Staff Handbook

Our Core Values

Integrity: We act with honesty in every interaction. A reputation for ethical conduct is foundational to our relationships with regulators, partners, and one another.

Curiosity: We approach challenges with an open mind and a desire to learn. Each project is an opportunity to expand our knowledge and refine our methods.

Reliability: Clients trust us with critical assets. We keep commitments and communicate early when obstacles arise so we can devise solutions together.

Code of Conduct

All employees are expected to interact respectfully and contribute to an inclusive environment. Harassment, discrimination, or retaliation will not be tolerated and should be reported to HR immediately. Use company communication channels for work matters and avoid sharing proprietary information on public forums or social media. When representing the company at events, follow local laws and maintain professionalism.

Conflicts of interest must be disclosed. Employees may not engage in outside work that competes with our services or could compromise objectivity without written approval from management. Direct any vendor gifts to the operations team so we can log them in accordance with anti-corruption policies.

Security Practices

Security is woven into every aspect of our operations. Password managers are mandatory, and credentials should never be stored in plain text. Enable automatic locking on all devices and report lost hardware immediately. Sensitive documents should reside in encrypted storage; when sharing externally, use expiring links and avoid attaching files directly to emails. Periodic phishing simulations help reinforce vigilance—if you suspect a message is malicious, forward it to security for analysis.

Physical security matters too. Visitors must sign in and display badges. Store access cards away from magnets and never lend them out. When working from coworking spaces, position screens to prevent shoulder surfing and use privacy filters if handling confidential data.

Performance and Feedback

We believe continuous feedback accelerates growth. Managers hold monthly check‑ins to discuss progress, roadblocks, and professional goals. Formal reviews occur twice per year and consider peer feedback, project outcomes, and contributions to team culture. Employees are encouraged to document wins and lessons learned in a personal log; these notes provide concrete examples during evaluations and help recognize achievements that might otherwise be forgotten.

Feedback flows in all directions. If you have suggestions for improving processes or tools, share them with your team lead or through the anonymous suggestion form. Constructive critique delivered respectfully is a gift that benefits the entire organization.

Timekeeping and Attendance

Accuracy in time reporting ensures compliance with labor laws and enables fair project billing. Use the time-tracking system daily and categorize hours by project or internal initiative. If you forget to log time, update entries as soon as possible to maintain reliable records. Habitual lateness or unreported absences may lead to disciplinary action, though we recognize emergencies and will work with employees on solutions when challenges arise.

For remote employees, being present means more than appearing online. Attend scheduled meetings, respond to messages during your declared working hours, and update task boards so teammates have visibility into progress. Should you need to adjust your schedule, inform the team ahead of time so commitments can be reorganized if necessary.

Health and Safety

We promote a safe workplace whether at headquarters or home. Report hazards or injuries to HR immediately so corrective action can be taken. For remote staff, ergonomics are crucial—adjust monitor height, use supportive seating, and take regular breaks to prevent strain. The company offers stipends for home office equipment that meets our safety standards.

Mental health is equally important. Employees have access to confidential counseling services and wellness programs. Managers are trained to recognize burnout indicators and can help coordinate workload adjustments. A culture of openness around mental well‑being ensures everyone has the support needed to thrive.

Where to Get Help

Policies evolve, and questions are natural. The HR team maintains a knowledge base with answers to frequently asked questions. If information is missing, reach out via the contact form or email the appropriate department directly. For guidance on security or compliance matters, review the resources on our staff portal or consult the compliance page for regulatory guidance.

By staying informed and engaged, each of us helps uphold the standards that make MCMHN INC a trusted partner. Thank you for taking the time to read and refer to this handbook. Together we maintain a workplace defined by respect, expertise, and continuous improvement.