One-line summary: What's expected of you day-to-day at Launch — performance expectations, where files live, how meetings get recorded, communication tools, evaluations, client complaints, the company credit card, travel and per diem, email and media protocols, dress code, substance use, training, and the corrective-action process.

Workplace Standards & Conduct

Employee performance expectations

Launch has established the following Employee Performance Expectations to guide all roles within the organization. These expectations reflect our commitment to professionalism, collaboration, and excellence in delivering business services.

Professionalism

• Maintains a customer-focused mindset, recognizing the importance of their role in the overall client experience.
• Demonstrates professionalism through polished communication, appropriate conduct, and a positive attitude.
• Communicates clearly, constructively, and in a timely manner across all channels.

Work ethic

• Works efficiently, effectively, and with a results-driven focus.
• Proactively manages tasks, demonstrates initiative, and operates with minimal supervision.
• Upholds honesty, integrity, and respect in all interactions, taking pride in delivering high-quality work.

Dependability and responsibility

• Is consistently reliable and prepared for meetings, deadlines, and client engagements.
• Understands and responds to business priorities with agility and a sense of ownership.
• Willingly takes on additional responsibilities when needed to support the team and business goals.
• Attends to the needs of co-workers in a timely manner.

Adaptability

• Responds to changes in priorities, client needs, or the work environment with flexibility and a positive mindset.
• Collaborates effectively as a team member, contributing to shared goals.
• Accepts constructive feedback and adjusts behavior or actions accordingly.
• Approaches challenges with a proactive, solution-oriented mindset, focusing on resolving issues efficiently.

Job competency and skills

• Demonstrates a strong understanding of the company's services, operations, and processes.
• Exhibits exceptional organizational skills and attention to detail.
• Effectively manages time and resources to meet deadlines and deliverables consistently.
• Balances multiple priorities and tasks with ease, maintaining high performance in a dynamic environment.
• Is able to multi-task and juggle multiple priorities simultaneously.

File storage policy

To maintain organization, accessibility, and security of company and client data, employees are required to follow these guidelines for file storage:

1. Designated storage platform. All final client-related documents and work products must be stored exclusively within the company's designated Google Drive account. This ensures centralized access and proper management of files.
2. Software usage.
   • Google Workspace (Google Docs, Google Sheets) is the preferred software for creating and sharing documents and spreadsheets to ensure compatibility with client systems.
   • Microsoft Word and Excel should only be used when explicitly required by a client or when Google Workspace is not viable for the task.
3. File accessibility. Employees must ensure that shared documents are properly organized and permissions are managed to grant appropriate access to team members and clients.

Meeting recording policy

To support documentation, note-taking, and transparency, employees must adhere to the following guidelines regarding meeting recordings:

1. Consent to recording. Employees acknowledge and consent to the company's policy of recording meetings (video and audio) with clients, team members, and stakeholders. These recordings may be used for documentation, training, and fulfilling client deliverables.
2. Notification. Employees are responsible for informing external meeting participants that the meeting may be recorded for business purposes.
3. Storage of recordings. All recordings must be securely stored within the company's designated systems and must not be saved on personal devices or unapproved platforms.

California-resident participants: California is an all-party-consent state under the California Invasion of Privacy Act (CIPA, Pen. Code § 631). For any meeting that includes a California participant (employee, client, vendor, or other), affirmative consent — not just notification — is required from each California participant before recording. See California Addendum.

Collaboration and communication protocols

To facilitate efficient teamwork and ensure proper documentation, the following collaboration and communication protocols must be followed:

1. Collaboration platforms. Employees are required to use the company's designated collaboration and project management platforms (e.g., Slack, ClickUp, Harvest) for team communications, task tracking, and project updates.
2. Meeting invitations. Employees must add Fathom or another designated AI recording tool to all meetings with teammates and clients to ensure proper coordination and documentation. It is always acceptable to remove the AI recorder when explicitly asked to do so.
3. Email communication. Employees must copy (CC) hello@launchindustries.biz on all client-related email communications to maintain oversight and proper record-keeping.

Employee evaluations

At Launch, we recognize that formal performance evaluations can be stressful for some employees. As such, evaluations are typically only conducted upon request and may occur as frequently as once a year, usually around the employee's anniversary date.

When a performance review is conducted, we use a 360-review process that includes feedback from the employee's supervisor, co-workers, clients, and a self-evaluation. Both the employee and their supervisor will sign the review to confirm that strengths, areas for improvement, and goals for the next review period have been clearly communicated.

The review process helps management plan merit-based or promotional increases that reward performance, align with market standards, and ensure internal equity. However, pay increases are not guaranteed and depend on both individual and company performance.

Client complaint policy

The company handles client complaints with fairness and professionalism, treating them as opportunities to improve employees, teams, and overall services.

This policy applies to all employees and governs client complaints about behavior, service delivery, or company processes.

Overview

We aim to:

1. Address client complaints promptly, fairly, and confidentially.
2. Treat complaints as feedback to drive improvement.
3. Provide employees with necessary support, training, and guidance.

Procedure for handling complaints

1. Complaint submission. Complaints must be documented and forwarded to the supervisor and HR at hr@launchindustries.biz. Written complaints (e.g., emails) must be shared with HR for review.
2. Acknowledgment. Clients will be notified that their complaint has been received, along with an outline of next steps.
3. Investigation. Investigate the complaint thoroughly, including interviews and document reviews, to determine if it stems from employee behavior, training gaps, or company processes.
4. Employee response. Employees can share their perspective. Resolutions may involve collaborative brainstorming to create or improve procedures and policies.
5. Resolution. If the issue is employee-related, corrective steps may include coaching, training, or disciplinary action. If company-side gaps are found, policies and procedures will be updated, and team training provided.
6. Follow-up. Clients will be informed of the resolution while employee details remain confidential.

Additional information

• Zero tolerance for abusive behavior. Confirmed abusive or inappropriate behavior will result in immediate corrective action, up to termination.
• Addressing repeated issues. Repeated complaints about similar issues will trigger progressive disciplinary measures, including coaching, written warnings, and, if necessary, termination.
• Commitment. We view complaints as opportunities to grow, improve service quality, and foster a culture of continuous learning.
• Commitment to fairness and improvement. The company is dedicated to ensuring fairness for all employees during the complaint resolution process while maintaining a high standard of service for clients. By addressing complaints constructively, we aim to foster an environment of continuous learning, growth, and improvement for employees, teams, and the organization as a whole.

Company-issued credit card policy

Employees issued a corporate credit card must use it exclusively for business-related expenses. Personal use is strictly prohibited. Receipts for all purchases must be submitted within 3 business days. Misuse of the card, including unauthorized purchases, may result in disciplinary action, up to and including termination. Lost or stolen cards must be reported immediately.

Travel policy

This policy outlines the guidelines for work-related travel to ensure consistency, compliance, and transparency for all employees. This policy applies to all employees who are required to travel for business purposes, including travel related to client meetings, training, or other work-related activities.

1. Travel arrangements
   • The company will either pay for work-related travel expenses upfront or reimburse employees for approved travel expenses.
   • All travel must be pre-approved by the employee's manager prior to booking.
2. Per diem rates
   • Per diem rates for meals and incidentals (M&IE) will align with the U.S. General Services Administration (GSA) guidelines.
   • If travel is tied to a government contract, the per diem rates will comply with any specific requirements outlined in the contract.
3. Reimbursement process
   • Employees must submit reimbursement requests within 30 days of incurring the expense.
   • Requests must include:
     • A completed expense report.
     • Itemized receipts for all expenses.
   • Reimbursements will be processed within one pay cycle after approval by the manager.
4. Eligible expenses
   • The following travel expenses are eligible for upfront payment or reimbursement:
     • Airfare, lodging, and transportation.
     • Meals and incidental expenses as per the GSA per diem rates.
     • Other business-related travel costs, as pre-approved.
   • The company reserves the right to deny reimbursement for unapproved or unsupported expenses.
5. Compliance with government contracts
   • For travel under government contracts, employees must adhere to all contract-specific travel policies, including any financial or reporting requirements.
6. Non-reimbursable expenses
   • Employees are responsible for any non-business-related expenses incurred during travel.
   • Commuting between home and the primary workplace is not reimbursable.
7. Vehicle mileage reimbursement
   • Employees using personal vehicles for approved business purposes are eligible for mileage reimbursement at the current IRS standard mileage rate.
   • Mileage must be documented and submitted using the company's mileage reimbursement form.

Email policy

Any employee who has a regular need to communicate with those outside of the company (such as vendors, customers, etc.) will be issued a company email account. This is to ensure that all company communications are happening in a way that is confidential and for historical record-keeping. If an employee is issued a company email account, they must use that email account for all business communications. Not all employees need to be issued an email account.

Media communications policy

Only Monica Colgan is authorized to talk with the media about Company business or specifically authorize others to talk to the media. Please take a message.

Appearance and dress code policy

This policy is designed to balance comfort with professionalism, ensuring we represent Launch appropriately in all situations.

Overall, we value a comfortable and professional work environment. Our dress code is casual on typical office days with coworkers, but shifts to business casual when representing the company, meeting with clients, or attending events. This policy ensures we maintain a polished and professional appearance when it actually matters, but allows for comfort when it does not.

Casual office days

On standard office days when (we do not expect clients or external visitors), employees may dress as casually as they wish. Casual attire includes:

• Jeans, yoga pants, sweats, shorts, or other casual pants
• T-shirts, polos, or casual tops
• Sneakers, loafers, or other casual footwear

Please avoid unclean clothing. Also, please have a change of clothes available on hand in the event the schedule changes and business casual may be required, such as needing to unexpectedly attend a meeting or event.

Meetings with clients — events — representing Launch

When meeting with clients, attending events, or representing the company, employees are expected to dress business casual. This includes:

• Slacks, dress pants, or skirts
• Collared shirts, blouses, or professional tops
• Dresses or tailored attire
• Closed-toe shoes or professional footwear

Avoid overly casual items like jeans, sneakers, or graphic t-shirts in these situations. Note that this includes when you meet with clients via Zoom.

Flexibility and common sense

We trust employees to use good judgment in their attire. If you're unsure what's appropriate, err on the side of dressing more professionally. Managers are available to provide guidance if needed.

Substance use

Cigarette smoking and tobacco use

The Company strives to maintain a professional and clean environment for employees and clients. Smoking and tobacco use are permitted only outdoors and must adhere to the following guidelines:

• Smoking is prohibited within 25 feet of building entrances, windows, or vents.
• Smoking, dipping snuff, or chewing tobacco is not permitted in view of clients or visitors to the office.
• Employees must wash their hands and rinse their mouths before returning to work after smoking or using tobacco products.

Failure to comply with these guidelines may result in disciplinary action.

Drug and alcohol use

The Company is dedicated to providing a safe and productive workplace. To ensure this, the following policies apply:

• The use, possession, distribution, or sale of illegal drugs, drug paraphernalia, unauthorized alcohol, or other illegal substances is strictly prohibited on company property or during working hours.
• Employees must not work while under the influence of alcohol or drugs (including marijuana) or exhibit signs of impairment, such as smelling of alcohol or marijuana.
• Employees are expected to abstain from consuming alcohol or marijuana during the workday or prior to engaging in work activities.

Employees must remain attentive, efficient, and capable of performing their duties at all times.

California-resident employees: see the California Addendum (AB 2188) for protections regarding off-duty cannabis use.

Prescription and over-the-counter drug use

Prescription or over-the-counter medications that may impair job performance should be disclosed to HR at hr@launchindustries.biz. Employees should work with HR to develop a plan that ensures both safety and productivity while accommodating necessary treatments.

Rehabilitation and support

The Company supports employees seeking treatment for alcohol or drug dependency. Employees may request leave for treatment or rehabilitation. However:

• Employment is not guaranteed if job performance remains impaired due to substance use.
• Employees who fail to overcome dependency after treatment may not receive additional opportunities for leave.

The Company encourages employees to seek assistance early to address substance dependency issues while maintaining workplace safety and professionalism.

Tickets & moving violations policy

The company is not responsible for any traffic tickets or moving violations incurred by employees while performing work-related duties. Employees are expected to comply with all traffic laws while driving, whether using a company vehicle or their personal vehicle for work purposes.

If an employee receives a ticket or moving violation, it is their responsibility to address and pay any fines or penalties. Repeated violations may lead to disciplinary action, as they reflect poor judgment while representing the company.

Training and development policy

The Company is committed to fostering a culture of continuous learning and development. We believe that investing in employee growth not only enhances individual skills and knowledge but also strengthens the overall success of our organization.

Required training

The Company provides necessary training to ensure employees can perform their roles effectively and efficiently. This includes, but is not limited to:

• Onboarding and orientation programs for new hires.
• Compliance and regulatory training to meet legal and industry standards.
• Job-specific training to develop skills required for daily responsibilities.

Participation in required training is mandatory and ensures that employees stay informed and equipped to meet professional expectations.

Optional training and development opportunities

We encourage employees to take an active role in their professional growth. If there is a certification, course, seminar, or program that an employee believes would enhance their skills or career development, they may request funding or support from the Company to cover those fees (evaluated on a case-by-case basis).

Request process

1. Submit a written request to your supervisor or HR at hr@launchindustries.biz, including:
   • Details of the training or certification (provider, duration, cost, and relevance to your role or career goals).
   • How the training aligns with the Company's objectives or enhances your current job performance.
2. The request will be reviewed by management to determine approval based on:
   • Relevance to the employee's role or professional development.
   • Budget availability and potential return on investment for the Company.

Approval and support

• Approved training may be partially or fully funded by the Company.
• Employees may also request flexible scheduling to accommodate training, subject to business needs.

Corrective action / discipline policy

The Company is committed to maintaining a professional, respectful, and productive work environment. To ensure this, employees are expected to adhere to Company policies, procedures, and standards of conduct. When an employee's behavior or performance does not meet these expectations, the Company may take corrective action to address the issue fairly and constructively.

Purpose of corrective action

The goal of corrective action is to:

• Address and resolve issues related to performance, behavior, or policy violations.
• Provide employees with an opportunity to improve and meet expectations.
• Maintain a positive and collaborative workplace.

Corrective action is intended to support improvement and is not solely punitive. However, repeated or serious violations may result in disciplinary measures, up to and including termination.

Steps in the corrective action process

The following steps outline the typical corrective action process. Depending on the severity or nature of the issue, the Company reserves the right to skip steps or proceed directly to more severe actions, including termination.

1. Verbal warning
   • A verbal warning is issued to address minor issues or first-time infractions.
   • The employee and their supervisor will discuss the issue, expectations for improvement, and a timeline for corrective action.
   • Verbal warnings may be documented for reference but are not part of the employee's formal record.
2. Written warning
   • If the issue persists or if the infraction is more serious, a written warning may be issued.
   • The written warning will document:
     • The specific issue or behavior.
     • Previous steps taken to address the issue.
     • Required improvements and a timeline for corrective action.
   • The employee will be asked to acknowledge receipt of the written warning, and a copy will be placed in their personnel file.
3. Performance Improvement Plan (PIP)
   • For ongoing performance issues or repeated violations, the employee may be placed on a PIP.
   • The PIP will outline specific goals, measurable objectives, and a clear timeline for improvement.
   • Regular check-ins will be scheduled to monitor progress and provide support.
   • Failure to meet the terms of the PIP may result in further disciplinary action.
4. Suspension or final written warning
   • For serious infractions or continued failure to meet expectations, the employee may face suspension (with or without pay) or a final written warning.
   • The final warning will clearly state that failure to address the issue will result in termination.
5. Termination of employment
   • When corrective actions have failed or in cases of gross misconduct, the employee's employment may be terminated.
   • Examples of gross misconduct include, but are not limited to, theft, harassment, violence, or severe policy violations.

Employee rights and responsibilities

• Employees are encouraged to ask questions, seek clarification, and request support during the corrective action process.
• Employees may submit written responses to any warnings or disciplinary actions, which will be included in their personnel file.
• The Company is committed to treating all employees fairly and consistently throughout the corrective action process.

Confidentiality

All corrective action discussions and documentation will be handled with strict confidentiality. Only those directly involved in the process will have access to related information.

Reminder of at-will employment laws

While this policy outlines a general process for corrective action, it does not alter the at-will employment relationship. The Company reserves the right to terminate employment at any time, with or without cause or notice, consistent with applicable laws.

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