, mental, or physical disability, the use of a trained service animal, honorably discharged veteran or military status, and other protected statuses. Launch complies with WLAD regardless of any federal-threshold question.

• Washington Paid Family and Medical Leave (RCW 50A) applies to all Washington employees regardless of employer size. Launch participates in the WA PFML program. See §6 State Benefits — Washington.

• Washington Paid Sick Leave (RCW 49.46.200–.210) applies to all Washington employees regardless of employer size. Launch participates. See §7 Time Off for accrual mechanics and use rules.

• California Fair Employment and Housing Act (FEHA, Cal. Gov. Code § 12940 et seq.) applies to Launch as to any California-resident employees, and provides protections that are at least as strong as federal Title VII / ADA / ADEA, with several California-specific additions. CFRA, CA Paid Sick Leave, and CA Pregnancy Disability Leave also apply to Launch's California employees. See the California Addendum for full detail.

• Federal anti-discrimination statutes (Title VII, ADA, ADEA, GINA, EPA, PWFA) impose additional duties on employers above specified size thresholds. Launch monitors its workforce size and applies the more protective of federal, state, or local rules in all cases. Launch's policy is to follow the spirit and intent of the federal statutes regardless of literal applicability.

• The Pregnant Workers Fairness Act (PWFA, 2023) and the PUMP Act (2022) apply to Launch with respect to all employees regardless of state.

• USERRA (38 U.S.C. § 4301 et seq.) applies to all employers regardless of size and protects employees serving in the uniformed services.

If you have questions about which laws apply to your specific situation, please contact HR at hr@launchindustries.biz.

A note about your rights under the National Labor Relations Act

Nothing in this handbook is intended to interfere with, restrain, or prevent employees from engaging in any activity protected by Section 7 of the National Labor Relations Act (29 U.S.C. § 157), including but not limited to: discussing wages, hours, and other terms and conditions of employment; engaging in concerted activity for mutual aid or protection; or forming, joining, or assisting a labor organization.

No policy in this handbook will be interpreted or enforced in a way that conflicts with these rights.

Equal Employment Opportunity (EEO) policy

The Company provides equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, caste, disability or perceived disability, genetic information, marital status, veteran status, or any other status protected by federal, state, or local law. The Company complies with applicable laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

The Company expressly prohibits any form of unlawful harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, gender identity, veteran status, or any other status protected by federal, state, or local law. All employees are responsible for ensuring that their conduct is in compliance with Company policies prohibiting harassment and discrimination. See the Anti-Discrimination, Harassment, and Retaliation Policy below for more information.

Americans with Disabilities Act (ADA) policy

Launch is committed to providing equal employment opportunities and fostering an inclusive workplace in compliance with the Americans with Disabilities Act (ADA), the Washington Law Against Discrimination (WLAD), and (for California-resident employees) the California Fair Employment and Housing Act (FEHA). We prohibit discrimination against qualified individuals with disabilities and ensure reasonable accommodations are provided to enable employees to perform essential job functions.

In our remote, computer-based environment, accommodations may include assistive technology, ergonomic equipment, flexible schedules, or modified communication methods.

How to request a reasonable accommodation under the ADA / WLAD / FEHA

If you have a disability or medical condition that requires an accommodation to perform the essential functions of your job, please follow this process:

1. Make the request. Submit your request in writing to HR at hr@launchindustries.biz. You do not need to use any particular form or technical language — a written or oral statement that you need an adjustment because of a medical condition is enough to start the conversation. (Verbal requests are accepted; we will document them.)
2. Interactive process. Within 5 business days of receiving your request, HR will reach out to schedule a confidential conversation about your needs, the essential functions of your role, and possible accommodations. We may ask for documentation from your healthcare provider — but only what is reasonably needed to evaluate the request.
3. Evaluation. We will evaluate possible accommodations together, considering effectiveness, feasibility, and any operational constraints. We will explore alternatives if the first option is not feasible.
4. Decision and implementation. We will respond in writing with our decision, typically within 15 business days of receiving any requested documentation. If we are unable to provide the specific accommodation requested, we will explain why and offer reasonable alternatives.
5. Ongoing support. Accommodations may be modified over time. You can request changes at any point. We will check in periodically to confirm the accommodation is still effective.

Confidentiality. All medical information you share will be kept confidential and stored separately from your personnel file, accessible only to HR and to those with a legitimate need to know.

No retaliation. Launch strictly prohibits retaliation against any employee who requests or uses an accommodation.

Anti-discrimination, harassment, and retaliation policy

Launch is committed to promoting a workplace that is free from discrimination, harassment, and retaliation. We uphold the principles of respect, inclusion, and equal opportunity for all employees. This policy outlines our commitment to providing a safe and supportive environment and our procedures for addressing concerns.

Discrimination defined

Discrimination occurs when an individual is treated unfairly or unequally based on characteristics such as:

• Race
• Color
• Religion
• Gender, gender identity, or gender expression
• Age
• National origin
• Disability
• Sexual orientation
• Pregnancy
• Genetic information
• Veteran status, or any other protected characteristic under applicable federal, state, or local laws.

Launch Industries strictly prohibits discrimination in any form, whether it pertains to hiring, promotions, compensation, benefits, or any other aspect of employment.

Harassment defined

Harassment includes any unwelcome conduct based on a protected characteristic that creates an intimidating, hostile, or offensive work environment. Harassment may include, but is not limited to:

• Offensive jokes, slurs, or insults
• Unwelcome comments or conduct
• Threats, intimidation, or bullying
• Visual displays such as posters, cartoons, or emails that are offensive in nature

Harassment can occur between employees, supervisors, contractors, or anyone interacting with Launch Industries LLC.

Sexual harassment defined

Sexual harassment is a specific form of harassment that involves unwelcome sexual advances, requests for sexual favors, or other verbal, non-verbal, or physical conduct of a sexual nature. Sexual harassment may include:

• Unwelcome touching or physical contact
• Sexual jokes, comments, or innuendos
• Displays of sexually explicit images or materials
• Comments about a person's appearance or body that are sexual in nature
• Quid pro quo harassment, where submission to or rejection of sexual conduct is used as a basis for employment decisions

Sexual harassment is prohibited in all forms, whether it occurs in person, through electronic communication, or in virtual work settings.

Retaliation defined

Retaliation occurs when an individual faces adverse treatment for:

• Reporting discrimination, harassment, or other misconduct
• Participating in an investigation or legal proceeding
• Opposing discriminatory practices

Adverse treatment may include termination, demotion, reduced hours, exclusion from projects, or any other form of punishment. Launch Industries LLC strictly prohibits retaliation against employees who come forward with concerns or participate in investigations.

Reporting procedures for discrimination and harassment

Employees who experience or witness discrimination, harassment, or retaliation are encouraged to report the issue as soon as possible. Reports can be made to:

• HR at hr@launchindustries.biz, or to the company owner directly
• A direct supervisor, if preferred

Reports may be made in person, by email, or through other agreed-upon methods. Employees are encouraged to provide specific details, including dates, times, and individuals involved, to facilitate a thorough investigation.

Employees may always pursue external reporting channels in addition to (or instead of) Launch's internal channels:

• U.S. Equal Employment Opportunity Commission (EEOC) — www.eeoc.gov (opens in a new tab)
• Washington State Human Rights Commission — www.hum.wa.gov (opens in a new tab)
• California Civil Rights Department (CRD) — calcivilrights.ca.gov (opens in a new tab) (for California-resident employees)

Investigation procedures for discrimination & harassment complaints

When a report of discrimination, harassment, or retaliation is received, Launch Industries LLC will take the following steps to address the complaint:

1. Acknowledgment of complaint. HR will acknowledge receipt of the complaint and provide a summary of the investigation process.
2. Prompt and thorough investigation. All complaints will be investigated promptly, objectively, and discreetly. This may involve interviewing the complainant, witnesses, and the individual(s) accused of misconduct, as well as reviewing relevant documents or communication.
3. Confidentiality. All reports will be handled with as much confidentiality as possible. Information will only be shared on a need-to-know basis to conduct a fair investigation.
4. Resolution and follow-up. After the investigation, findings will be shared with the complainant, and appropriate corrective actions will be taken if misconduct is confirmed. Corrective actions may include disciplinary measures, up to and including termination of employment.
5. Protection against retaliation. Employees who report concerns or participate in investigations are protected from retaliation. Any attempts at retaliation will result in disciplinary action.

Our commitment

Launch is dedicated to maintaining a safe, respectful, and inclusive work environment. By enforcing this policy, we aim to ensure that all employees feel valued and supported. Any violation of this policy will be taken seriously and addressed in accordance with company procedures.

Diversity, Equity, and Inclusion (DEI) policy

Launch is committed to creating a workplace that is respectful, inclusive, and free from discrimination, harassment, and retaliation. Discrimination based on race, gender, religion, age, disability, sexual orientation, or any other protected characteristic is strictly prohibited in all aspects of employment, including hiring, promotions, compensation, and workplace interactions. Harassment, including unwelcome conduct that creates a hostile or offensive work environment, and sexual harassment, such as inappropriate comments, touching, or quid pro quo behavior, will not be tolerated.

Employees who experience or witness discrimination, harassment, or retaliation are encouraged to report concerns to HR at hr@launchindustries.biz or a supervisor. Reports can be made in person, via email, or through other agreed-upon methods, and should include specific details to aid in a thorough investigation. All complaints will be investigated promptly, objectively, and with confidentiality. Corrective actions, including disciplinary measures up to termination, will be taken if misconduct is confirmed.

Retaliation against employees who report concerns, participate in investigations, or oppose discriminatory practices is strictly prohibited. Launch is dedicated to fostering a safe and supportive work environment where employees feel valued and empowered to raise concerns. Violations of this policy will be taken seriously and addressed in accordance with company procedures.

DEI in action

Launch Industries integrates DEI principles into our operations by:

• Ensuring fairness in hiring, promotions, and compensation practices.
• Providing ongoing training and education to address unconscious bias and promote cultural competence.
• Supporting employee resource groups and initiatives that celebrate diversity and foster inclusion.
• Regularly reviewing policies, practices, and outcomes to identify and address inequities.

Nursing parents

Launch complies with all federal and state laws supporting nursing parents, including the PUMP Act (2022). While most employees work remotely, we are committed to accommodating nursing employees by providing flexible schedules for expressing breast milk during work hours for one year after the child's birth. For any on-site work, a private, clean, and non-bathroom space will be made available.

How to request a religious accommodation

Launch respects employees' religious beliefs and practices and complies with Title VII of the Civil Rights Act of 1964 as interpreted by the U.S. Supreme Court in Groff v. DeJoy (2023), WLAD (RCW 49.60.040(7)), and FEHA (Cal. Gov. Code § 12940(l)).

If you need a workplace adjustment for a sincerely held religious belief or practice — for example, schedule changes to observe a Sabbath or holy day, dress or grooming accommodations, time and space for prayer, or exceptions to a general policy — please follow this process:

1. Notify HR at hr@launchindustries.biz, in writing if possible, describing the accommodation you need and the religious basis for it.
2. HR will engage in a good-faith interactive conversation with you to understand the request and explore options.
3. We will grant the accommodation unless doing so would result in substantial increased costs in relation to the conduct of our business (the Groff v. DeJoy standard). We will not deny accommodations based on minor inconvenience.
4. We will respond in writing.

No retaliation. Launch prohibits retaliation against any employee for requesting or using a religious accommodation.

Fair Labor Standards Act (FLSA) compliance

Launch complies with the Fair Labor Standards Act (FLSA) to ensure fair compensation and proper classification of employees.

Key provisions

• Minimum wage: All employees will be paid at least the federal or state minimum wage, whichever is higher.
• Overtime pay: Non-exempt employees will receive overtime pay at a rate of 1.5 times their regular rate for all hours worked over 40 in a workweek.
• Employee classification: Employees will be properly classified as exempt or non-exempt based on their job duties and salary in accordance with FLSA guidelines.
• Recordkeeping: Launch maintains accurate records of hours worked, wages paid, and other employment data.

Employee responsibilities

• Non-exempt employees must accurately record all hours worked.
• Employees must obtain approval for overtime before working more than 40 hours in a workweek.

Managers are responsible for ensuring compliance with FLSA provisions. Violations of this policy should be reported to HR at hr@launchindustries.biz immediately.

If you notice any outdated information or typos, or need clarification on any policies, please email hr@launchindustries.biz.