Welcome

Message from our Co-Founders and Co-CEOs

Welcome to Dispel!

We’re delighted you’ve joined us. At Dispel, our mission is pro allis, for others. We exist to serve and create meaningful impact for those who rely on us.

We are built on growth, tenacity, ownership, and delight. We continuously learn and improve and we tackle hard problems with resilience and determination. We take initiative and accountability for our work because we strive to exceed expectations — for our customers and for one another.

Our reputation for leadership and innovation comes from people who bring creativity, commitment, and pride to what they do. Your contributions matter, and with your involvement, Dispel will continue to advance its mission.

Please review the policies in this handbook, and reach out to your supervisor or the People team with any questions.

Ethan Schmertzler & Ian Schmertzler

Ethics Code

Dispel will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices, at all times consistent with their duty of loyalty to the Company.

As a growing company, each and every one of us are stewards of Dispel’s strong and positive reputation. We expect that officers, directors, and employees will not knowingly misrepresent the Company and will not speak on behalf of the Company unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about the Company or operations, or that of our customers or partners, is to be treated with discretion and only disseminated on a need-to-know basis (see policies relating to privacy).

Employment at Will

Employment at Dispel is on an at-will basis unless otherwise stated in a written individual employment agreement signed by an authorized signing representative of the company.

This means that either the employee or the company may terminate the employment relationship at any time, for any reason, with or without notice.

Nothing in this employee handbook creates or is intended to create an employment agreement, express or implied. Nothing contained in this or any other document provided to the employee is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period of time. In addition, no company representative is authorized to modify this policy for any employee or to enter into any agreement, oral or written, that changes the at-will relationship.

Any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended to and do not create an employment contract for any specific period of time.

Nothing in this statement is intended to interfere with, restrain, or prevent concerted activity as protected by the National Labor Relations Act (NLRA). Such activity includes employee communications regarding wages, hours, or other terms or conditions of employment. Dispel employees have the right to engage in or refrain from such activities.

Equal Opportunity and Commitment to Diversity

Statement Regarding Executive Order 14173

On January 21, 2025, President Donald J. Trump signed Executive Order 14173, titled ‘Ending Illegal Discrimination and Restoring Merit-Based Opportunity.’ This order rescinds Executive Order 11246, eliminating the requirement for federal contractors to implement affirmative action programs based on race, sex, and national origin.

While this order ends certain affirmative action obligations, it does not change the requirements under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) or Section 503 of the Rehabilitation Act of 1973. Federal contractors must continue to develop and maintain affirmative action plans for protected veterans and individuals with disabilities.

This policy change is subject to ongoing legal review, and Dispel will continue to monitor federal guidance to ensure ongoing compliance.

Affirmative Action Policy

In accordance with Executive Order 14173, Dispel has updated its affirmative action policies. While affirmative action requirements related to race and gender have been rescinded, we continue to uphold our obligations under:

• Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA): We maintain affirmative action programs for protected veterans.

• Section 503 of the Rehabilitation Act of 1973: We maintain affirmative action programs for individuals with disabilities.

Equal Opportunity

Dispel provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, citizenship, sex (including pregnancy and related conditions), gender identity or expression, sexual orientation, marital status, religion, age, disability, genetic information, military service, or any other characteristic protected under applicable federal, state, or local laws.

Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

Dispel expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is not tolerated.

Dispel will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual’s physical or mental disability, sincerely held religious beliefs and practices, and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon Dispel’s business operations.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the People department. The company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. Employees who feel they have been subjected to any such retaliation should bring it to the attention of the People manager.

Retaliation means adverse conduct taken because an individual reported an actual or a perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes, but is not limited to:

• Shunning and avoiding an individual who reports harassment, discrimination, or retaliation;

• Express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination, or retaliation; or

• Denying employment benefits because an applicant or employee reported harassment, discrimination, or retaliation or participated in the reporting and investigation process.

Other examples of retaliation include firing, demotions, or denial of promotion inconsistent with performance; unjustified negative evaluations; unwarranted increased surveillance; harassment; and assault.

Americans with Disabilities Act (ADA) and Reasonable Accommodation

Dispel is committed to the fair and equal employment of individuals with disabilities under the ADA. It is Dispel’s policy to provide reasonable accommodation to qualified individuals with disabilities unless the accommodation would impose an undue hardship on the company. Dispel prohibits any harassment of, or discriminatory treatment of, employees or applicants based on a disability or because an employee has requested a reasonable accommodation.

In accordance with the ADA, reasonable accommodations will be provided to qualified individuals with disabilities to enable them to perform the essential functions of their jobs or to enjoy the equal benefits and privileges of employment. An employee or applicant with a disability may request an accommodation from the People department and should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation to the extent permitted and in accordance with applicable law. The company then will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation can be made or if any other possible accommodations are appropriate. If medical documentation regarding the disability and possible accommodations is requested, the employee is responsible for providing such information. All information obtained concerning the medical condition or history of an applicant or employee will be treated as confidential information, maintained in separate medical files, and disclosed only as permitted by law.

It is the policy of Dispel to prohibit harassment or discrimination based on disability or because an employee has requested a reasonable accommodation. Dispel prohibits retaliation against employees for exercising their rights under the ADA or other applicable civil rights laws. Employees should use the procedures described in the Harassment and Complaint Procedure to report any harassment, discrimination, or retaliation they have experienced or witnessed.

Commitment to Opportunity & Merit

Dispel is committed to continuing to build a workforce that represents the best of us. Every day we take conscious action to foster an open, performance-based culture that invites full and respected participation from every member of our company. In our recruiting, we continue to seek out the best people from every background, ensuring fair and transparent pathways for professional growth.

We believe in rewarding ambition, expertise, and dedication, and we continuously refine our policies and practices to support a thriving work environment where the most capable individuals can excel. Our commitment extends to sharing our experiences and successes with the broader community.

Dispel Harassment and Complaint Procedure

It is Dispel’s policy to prohibit intentional and unintentional harassment of or against job applicants, contractors, interns, volunteers, or employees by another employee, supervisor, vendor, customer, or third party based on actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws. Such conduct will not be tolerated by Dispel.

Furthermore, any retaliation against an individual who has complained about sexual or other harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated. Dispel will take all reasonable steps necessary to prevent and eliminate unlawful harassment.

Definition of “unlawful harassment” - “Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, a hostile, or an offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

• Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or another characteristic protected by state or federal law.

Definition of “sexual harassment” - While all forms of harassment are prohibited, special attention should be paid to sexual harassment. “Sexual harassment” can include all of the above actions, as well as other unwelcome conduct, and is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature whereby:

• Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions.

• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, a hostile, or an offensive work environment.

• Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:

• Unwanted sexual advances, whether they involve physical touching or not;

• Sexual epithets; jokes; written or oral references to sexual conduct; gossip regarding one’s sex life; comments about an individual’s body; and comments about an individual’s sexual activity, deficiencies, or prowess;

• Displaying sexually suggestive objects, pictures, or cartoons;

• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments;

• Inquiries into one’s sexual experiences;

• Discussion of one’s sexual activities.

All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual or other harassment and retaliation against individuals for cooperating with an investigation of sexual or other harassment complaints violate Dispel’s policy.

Complaint procedure - If employees believe they have been subject to or have witnessed unlawful discrimination, including sexual or other forms of unlawful harassment, or other inappropriate conduct, they are requested and encouraged to make a complaint. They may complain directly to their immediate supervisor or department manager, the People director, or any other member of management with whom they feel comfortable bringing such a complaint. Similarly, if employees observe acts of discrimination toward or harassment of another employee, they are requested and encouraged to report this to one of the individuals listed above.

• All complaints will be investigated promptly, and confidentiality will be protected to the extent possible. A timely resolution of each complaint should be reached and communicated to the parties involved.

• If the investigation confirms conduct that violates this policy has occurred, Dispel will take immediate, appropriate, corrective action, including discipline, up to and including immediate termination.

• No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above.

Conflicts of Interest and Confidentiality

Conflicts of Interest

Dispel expects all employees to conduct themselves and company business in a manner that reflects the highest standards of ethical conduct and in accordance with all federal, state, and local laws and regulations. This includes avoiding real and potential conflicts of interest.

Exactly what constitutes a conflict of interest or an unethical business practice is both a moral and a legal question. Dispel recognizes and respects the individual employee’s right to engage in activities outside of employment that are private in nature and do not in any way conflict with or reflect poorly on the company.

It is not possible to define all the circumstances and relationships that might create a conflict of interest. If a situation arises in which there is a potential conflict of interest, the employee should discuss this with a manager for advice and guidance on how to proceed. The list below suggests some of the types of activities that indicate improper behavior, unacceptable personal integrity, or unacceptable ethics:

1. Simultaneous employment by another firm that is a competitor of or supplier to Dispel;

2. Carrying on company business with a firm in which the employee, or a close relative of the employee, has a substantial ownership or interest;

3. Holding a substantial interest in, or participating in the management of, a firm to which the company makes sales or from which it makes purchases;

4. Borrowing money from customers or firms, other than recognized loan institutions, from which our company buys services, materials, equipment, or supplies;

5. Accepting substantial gifts or excessive entertainment from an outside organization or agency;

6. Speculating or dealing in materials, equipment, supplies, services, or property purchased by the company;

7. Participating in civic or professional organization activities in a manner that divulges confidential company information;

8. Misusing privileged information or revealing confidential data to outsiders;

9. Using one’s position in the company or knowledge of its affairs for personal gains;

10. Engaging in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, campaign contribution laws, or other laws regulating the conduct of company business.

Confidential Information

The protection of confidential business information and trade secrets is vital to the interests and success of Dispel. Confidential information is any and all information disclosed to or known by employees because of employment with the company that is not generally known to people outside the company about its business.

An employee who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action up to and including termination of employment and legal action, even if the employee does not actually benefit from the disclosed information.

This provision is not intended to, and should not be interpreted to, prohibit employees from discussing wages and other terms and conditions of employment if they so choose.

Employment Authorization Verification

All new hires must complete Section 1 of the federal Form I-9 on their first day of paid work. In addition, you must present documents authorized by the U.S. Citizenship and Immigration Services to verify both your identity and your authorization to work in the United States. These documents must be provided no later than the third business day after your employment begins with Dispel.

If you are already employed and have not yet fulfilled this requirement, or if your work authorization status has changed, please notify your manager immediately.

If you are authorized to work in the U.S. for a limited period, you must provide updated proof of employment eligibility before your current authorization expires in order to remain employed at Dispel.

Employment of Relatives and Friends

Dispel does not hire relatives or friends in situations where their employment could create real or perceived conflicts of interest—such as concerns related to supervision, safety, confidentiality, security, or workplace morale.

If you believe a potential conflict may exist, you are responsible for informing the Company so it can evaluate and appropriately address the situation.

Job Descriptions

Dispel strives to maintain a job description for every position. If you don’t have a copy of your current job description, you can request one from your manager.

Please note that job descriptions are intended to provide a general outline of duties and responsibilities. Based on business needs, you may be asked to perform tasks outside of your written job description. The Company may also revise, add to, or remove duties as necessary, with or without prior notice.

New Hires and Introductory Period

Your first 90 days of employment at Dispel will be considered an introductory period. This time allows you to become acquainted with the Company and your role, and gives us an opportunity to evaluate your performance and make any needed adjustments to your duties.

Successfully completing the introductory period does not guarantee continued employment. Your employment with Dispel remains “at-will,” meaning either you or the Company may end the employment relationship at any time, with or without cause or notice.

Employment Relationship

Open-Door Policy

Dispel believes that open communication is vital to a successful work environment. Dispel encourages all employees to share their ideas and opinions directly with management. Employees are also welcome to send their concerns or ideas to the People department, in person, via email, or by phone.

Employee Privacy

It is Dispel’s goal to respect the individual privacy of its employees and at the same time maintain a safe and secure workplace. When issues of safety and security arise, employees may be requested to cooperate with an investigation. The investigation may include the following procedures to safeguard the company and its employees: searches of personal belongings, searches of work areas, searches of private vehicles on company premises, medical examinations, and the like. Failure to cooperate with an investigation is grounds for termination. Providing false information during any investigation may lead to discipline, including termination and legal action.

Employees are expected to make use of company facilities and property only for the business purposes of the company. Accordingly, materials that appear on company hardware or networks are presumed to be for business purposes, and all such materials are subject to review by the company at any time without notice to the employees. Employees do not have to have any expectation of privacy with respect to any material on company property. Dispel regularly monitors its property, communications systems, and networks as allowed by law. Monitored activity may include voice, email, and text communications, as well as Internet search and browsing history. Employees who make excessive use of the communications system for personal matters are subject to discipline. Employees are expected to keep personal communication to a minimum and to emergency situations.

Employment Classification

To determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, Dispel classifies its employees as shown below. Dispel may review or change employee classifications at any time. Classifications are not mutually exclusive; for instance an employee may be an exempt, regular, full-time employee.

• Exempt - Exempt employees are typically paid on a salary basis and are not eligible to receive overtime pay.

• Nonexempt. Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.

• Regular, full time - Employees who are not in a temporary status and work a minimum of 30 hours weekly and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each benefits program.

• Regular, part time - Employees who are not in a temporary status and who are regularly scheduled to work less than 29 hours weekly but at least 20 hours weekly and who maintain continuous employment status. Part-time employees are eligible for some of the benefits offered by the company and are subject to the terms, conditions, and limitations of each benefits program.

• Temporary, full time - Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

• Temporary, part time - Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than 30 hours weekly for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

Workweek and Hours of Work

We are a culture that values hard work, performance, and collaboration. As a remote company, we must hold ourselves accountable to our responsibilities and recognizing when to be flexible within the workweek to get the job done.

Our standard workweek is defined as Sunday 12:00 AM ET to Saturday 11:59 PM ET. Operational hours are generally 9:00 AM to 7:00 PM ET. Individual work schedules may vary depending on the needs of each department.

Because our team operates across multiple U.S. time zones, we maintain core collaboration hours each workday when employees are generally expected to be available for meetings, team coordination, and real-time communication.

Core working hours are 12:00 PM – 4:00 PM Eastern Time (9:00 AM – 1:00 PM Pacific Time)

Meal and Rest Breaks

Employees are entitled to a 30-minute unpaid meal break each day. Any nonexempt employee who is required to work through a meal break will be paid for the 30-minute period. Employees are also entitled to two 15-minute rest periods each day. Meal and rest breaks are self-managed by each employee.

Time Records

All nonexempt employees are required to complete accurate weekly time reports showing all time actually worked. These records are required by governmental regulations and are used to calculate regular and overtime pay. At the end of each week, employees and their supervisors must submit a time sheet attesting to its correctness before forwarding it to the People department.

Overtime

When required due to the needs of the business, employees may be asked to work overtime. Overtime is actual hours worked in excess of 40 hours in a single workweek. Nonexempt employees will be paid overtime compensation at the rate of one and one-half their regular rate of pay for all hours over 40 hours actually worked in a single workweek. Paid leave, such as holiday, paid time off (PTO), bereavement time, and jury duty, does not apply toward work time. All overtime work must be approved in advance by a supervisor or manager.

Business Expenses Policy Summary

Dispel reimburses reasonable and necessary non-travel expenses incurred for legitimate business purposes not covered by standard procurement. Business Expenses must be in accordance with Dispel’s Gift, Entertainment, and Business Courtesies policy. Expenses not in keeping with Dispel policy will be rejected. Key guidelines include:

• Business Meetings - Expenses for meetings with customers, vendors, or colleagues are covered. The most senior employee present should pay and report the costs.

• Entertainment - Only reimbursed when involving customers and serving a clear business purpose.

• Training & Seminars - Costs are covered if they enhance job-related skills, with prior written manager approval.

• Gifts - Must be approved in advance by a Company officer and given only under exceptional circumstances.

• Other Expenses - Business-related postage and phone expenses are reimbursable.

• Reporting - Use the standard expense report and include all required details (purpose, date, location, participants).

Policy Violations - Dispel may deduct unauthorized or noncompliant expenses—including overcharges—from your paycheck.

Travel Expenses

Dispel’s travel policy is built to provide flexibility while keeping us moving efficiently and sustainably. The policy depends on employees using sound judgment and acting with honesty. Never book or remain in a location where you feel unsafe. Leave if necessary. If unsure about a travel decision, ask your supervisor. If they’re unsure, contact the Finance department.

All business and travel expenses must be supported by itemized receipts and submitted through the designated expense portal within five business days of the charge. Timely and accurate submission is required for reimbursement and compliance with the full Finance Travel and Expense Policy.

Booking Travel - No prior approval is required for employees to book travel or lodging related to business purposes. Employees are expected to book their arrangements as early as reasonably possible to avoid high last-minute prices. Last-minute bookings that could have been avoided are discouraged.

• Air Travel - Employees are expected to book the lowest reasonably priced fare on a safe, reliable airline. When comparing flights, employees must consider additional costs such as baggage fees and layovers. Booking Business Class or First Class requires written approval from finance for each individual trip. Employees may upgrade to Business or First Class using their own money or travel points without needing any approval. Employees may purchase “Extra Legroom” seats only after obtaining either standing written approval or one-time approval for each flight from finance.

• Rail Travel - Employees may purchase Business Class Amtrak tickets without prior approval. First Class Acela tickets, however, require approval from Finance. For international rail travel, any class above the lowest-cost economy option must also be approved by finance.

• Rental Cars - When considering whether to rent a car, employees should consider the cost as well as the fact that they will not be able to work while driving.

• Ride-Hailing and Taxis - Employees may use Uber, Lyft, taxis, or other ride-hailing services as needed during business travel, including travel to and from meals.

• Personal Vehicle Reimbursement - Employees who use their personal vehicles for business travel will be reimbursed at the current GSA mileage rate.

• Lodging - Employees are expected to choose lodging that is reasonably priced for the area, clean, safe, and located near the site of business meetings. Acceptable lodging options include hotels, short-term rentals such as Airbnb, or staying with friends. If an employee stays with a friend, they may expense up to $50 per night for food or other hospitality as a token of appreciation.

Laundry - If traveling for more than seven days, employees may expense up to $15 per day for laundry-related services during business travel. Use of hotel laundry services is discouraged when local wash-and-fold services are available and more affordable.

Non-Lodging Per Diem - Employees are granted a $75 per day per diem for non-lodging expenses starting the day their business travel begins and ending on the day they return home. This allowance may be used for food, non-alcoholic beverages, one alcoholic drink per day, and basic travel necessities such as toothpaste or shampoo. The per diem operates on an honor system; employees are expected to only charge the amount spent.

Early Arrivals and Late Departures - Employees are welcome to take advantage of business travel opportunities to explore new locations by arriving early or departing later. If doing so results in a significantly lower airfare that offsets the cost of additional lodging, the employee may expense both the lodging and the flight. Employees must document and demonstrate the cost savings to receive approval.

Multi-Week Assignments - If an employee is required to be in the same location for consecutive weeks, they are encouraged to stay through the weekend rather than fly back and forth. Employees may expense up to $750 per weekend for lodging, meals, non-alcoholic beverages, and a city tour pass when choosing to remain at the work site.

Refundable Tickets and Change Fees - Employees should generally book non-refundable tickets unless refundable options provide significant flexibility or savings.

Passport and Visa Fees - Dispel will reimburse employees for fees related to expedited passport renewal or business visa applications, provided the travel is required for immediate work travel. Otherwise, it is generally understood that an employee’s travel documents are personal in nature and Dispel does not monitor these for employees.

Travel Vaccines - Any vaccines recommended or required by the CDC for work-related travel will be reimbursed by Dispel.

Deductions from Pay/Safe Harbor Exempt Employees

Dispel does not make improper deductions from the salaries of exempt employees and complies with the salary basis requirements of the Fair Labor Standards Act (FLSA). Employees classified as exempt from the overtime pay requirements of the FLSA will be notified of this classification at the time of hire or change in position.

Permitted deductions - The FLSA limits the types of deductions that may be made from the pay of an exempt employee. Deductions that are permitted include:

• Deductions that are required by law, e.g., income taxes;

• Deductions for employee benefits when authorized by the employee;

• Absence from work for 1 or more full days for personal reasons other than sickness or disability;

• Absence from work for 1 or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy, or practice of providing compensation for salary lost due to illness;

• Offset for amounts received as witness or jury fees or for military pay;

• Unpaid disciplinary suspensions of 1 or more full days imposed in good faith for workplace conduct rule infractions;

• Any full workweek in which the employee does not perform any work.

During the week an exempt employee begins work for the company or during the last week of employment, the employee will only be paid for actual hours worked. In addition, an employee may be paid only for hours worked during a period when the employee is using unpaid leave under the Family and Medical Leave Act (FMLA).

Improper deductions - If an employee classified as exempt believes that an improper deduction has been taken from the employee’s pay, the employee should immediately report the deduction to the People department. The report will be promptly investigated, and if it is found that an improper deduction has been made, the company will reimburse the employee for the improper deduction.

Paychecks

Dispel’s pay period for all salaried employees is twice a month. Payroll dates are on the 15th and last day of each month. If payday falls on a weekend or federal holiday, employees will receive their paycheck on the preceding workday. Paychecks are directly deposited into employees’ account(s) selected for ACH on their profile.

Access to Personnel Files

Employee files are maintained by the People department and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis. Employees may inspect their own personnel files and may copy them but may not remove documents from their file. Inspections by employees must be requested in writing to the People department and will be scheduled at a mutually convenient time or as required under state law. Personnel files are to be reviewed in the People department. Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.

Separation from Employment

In all cases of voluntary resignation (one initiated by the employee), employees are asked to provide a written notice to their supervisors at least 10 working days in advance of the last day of work. The 10 days must be actual working days. Holidays and PTO will not be counted toward the 10-day notice. Employees who provide the requested amount of notice will be considered to have resigned in good standing and generally will be eligible for rehire.

In most cases, the People department will conduct an exit meeting on or before the last day of employment to collect all company property and to discuss final pay. Departing employees must return all Dispel property and may be asked to sign applicable acknowledgements regarding confidentiality and return of information. If applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address.

Should it become necessary because of business conditions to reduce the number of employees or work hours, this will be done at the discretion of the company.

Workplace Safety

Drug-Free and Alcohol Responsible Workplace

It is the policy of Dispel to maintain a drug-free and alcohol-responsible work environment that is safe and productive for employees and others having business with the company.

The unlawful use, possession, purchase, sale, or distribution of or being under the influence of any illegal drug or controlled substance while on company or client premises or while performing services for the company is strictly prohibited.

Dispel also prohibits reporting to work or performing services under the influence of alcohol or consuming alcohol while on duty or during work hours. This alcohol policy does not apply to social events, conferences, and other circumstances where it is reasonably appropriate to be having alcohol. Regardless of this flexibility, employees are required to show good judgement and moderation in consumption; drunk or disorderly behavior is ground for immediate dismissal.

In addition, Dispel prohibits off-premises abuse of alcohol and controlled substances, as well as the possession, use, or sale of illegal drugs, when these activities adversely affect job performance, job safety, or the company’s reputation in the community.

To ensure compliance with this policy, substance abuse screening may be conducted in the following situations:

• Preemployment - As required by the company for all prospective employees who receive a conditional offer of employment;

• For cause - Upon reasonable suspicion that the employee is under the influence of alcohol or drugs that could affect or have adversely affected the employee’s job performance; and

• Random - As authorized or required by federal or state law.

Compliance with this policy is a condition of employment. Employees who test positive or who refuse to submit to substance abuse screening will be subject to termination. Notwithstanding any provision herein, this policy will be always enforced in accordance with applicable state and local law.

Smoke-Free Workplace

Smoking is not allowed in company buildings or work areas at any time. “Smoking” includes the use of any tobacco products (including chewing tobacco), electronic smoking devices, and e-cigarettes.

Smoking is only permitted during break times in designated outdoor areas. Employees using these areas are expected to dispose of any smoking debris safely and properly.

Workplace Violence Prevention

Dispel is committed to providing a safe, violence-free workplace for our employees. Due to this commitment, the company discourages employees from engaging in any physical confrontation with a violent or potentially violent individual or from behaving in a threatening or violent manner. Threats, threatening language, or any other acts of aggression or violence made toward or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse; attempts to intimidate others; menacing gestures; stalking; or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation. Dispel may refer any incident to outside security firms, legal counsel, and law enforcement. This policy covers any violent or potentially violent behavior that occurs in the workplace or at company-sponsored functions.

All Dispel employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their supervisor, manager, or People department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline because of reporting a threat in good faith under this guideline.

Any individual engaging in violence against the company, its employees, or its property will be prosecuted to the full extent of the law. All acts will be investigated, and the appropriate action will be taken. Any such act or threatening behavior may result in disciplinary action up to and including termination, legal action, and involvement by law enforcement.

Dispel prohibits the possession of weapons in its offices or when representing the company at an event. Weapons include, but are not limited to, handguns, rifles, automatic weapons, knives that can be used as weapons (excluding pocketknives, utility knives, and other instruments that are used to open packages or cut string and for other miscellaneous tasks), martial arts paraphernalia, stun guns, and tear gas. Any employee violating this policy is subject to discipline up to and including dismissal for the first offense.

Commitment to Safety

Protecting the safety of our employees and visitors is the most important aspect of running our business. All employees have the opportunity and responsibility to contribute to a safe work environment by using commonsense rules and safe practices and by notifying management when any health or safety issues are present. All employees are encouraged to partner with management to ensure maximum safety for all.

In the event of an emergency, notify the appropriate emergency personnel by dialing 911 to activate the medical emergency services.

Any workplace injury, accident, or illness must be reported to the employee’s supervisor as soon as possible, regardless of the severity of the injury or accident.

Workplace Guidelines

Attendance

All employees are expected to arrive on time or be online, ready to work, every day they are scheduled to work.

If unable to arrive at work or be online on time, or if an employee will be absent for an entire day, the employee must contact the supervisor as soon as possible. Excessive absenteeism or tardiness will result in discipline up to and including termination. Failure to show up or call in for a scheduled shift without prior approval also may result in discipline up to and including termination. If an employee fails to report to work or call in to inform the supervisor of the absence for 3 consecutive days or more, or 2 consecutive days twice within two consecutive weeks, the employee will be considered to have voluntarily resigned employment. Absences due to approved sick leave, including for mental health matters under the Sick Leave Policy, are not considered voluntary resignation provided the employee communicates as required.

Job Performance

Communication between employees and supervisors or managers is very important. Discussions regarding job performance are ongoing and often informal. Employees should initiate conversations with their supervisors if they feel additional ongoing feedback is needed.

Generally, formal performance reviews are conducted annually. These reviews include a written performance appraisal and discussion between the employee and the supervisor about job performance and expectations for the coming year.

Outside Employment

Employees outside employment is not permitted by Dispel without express written permission. Failure to adhere to this policy may result in discipline up to and including termination. All employees, including part-time employees, must obtain prior approval from the People department before undertaking any outside employment or other work activity.

Dress and Grooming

Dispel provides a casual yet professional work environment for its employees. Even though the dress code is casual, it is important to project a professional image to our customers, visitors, and coworkers. All employees are expected to dress in a manner consistent with good hygiene, safety, and good taste. Please use common sense.

Any questions or complaints regarding the appropriateness of attire should be directed to the People department. Decisions regarding attire will be made by the People department and not by individual departments or managers.

Social Media Acceptable Use

Note: As used in this policy, “social media” refers to blogs, forums, and social networking sites, such as Twitter, Facebook, LinkedIn, YouTube, Instagram, and Snapchat, among others.

Dispel encourages employees to share information with coworkers and with those outside the company for the purposes of gathering information, generating new ideas, and learning from the work of others. Social media provides inexpensive, informal, and timely ways to participate in an exchange of ideas and information. However, information posted on a website is available to the public, and therefore, the company has established the following guidelines for employee participation in social media.

• Off-duty use of social media - Employees may maintain personal websites or weblogs on their own time using their own facilities. Employees must ensure that social media activity does not interfere with their work. In general, the company considers social media activities to be personal endeavors, and employees may use them to express their thoughts or promote their ideas. In addition, employees may not post on a personal blog or webpage or participate on a social networking platform for personal purposes during work time or at any time with Dispel equipment or property.

• On-duty use of social media - Employees may engage in social media activity during work time provided it is directly related to their work and approved by their manager and does not identify or reference company clients, customers, or vendors without permission.

• Respect - Demonstrate respect for the dignity of the company, its owners, its customers, its vendors, and its employees. A social media site is a public place, and employees should avoid inappropriate comments. For example, employees should not divulge Dispel confidential information such as trade secrets, client lists, or information restricted from disclosure by law on social media sites. Similarly, employees should not engage in harassing or discriminatory behavior that targets other employees or individuals because of their protected class status or make defamatory comments or engage in other behavior that violates the company’s policies.

• Post disclaimers - Employees who identify themselves as company employees or discuss matters related to the company on a social media site must include a disclaimer on the front page stating that it does not express the views of the company and that the employees are expressing only personal views—for example, “The views expressed on this website/blog are mine alone and do not necessarily reflect the views of my employer.” Place the disclaimer in a prominent position, and repeat it for each posting expressing an opinion related to the company or the company’s business. Employees must keep in mind that if they post information on a social media site that is in violation of company policy and/or federal, state, or local law, the disclaimer will not shield them from disciplinary action.

• Competition - Employees should not use social media to criticize the company’s competition and should not use it to compete with the company.

• Confidentiality - Employees should not identify or reference company clients, customers, or vendors without express permission. Employees may write about their jobs in general but may not disclose any confidential or proprietary information. For examples of confidential information, employees should refer to the confidentiality policy. When in doubt, ask before publishing.

• New ideas - Employees should remember that new ideas related to work or the company’s business belong to the company. Do not post them on a social media site without the company’s permission.

• Trademarks and copyrights - Employees should not use the company’s or others’ trademarks on a social media site or reproduce the company’s or others’ material without first obtaining permission.

• Legal - Employees are expected to comply with all applicable local, state, and federal laws.

• Discipline - Violations of this policy may result in discipline up to and including immediate termination of employment.

Nothing in this policy is meant to, nor should it be interpreted to, in any way limit employees’ rights under any applicable federal, state, or local laws, including rights under the NLRA to engage in protected concerted activities with other employees to improve or discuss terms and conditions of employment, such as wages, working conditions, and benefits. Employees have the right to engage in or refrain from such activities.

Solicitation

Employees should be able to work in an environment that is free from unnecessary annoyances and interference with their work. In order to protect our employees and visitors, solicitation by employees is strictly prohibited while either the employee being solicited or the employee doing the soliciting is on “working time.” “Working time” is defined as time during which an employee is not at a meal, on break, or on the premises immediately before or after a shift.

Employees are also prohibited from distributing written materials, handbills, or any other type of literature on working time and, at all times, in “working areas,” which include all office areas and company communication channels like Slack. “Working areas” do not include break rooms, parking lots, or common areas shared by employees during nonworking time.

Nonemployees may not trespass or solicit or distribute materials anywhere on company property at any time.

Nothing in this policy is meant to, nor should it be interpreted to, in any way limit employees’ rights under any applicable federal, state, or local laws, including rights under the NLRA to engage in protected concerted activities with other employees to improve or discuss terms and conditions of employment, such as wages, working conditions, and benefits. Employees have the right to engage in or refrain from such activities.

Computers, Internet, Email, and Other Resources

Dispel provides a wide variety of communication tools and resources to employees for use in running day-to-day business activities. Use of all company-provided technology should be reserved for business-related matters during working hours. All communication using these tools should be handled in a professional and respectful manner.

Employees should not have any expectation of privacy in their use of company computers, phones, portable electronic devices, or other communication tools. All communications made using company-provided equipment or services, including email, internet, and computer activity, are subject to inspection by the company.

Employee use of company-provided communication systems, including personal email and Internet use, that is not job-related has the potential to drain, rather than enhance, productivity and system performance. You should also be aware that information transmitted through email and the Internet is not completely secure or may contain viruses or malware, and information you transmit and receive could damage the company’s systems, as well as the reputation and/or competitiveness of the company. To protect against possible problems, delete any email messages before opening that are received from unknown senders and advertisers. It also is against company policy to turn off antivirus protection software or make unauthorized changes to system configurations installed on company computers. Violations of this policy may result in termination for a first offense.

Slack is the preferred, and primary, method for internal communication. Certain job roles may also require the use of communication by phone. Employees may use phone and email to communicate with suppliers, customers, or potential customers regarding company business. Internal and external emails are considered business records and may be subject to federal and state recordkeeping requirements, as well as to discovery in the event of litigation. Be aware of this possibility when sending emails within and outside the company.

All use of company-provided communications systems, including email and Internet use, should conform to our company guidelines/policies. Sensitive information should not be sent via unsecured electronic means.

Employees should pay particular care to the use and security of portable electronic devices when used for business-related purposes, such as laptops, tablets, smartphones, and other data storage media. Lost or stolen portable electronic devices containing company information may cause breaches of security that result in the loss of company confidential commercial data, the loss of vital research data, the unauthorized disclosure of sensitive employee data, lawsuits against the individual, and lawsuits against the company. Employees should use appropriate password protections for such devices and physically secure them as recommended by the security department administrators. Full review of Physical Security Policy can be found here.

The company reserves the right to monitor customer calls to ensure employees abide by company quality guidelines and provide appropriate levels of customer service.

Nothing in this policy is meant to, nor should it be interpreted to, in any way limit employees’ rights under any applicable federal, state, or local laws, including rights under the NLRA to engage in protected concerted activities with other employees to improve or discuss terms and conditions of employment, such as wages, working conditions, and benefits. Employees have the right to engage in or refrain from such activities.

Office Access and Usage

Authorized Access

Access to office facilities is limited to:

• Active employees of the company

• Approved contractors and vendors

• Registered visitors with prior authorization

All individuals must use assigned credentials (e.g., keycards, keys) to enter the premises. Credentials must not be shared.

Visitors must:

• Be pre-registered by a host employee

• Sign in upon arrival on sign in sheet

• Be accompanied by their host at all times unless otherwise authorized

• The host employee is responsible for their visitor’s conduct and compliance with this policy.

Workspace Etiquette

Employees are expected to maintain a clean, organized, and respectful work environment by properly using shared spaces, returning all furniture and equipment to their original condition, and following any applicable booking procedures. All individuals must adhere to health and safety guidelines, promptly report any hazards or incidents, and comply with company and building emergency protocols. Security and confidentiality must be upheld at all times by preventing unauthorized access, safeguarding sensitive materials, securing devices when unattended, and avoiding discussion of confidential information in public areas. Office spaces, equipment, and resources are to be used solely for legitimate business purposes, with any damage reported promptly and no property removed without authorization. Employees working in a hybrid capacity must also follow hot desk practices, avoid leaving personal items overnight unless permitted, and ensure shared spaces remain available for others. Failure to comply with etiquette guidelines may result in revocation of office access and/or disciplinary action, in accordance with company policies.

Questions

For questions regarding office access or usage, please reference the full Office Use Policy and/or contact people@dispel.com

Accommodations for Nursing Mothers

Dispel provides a work environment that is supportive of lactating mothers and enables further support for breastfeeding of their children for up to one year or beyond following their birth.

Dispel encourages employees and management to have a positive, accepting attitude toward working women and breastfeeding. Dispel promotes and supports breastfeeding and the expression of breastmilk by employees who are breastfeeding when they return to work by providing information to all employees about the benefits of breastfeeding and the company policy that supports breastfeeding. This policy is to ensure that managers and employees are supportive of employees’ needs related to combining working and breastfeeding.

Supervisors are responsible for alerting pregnant and breastfeeding employees about this policy prior to, and upon return from, an employee’s period of leave for the reason of childbirth.

Time and Leave

Work schedule and work pattern flexibility will be provided to accommodate a reasonable break time for an employee to express breastmilk for their nursing child or to breastfeed each time such employee has need to express the milk or breastfeed, for one year or longer after the child’s birth.

Lactating mothers may use time during the standard workday for milk expression. This may include various combinations of standard paid break periods, lunch periods, and other time as necessary. Lactating mothers must be afforded flexibility in their work schedules, such that the use of accrued leave or leave without pay is not required to cover time used for milk expression. While in general, this may require two to three lactation breaks a day, scheduling will be arranged on a case-by-case basis and be based on the specific needs of the employee. Supervisors and managers are responsible for ensuring that the duties of the lactating employee are covered during her expression breaks. Support shall include flexible work hours, phase-back options, part-time and working-at-home opportunities as well as flexible breaks/assignments when feasible.

Note that Dispel provides paid parental leave to all full-time employees for eight weeks of employees current annual salary.

Education

Support includes providing educational information about breastfeeding and returning to work to those at the initiation of maternity leave. Additionally, the People department may facilitate an employee mother-to-mother peer support program.

Space, Including Breastmilk Storage

At our offices, Dispel shall provide a private, accessible area, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, for the purpose of expressing breastmilk each time such employee needs to express the milk.

Employees may use, when available, the dedicated employee lactation rooms designated for the purpose of expressing breastmilk and which include the following:

• A locking door, an electrical outlet, and comfortable chair.

• A safe, clean water source and sink for washing hands and cleaning breast pump equipment within the designated breast pump room.

• A clean refrigerator used for the sole purpose of storing expressed breastmilk.

  • Employees may hygienically store their expressed milk in either their own personal insulated coolers with ice packs or in the employee break room refrigerator. As with any personal food item, handling and supervision of the expressed milk is the sole responsibility of the employee. Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator.

In addition, an employee may choose to use their private office or other space, identified in consultation with their manager.

In the event that multiple employees are breastfeeding at any given time, it is their responsibility to coordinate use of the private room for milk expression. If no mutual solution can be found, the Company will work to find a suitable solution.

Breastfeeding in Public Space

In accordance with Texas Health and Safety Code § 165.002, Dispel recognizes that a mother is entitled to breastfeed their baby in any location in which they are authorized to be. Dispel employees shall welcome clients who are mothers who want to breastfeed. Signs may be posted in customer service areas to notify customers that private areas are available for breastfeeding. Mothers may also breastfeed in any location within the client area. All staff members will support the needs of breastfeeding mothers in this regard.

Employees may register complaints with regard to violation of this policy, in accordance with Dispel’s Harassment and EEO policies.

Disciplinary Procedure

Dispel expects employees to comply with the company’s standards of behavior and performance and to correct any noncompliance with these standards. Under normal circumstances, Dispel endorses a policy of progressive discipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve. It does, however, retain the right to administer discipline in any manner it sees fit. This policy does not modify the status of employees as employees at will or in any way restrict the company’s right to bypass the disciplinary procedures suggested.

The following steps are suggested in the discipline procedure. All steps should be documented in the employee’s personnel file. The progressive disciplinary procedures described below also may be applied to an employee who is experiencing a series of unrelated problems involving job performance or behavior.

1. Informal discussion - When a performance problem is first identified, the nature of the problem and the action necessary to correct it should be thoroughly discussed with the employee.

2. Counseling - If a private informal discussion with the employee has not resulted in corrective action, following a thorough investigation, the supervisor should meet with the employee and (a) review the problem, (b) permit the employee to present information regarding the problem, (c) advise the employee that the problem must be corrected, (d) inform the employee that failure to correct the problem will result in further disciplinary action that may include discharge, and (e) issue a counseling notice to the employee.

3. Reprimand - If satisfactory performance and corrective action are not achieved under Steps 1 and 2, the supervisor and a representative from the People department should meet with the employee in private and proceed via (a) through (d) above and issue a reprimand notice to the employee.

4. Suspension - The executive team has the authority to temporarily remove employees from the workplace, with or without pay. An exempt employee generally may not be suspended without pay for less than a full day, and the suspension must be related to written workplace conduct rules applicable to all employees, such as a written policy stating work hours, prohibiting sexual harassment, or workplace violence.

5. Termination - Failure to improve performance or behavior after the written warning or suspension can result in termination.

In cases involving serious misconduct, or any time the supervisor determines it is necessary, such as a major breach of policy or violation of law, the procedures contained above may be disregarded. Typically, the supervisor should suspend the employee immediately (with or without pay), and an investigation of the incidents leading up to the suspension should be conducted to determine if any further action, such as termination, should be taken.

Time Off and Leaves of Absence Policies

Holiday Pay

Full-time regular employees are eligible for holiday pay. Hourly nonexempt employees become eligible after they have been actively with the company for 3 months. Exempt salaried employees may receive holiday pay immediately upon joining the company. Part-time and temporary employees, including summer employees, are not eligible for holiday pay.

Dispel observes and provides paid time off for the following holidays:

Any additional holidays will be designated by the company at the start of each calendar year.

If one of these holidays falls on a Sunday, it will be observed on the following Monday. If the holiday falls on a Saturday, the company will select either the following Monday or the preceding Friday as a substitute holiday.

Religious observances

Employees who need time off to observe religious practices or holidays not already scheduled by the company should speak with their supervisor. Depending upon business needs, the employee may be able to work on a day that is normally observed as a holiday and then take time off for another religious day. Employees may also be able to switch a scheduled day with another employee, take vacation time, or take off unpaid days. The company will seek to reasonably accommodate individuals’ religious observances.

Discretionary Time Off

Dispel recognizes the importance of time off from work to relax, spend time with family, and enjoy leisure activities. The company offers discretionary leave to full-time employees, supporting the flexibility to take time off while having the responsibility to prepare for the absence. Please be responsible and thoughtful in your time off, and use good reasonable judgement in your requests. Leave requests are subject to manager’s discretion for approval. Managers will seek to balance time off across their teams. For example, if you take a lot of leave at the beginning of the year, your colleagues who haven’t taken any will get priority later in the year.

Generally, employees should submit time off requests at least three (3) weeks in advance.

Employees must close out their work before leaving on time-off. Engineers must commit their code before leaving and make it available in the code repository for others. Failure to do so is grounds for immediate dismissal.

Leave may be revoked if information surfaces that leave is being abused or misrepresented.

Sick Leave

Dispel provides regular, full-time, and part-time employees with paid sick days. Employees become eligible for sick days beginning on their first day of employment. Sick days must be used for both physical and mental matters.

Employees unable to report to work due to a mental health concern must notify their manager or the People department as soon as practical. Failure to communicate an absence for three consecutive days or more may be considered a voluntary resignation, absent extenuating documented circumstances such as a letter from a physician or certification of mental health treatment from a licensed provider.

If the need for sick leave is not foreseeable, employees are asked to notify their manager as soon as is practical. If an employee misses 3 or more consecutive days because of illness, Dispel may require the employee to provide a physician’s written permission to return to work.

Except as required by state law, unused sick days are forfeited when an employee’s employment ends for any reason.

Family and Medical Leave

Dispel complies with the federal FMLA, which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The company also abides by any state and local leave laws. The more generous of the laws will apply to the employee if the employee is eligible under both federal and state laws.

Employees should note there are many requirements, qualifications, and exceptions under these laws, and each employee’s situation is different. Employees should contact the People department to discuss options for leave.

Employees are eligible for FMLA benefits if they work for Dispel for at least 12 months, have at least 1,250 hours of service with the employer during the 12 months before their FMLA leave starts, [and work at a location where Dispel has at least 50 employees within 75 miles].

Basic leave entitlement - The FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: (1) for incapacity due to pregnancy, prenatal medical care, or childbirth; (2) to care for the employee’s child after birth or placement for adoption or foster care; (3) to care for the employee’s spouse, child, or parent who has a serious health condition; or (4) for a serious health condition that makes the employee unable to work.

Company Parental Leave

Dispel provides parental leave to support employees welcoming a child through birth, adoption, or foster placement. Company leave works alongside federal and state leave programs where applicable. Employees should notify their manager and HR at least 30 days in advance when possible.

Eligibility - Employees are eligible for Company Parental Leave if they work 40 or more hours per week, have completed 90 days of employment and are actively employed at the time leave begins

Some employees may also qualify for additional job-protected leave under federal or state law. People will confirm eligibility on a case-by-case basis.

• Leave for Birthing Parents - Birthing parents typically receive the following leave:

  • 8 weeks of medical recovery leave

  • 4 weeks of fully paid Company Parental Leave, following the STD recovery period

  • Additional time may be available under applicable federal or state programs.

• Leave for Non-Birthing Parents - Eligible employees receive:

  • 4 weeks of fully paid Company Parental Leave

  • Leave must be used within 12 months of the child’s birth or placement. Additional leave may be available under applicable federal or state law.

Military family leave entitlements - Eligible employees with a spouse, child, or parent on active duty or called to active duty status in the National Guard or reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include addressing issues that arise from (1) short notice of deployment (limited to up to 7 days of leave); (2) attending certain military events and related activity; (3) arranging child care and school activities; (4) addressing certain financial and legal arrangements; (5) attending certain counseling sessions; (6) spending time with covered military family members on short-term temporary rest and recuperation leave (limited to up to 5 days of leave); (7) attending post-deployment reintegration briefings; (8) arranging care for or providing care to a parent who is incapable of self-care; and (9) any additional activities agreed upon by the employer and employee that arise out of the military member’s active duty or call to active duty.

The FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the armed forces, including a member of the National Guard or reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform the duties of the servicemember’s office, grade, rank, or rating and for which the servicemember is undergoing medical treatment, recuperation, or therapy; is in outpatient status; or is on the temporary disability retired list.

Benefits and protections during FMLA leave - During FMLA leave, the company will maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. However, an employee on FMLA leave does not have any greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period.

Certain highly compensated key employees also may be denied reinstatement when necessary to prevent “substantial and grievous economic injury” to the company’s operations. A “key” employee is an eligible salaried employee who is among the highest-paid 10 percent of the company’s employees within 75 miles of the worksite. Employees will be notified of their status as key employees, when applicable, after they request FMLA leave.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued before the start of an employee’s leave.

Employee eligibility - The FMLA defines eligible employees as employees who (1) have worked for the company for at least 12 months; (2) have worked for the company for at least 1,250 hours in the previous 12 months; and (3) work at or report to a worksite that has 50 or more employees or is within 75 miles of company worksites that, taken together, have a total of 50 or more employees.

Definition of “serious health condition**”** - A serious health condition is an illness, an injury, an impairment, or a physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a healthcare provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school, work, or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a healthcare provider or one visit and a regimen of continuing treatment, incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of “continuing treatment.”

Use of leave - An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced work schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies also may be taken on an intermittent or a reduced work schedule basis.

Employee responsibilities - Employees must provide 30 days’ advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, employees must provide notice as soon as practicable and generally must comply with the company’s normal call-in procedures. The company may delay leave to employees who do not provide proper advance notice of the foreseeable need for leave, absent unusual circumstances preventing the notice.

Employees must provide sufficient information for the company to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a healthcare provider, or circumstances supporting the need for military family leave. Employees also must inform the company if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also are required to provide a certification and periodic recertification supporting the need for leave. The company also may require a second and, if necessary, a third opinion (at the company’s expense) and, when the leave is a result of the employee’s own serious health condition, a fitness-for-duty report to return to work. The company also may delay or deny approval of leave for lack of proper medical certification.

Company responsibilities - The company will inform employees requesting leave whether they are eligible under the FMLA. If they are, the notice will specify any additional information required, as well as the employees’ rights and responsibilities. If employees are not eligible, the company will provide a reason for the ineligibility. The company will inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employees’ FMLA leave entitlement. If the company determines that the leave is not FMLA-protected, the company will notify the employees.

Other provisions - Under an exception to the FLSA in the FMLA regulations, hourly amounts may be deducted for unpaid leave from the salary of executive, administrative, and professional employees; outside sales representatives; certain highly skilled computer professionals; and certain highly compensated employees who are exempt from the minimum wage and overtime requirements of the FLSA, without affecting the employees’ exempt status. This special exception to the “salary basis” requirements for the FLSA’s exemptions extends only to eligible employees’ use of FMLA leave.

Employees may not perform work for self-employment or for any other employer during an approved leave of absence, except when the leave is for military or public service or when the company has approved the employment under its Outside Employment policy and the employees’ reason for FMLA leave does not preclude the outside employment.

Unlawful acts by employers - The FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under the FMLA or to discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA.

Enforcement - An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.

Personal Leave of Absence Policy

At its discretion, Dispel may grant eligible employees unpaid personal leave of absence for up to 12 weeks for personal reasons such as education, personal matters, or family-related circumstances. All personal leaves will be administered in accordance with applicable federal, state, and local laws.

All full-time employees who have been employed with the company for at least 12 months are eligible to request a personal leave, provided other qualifications are met.

Employees must submit a written request to the People department at least 30 days in advance of the requested leave. Exceptions may apply in cases of emergency or where legally required.

Benefits During Leave - Elected insurance coverages will end on the last day of the month in which the leave begins. COBRA continuation coverage options will be provided by HRIS. Non-contributory long-term disability coverage will continue automatically during personal leave. If applicable, personal leave will run concurrently with any company-provided short-term disability benefits.

Return to Work - Employees must notify both the People department and their manager of their intended return date at least 30 days in advance, when possible.

Dispel may make reasonable efforts to reinstate the employee to their original position or a similar role, based on business needs. Reinstatement is not guaranteed.

Failure to notify the company of intent to return or failure to report to work at the end of the leave period will be treated as a voluntary resignation. If Dispel does not provide an extension of the leave of absence, this shall be treated as a voluntary resignation.

Military Leave

Dispel supports the military obligations of all employees and grants leaves for uniformed service in accordance with applicable federal and state laws. Any employee who needs time off for uniformed service should immediately notify the People department and the employee’s supervisor, who will provide details regarding the leave. If an employee is unable to provide notice before leaving for uniformed service, a family member should notify the supervisor as soon as possible.

Upon return from military leave, employees will retain certain rights with respect to reinstatement, seniority, layoffs, compensation, length of service promotions, and length of service pay increases, as required by applicable federal or state law. Failure to report for work within the prescribed time after completion of military service will be considered a voluntary termination.

All employees who enter military service may accumulate a total absence of 5 years and still retain employment rights.

Bereavement Leave

Dispel recognizes the importance of taking leave when there is a death in the family. Where bereavement leave is not required by law, the Company will provide bereavement leave as follows:

1. All employees are eligible for ten (10) days of paid bereavement leave for the death of an immediate family member.

2. For purposes of this policy, immediate family member includes the following and applies both to the family of the employee and the employee’s spouse: child (including foster child and stepchild), spouse, sister, brother, parents (including foster parents and stepparents), grandparents.

Please provide notice for bereavement leave when possible. The Company understands there may be multiple moving pieces immediately after a death in the family.

Jury Duty/Court Appearance

The company supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty to their supervisor as soon as possible after receiving the notice to allow advance planning for an employee’s absence.

Employees will be provided time off for jury duty in accordance with applicable laws. If an employee is released from jury duty after 4 hours or less of service, the employee must report to work for the remainder of that workday.

Time for appearance in court for personal business will be the individual employee’s responsibility. Normally, personal days or vacation days will be used for this purpose.

Time Off for Voting

Dispel recognizes that voting is a right and privilege of being a citizen of the United States and encourages employees to exercise their right to vote. Dispel provides all employees with time off to submit their vote in local, state, and federal elections.

Volunteering

Dispel recognizes that involvement with local community can strength both individuals and systems around us. Dispel employees have the ability to volunteer throughout the year through the process of summitting the request to direct manager with as much advance notice as possible. Dispel reserves the right to evaluate the proposed organization or cause to ensure that its does not create other conflicts of interest or potential negative effects on the business.

If there is a cause or organization that is meaningful to you and might provide a service opportunity for all, please reach out to the People department.

Employee Benefits

Dispel recognizes the value of benefits to employees and their families. The company supports employees by offering a comprehensive and competitive benefits program. For more information regarding benefit programs, please refer to the company Summary Plan Descriptions (SPDs), which are found inside the company HRIS System or contact the People department. To the extent the information provided here conflicts with the SPD or full plan document, the full plan document will control.

Continuing Education

We believe in the continuing education of our employees. If Dispel sends you to a class or training program during normal working hours related to your employment and you are nonexempt, you will be paid training pay for that time. If you are interested in attending an outside class and having the Company pay for your attendance, you are required to provide advance written notice describing the class, including the subject matter, length, and cost. Depending on the type of training, the Company may reimburse some or all the fees, including materials expenses, meals, and transportation. If your manager approves of your attendance at a class that is not sponsored by the Company, you will be reimbursed once you have attended and paid for the class. All requests for continuing education must be pre-approved by Dispel. Education must be immediately relevant to your area of work and directly benefit the company to be eligible for consideration.

Medical, Dental, and Vision Insurance

Full-time employees working 30 hours or more per week are eligible for insurance on their first day of employment. To keep coverage in force, every insured employee must work a minimum of 40 hours per week.

Group Life Insurance

Dispel provides life insurance for full-time employees who work a minimum of 30 hours per week. Employees are eligible for this benefit on the first day of employment. The life benefit is equal to 1x an employee’s base salary up to $1 million. The cost of this coverage is paid for in full by the company.

Short-Term Disability

Short-term disability is offered to full-time employees working a minimum of 30 hours per week. Employees are eligible for this benefit on the first day of employment. Short-term disability is meant to bridge the 90-day period until long-term disability can cover an employee. If an employee becomes disabled and cannot work for a short period of time, this coverage pays 50 percent of the employee’s salary up to the policy limits. This is a voluntary benefit and is funded solely by the employee. In addition, employees will not be paid vacation or sick leave for approved absences covered by the company’s program, except to supplement the short-term disability benefits.

Short-term disability benefits may run concurrently with FMLA leave and/or any other leave when permitted by state and federal law.

Long-Term Disability

Long-term disability benefits are offered to full-time employees working a minimum of 30 hours per week. If an employee becomes totally disabled and cannot work for an extended period, this coverage pays 50 percent of the employee’s salary up to the policy limits. This is a voluntary benefit and is funded solely by the employee.

Long-term disability benefits will run concurrently with FMLA leave and/or any other leave when permitted by state and federal law.

401(k) Plan

Dispel recognizes the importance of saving for retirement and offers eligible employees a 401(k) plan. Eligibility, vesting, and all other matters relating to these plans are explained in the SPD that can be obtained from the People department.

Workers’ Compensation

Workers’ compensation is a “no-fault” system that provides compensation for medical expenses and wage losses to employees who are injured or who become ill because of employment.

Dispel pays the entire cost of workers’ compensation insurance. The insurance provides coverage for related medical and rehabilitation expenses and a portion of lost wages to employees who sustain an injury on the job.

If an employee sustains a job-related injury or illness, it is important to notify the supervisor and People immediately. The supervisor will complete an injury report with input from the employee and return the form to the People department. People will file the claim with the insurance company. In cases of true medical emergencies, report to the nearest emergency room.

Workers’ compensation benefits (paid or unpaid) will run concurrently with FMLA leave, if applicable, when permitted by state and federal law. In addition, employees will not be paid vacation or sick leave for approved absences covered by the company’s workers’ compensation program, except to supplement the workers’ compensation benefits, such as when the plan only covers a portion of the employees’ salary as allowed by state law.

Employee Assistance Program

TriNet offers access to an EAP through the FEI Employee Assistance Program. This program includes coverage for you, your spouse or domestic partner and dependents. The EAP provides 24-hour confidential assistance with stress, substance abuse, and financial, family or relationship problems, plus online resources.

Trade Secrets and Inventions

Confidentiality and Protection of Trade Secrets

As a condition of employment, all Dispel employees are expected to maintain the confidentiality of the company’s trade secrets, proprietary information, and other sensitive business data. This includes, but is not limited to, financial records, sales reports, strategic plans, product development details, customer lists, patents, trademarks, and marketing initiatives.

Access to such information should be restricted to those with a legitimate business need to know. This information must not be disclosed, shared, or used for personal gain without explicit prior approval from management.

If you believe that confidential information has been improperly shared or accessed—either by another employee or an outside party—you are required to report the situation to your manager immediately.

Violations of this policy may result in disciplinary action, up to and including termination of employment, and may also lead to civil legal consequences.

Inventions

Any invention, innovation, or work product created—either partially or entirely—during any working hours or using any Dispel resources, equipment, or facilities, is considered a “work for hire” and is the sole property of the company.

Dispel does not require assignment of, and employees shall retain ownership of, any inventions or ideas developed entirely on their own personal time without use of Dispel resources or information, unless such invention or idea relates directly to Dispel’s business or actual or demonstrably anticipated research or development, or results from work performed by you for Dispel. Any invention, innovation, or work product not released by this previous section is the sole property of Dispel.

If you intend to pursue and retain ownership of an invention that is related in any way to Dispel’s products, services, or business, you must obtain a written waiver of this policy. This waiver must be reviewed and signed by both you and the Chief Executive Officer. Approval of such requests is at the sole discretion of the company.

Customer Relations

Interacting with Customers, Clients, and Visitors

Dispel is committed to delivering high-quality products and exceptional service. Our customers and clients are the foundation of our business, and their satisfaction is directly tied to the company’s success—and your continued employment.

Some best practices for interactions include,

For Virtual Meetings

• Join from a quiet, low traffic environment and use appropriate noise control tools

• Present yourself as a professional representative of Dispel with clean, groomed, and appropriate attire

• Do not eat, chew gum, or consume food during calls

• Use a professional and distraction free background

• Ensure you have the proper equipment, including a second monitor when needed, to communicate effectively during the meeting

For In Person Meetings

• Arrive at least 15 minutes early

• Confirm the meeting location in advance and verify logistics

• Bring appropriate materials, including swag or gifts aligned with the meeting context

• Understand and follow the expected dress code

• Maintain strong personal hygiene and professional presence

• Bring business cards and understand proper exchange etiquette based on cultural norms

You are expected to treat every customer, client, and visitor with respect, professionalism, and courtesy at all times. Disrespectful behavior or arguments are never acceptable during working hours.

If you experience challenges with a customer or client, or if they raise concerns or suggestions, notify your manager or a member of the leadership team right away. Timely follow-up and responsiveness to customer needs are essential to maintaining positive relationships and supporting our reputation in the market.

Product and Service Knowledge

As a Dispel employee, you represent the brand. You are expected to have a solid understanding of our products and services and how they relate to other departments within the company.

Make an effort to continuously learn about our offerings and stay updated. Your ability to speak confidently about what we do enhances the customer experience and reinforces our company’s reputation for excellence.

EMPLOYEE HANDBOOK ACKNOWLEDGMENT

I hereby acknowledge receipt of the employee handbook of Dispel. I understand and agree that it is my responsibility to read and comply with the policies in the handbook.

I understand that the handbook and all other written and oral materials provided to me are intended for informational purposes only. The handbook, company practices, and other communications do not create an employment contract or term. I understand that the policies and benefits, both in the handbook and those communicated to me in any other fashion, are subject to interpretation, review, removal, and change by management at any time without notice.

I further understand that I am an at-will employee and that neither this document nor any other communication shall bind the company to employ me now or hereafter and that my employment may be terminated by me or the company without reason at any time. I understand that no representative of the company has any authority to enter into any agreement for employment for any specified period of time or to assure any other personnel action or to assure any benefits or terms or conditions of employment or make any agreement contrary to the foregoing.

I also understand and agree that this agreement may not be modified orally and that only the president of the company may make a commitment for employment. I also understand that if such an agreement is made, it must be in writing and signed by a CEO of the company.

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Employee’s Name in Print

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Signature of Employee

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Date Signed by Employee

EMPLOYEE ACKNOWLEDGMENT of Harassment Policy

I have read and understand the company’s Harassment Policy. My signature below confirms my knowledge, acceptance, and agreement to comply with the policy.

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Employee’s Name in Print

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Signature of Employee

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Date Signed by Employee