Exhibit 14.2

Jagged Peak, Inc.

Code of Business Conduct and Ethics

This booklet is being distributed to Jagged Peak, Inc. directors, officers and employees around the country. If you have questions or need guidance or additional copies,
please contact the corporate office at 2701 N. Rocky Point Dr. Suite 1250, Tampa, Florida 33607 or via telephone at (813) 314-2950 or fax at (813) 288-0585.

To: All directors, officers and employees of Jagged Peak, Inc.

Re: A Message from Paul Demirdjian

Jagged Peak, Inc. (Jagged Peak) is committed to operating with honesty, fairness and integrity. This Code of Business Conduct and Ethics (the
Code) is your guide for achieving each of these objectives. This Code contains the standards and ethical principles necessary to assist us in making the right decisions when faced with ethical issues. These standards and principles
reflect our companys excellent reputation as an ethical and law-abiding corporate citizen. Maintaining Jagged Peaks excellent reputation will enable us to attract and retain customers, improve our competitive position and enhance
stockholder value for years to come.

Because the Code cannot address every possible ethical situation, particularly in a rapidly changing environment, we
encourage you to contact your supervisor or an officer with the Company if there is any question to a given situation.

The image and reputation of every
organization is determined by the example established by its people. Jagged Peak is proud of its image and intends to continue to maintain its high standards.



|                         
|-------------------------
|Sincerely,               
|                         
|/s/ Paul Demirdjian      
|Paul Demirdjian          
|Chairman of the Board and
|Chief Executive Officer  



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INTRODUCTION

Jagged
Peak, Inc. (Jagged Peak or the Company) is committed to maximizing the value of our stockholders investment in Jagged Peak, while conducting our business in a manner that is socially responsible and in compliance with
the laws and regulations that apply to our business. Therefore, this Code of Business Conduct and Ethics (the Code) has been adopted by our companys Board of Directors and summarizes the standards that must guide our actions. In
short, these standards are designed to deter wrongdoing and promote the following: (i) honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships;
(ii) full, fair, accurate, timely, and understandable disclosure in reports and documents that Jagged Peak files with, or submits to, the Securities and Exchange Commission (the SEC) and in other public communications made by Jagged
Peak; (iii) compliance with applicable governmental laws, rules and regulations; (iv) the prompt internal reporting to an appropriate person or persons identified herein regarding violations of this Code; and (v) accountability for
adherence to this Code. The directors, officers and employees of Jagged Peak are responsible for their individual actions and for compliance with the policies set forth in this Code. Each director, officer and employee of Jagged Peak is required to
read and follow the Code as a condition of such persons position with Jagged Peak. Please be advised that this Code is not an employment contract of any form and does not in any manner amend or modify the terms and conditions of your
employment with Jagged Peak.

HONEST AND ETHICAL CONDUCT

Jagged Peak requires its directors, officers and employees to discharge each of their respective responsibilities in accordance with the law and the highest standards of business ethics. If at any time a director, officer or employee is
uncertain regarding the validity or legitimacy of a proposed course of action, the application of a law or regulation, or the applicability of the policies described in this Code, such person should contact the corporate office, or in the future,
any such telephone number, web address or other telecommunications medium that Jagged Peak will disclose on its website for such help and information (the Help Source).

REPORTING PROCEDURES

Obligation to Report - If any director, officer or employee believes
that actions have taken place, may be taking place, or are about to take place, that violate or would violate the Code, such person is obligated to report the matter to the Company or, if available, the Help Source. Each of us is encouraged to
consult with a supervisor, human resources representative, company lawyer, financial controller, manager or other employee you trust regarding questions relating to this Code.

No Retaliation - Jagged Peak will keep the identity of the director, officer or employee making the report confidential. If a director, officer or
employee reports in good faith a suspected violation of this Code, the individual making the report or providing information regarding the same will not be subject to discipline or other retaliatory action for doing so. Any director, officer or
employee of Jagged Peak who engages in retaliatory actions will be subject to disciplinary action, including the possibility of termination.

Consequences for Violation - Any person in violation of this Code will be subject to discipline, including possible termination. Additionally, Jagged Peak may have a legal obligation to bring violations of the Code to the attention
of appropriate enforcement authorities (as some violations are also violations of the law). In such cases, civil or criminal penalties may also be imposed.

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FAIR DEALING

The
directors, officers and employees of Jagged Peak must endeavor to deal fairly and in good faith with fellow directors, officers, employees, customers, suppliers, competitors, visitors, neighbors in the communities in which we operate and any others
with whom we come in contact with as representatives of Jagged Peak. The directors, officers and employees of Jagged Peak must not take unfair advantage of anyone through manipulation, concealment, abuse of privileged or confidential information,
intentional misrepresentations of facts, fraudulent behavior or any other unfair practice.

COMPLIANCE WITH LAWS, RULES, AND REGULATIONS

Jagged Peak takes a proactive stance on compliance with applicable laws, rules and regulations of federal, state, provincial and local governments, and other
appropriate private and public regulatory agencies. Accordingly, Jagged Peak requires its directors, officers and employees to comply with applicable laws, rules and regulations, including insider trading and antitrust laws, each of which are
discussed elsewhere in this Code. Jagged Peak also requires its directors, officers and employees to comply with the following:

Prohibition on Fraud - Jagged Peak strictly prohibits any fraudulent activity, including any act that constitutes cheating, stealing, deceiving or lying. The directors, officers and employees of Jagged Peak must act in good faith,
responsibly, with due care, competence and diligence, without intentionally representing facts or allowing independent judgment to be subordinated.

Equal Opportunity - It is the policy of Jagged Peak to operate under sound and legal personnel policies. Jagged Peaks objective is to be equitable and fair in the treatment of all directors, officers and employees in all
situations. This includes, but is not limited to, the following: (i) the selection and placement of any individual is based on that individuals qualifications, without regard to race, religion, national origin, sex, age or disability; and
(ii) compensating individuals in accordance with a his or her contribution to Jagged Peak, without regard to race, religion, national origin, sex, age or disability.

Harassment-Free Workplace - The directors, officers and employees of Jagged Peak must maintain an environment that is free of any form of discrimination or harassment. All employment-related decisions must be
based on the needs of the business, individual qualifications, ability, contribution and demonstrated performance.

Confidential
Information Regarding Directors, Officers and Employees - In conducting business, it is necessary to collect, maintain and use personal information about directors, officers and employees. Only job-related information and personal information
related to business, benefits and legal purposes will be collected and maintained. This information will be maintained on a strictly confidential basis. The use or disclosure of any of this information is limited to required business or legal
purposes.

GIFTS AND BRIBES

It is contrary to Jagged
Peak policy and the laws of the United States to offer, solicit, give or accept bribes or kickbacks, or transfer or receive money or anything of value which could improperly influence ones conduct. Punishment is particularly severe for
improper payments involving government officials in the United States or abroad. However, occasional business meals, social events or souvenirs of nominal value may be appropriate if reasonably limited in cost and frequency. Specific rules and
prohibitions apply to business conducted with government agencies. Special care must be taken to understand and comply with these rules. Do not hesitate to contact the Company or, if available, the Help Source if you have a question or encounter a
troubling situation.

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CONFLICTS OF INTEREST

The directors, officers and employees of Jagged Peak have a duty of loyalty to Jagged Peak and must act in the best interests of Jagged Peak. Therefore, directors, officers and employees shall not engage in activities that give rise to a
conflict of interest or even the appearance of a conflict of interest, without the approval of the General Counsel. A conflict of interest exists when a directors, officers or employees private interest would reasonably be
expected to interfere, or even appear to interfere, with the interests of Jagged Peak as a whole. In dealing with customers, suppliers, rivals or competitors, we must not engage in activities that may make it difficult to perform our work
objectively and effectively or, directly or indirectly, cast doubt or create even the appearance that we cannot act with complete objectivity.

Conflicts
of interest may include, but are not limited to, the following:



| | 1) | Receiving improper personal benefits for an individual or such individuals family as a result of ones position at Jagged Peak;
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| | 2) | Holding an ownership interest (other than a nominal amount of stock in a publicly-traded company) in any supplier, customer or competitor of Jagged Peak;
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| | 3) | Loaning money to, or borrowing money from, individuals or concerns that do business with or compete with Jagged Peak, except transactions with banks or other financial institutions
in accordance with normal business practices;
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| | 4) | Engaging in any outside business activity that is competitive with Jagged Peak business;
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| | 5) | Receiving any gifts, gratuities, or excessive entertainment fees or payment from any party with which Jagged Peak has business dealings, except for commonly distributed items of
nominal value that conform to customary industry practices. Any gifts that are not of nominal value must be returned immediately and reported to a supervisor. If an immediate return is not practical, the item or items should be given to Jagged Peak
for charitable disposition;
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| | 6) | Accepting outside employment that adversely affects ones work for Jagged Peak;
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| | 7) | Serving on a board of directors of any customer, supplier or competitor of Jagged Peak, unless such service has been disclosed and approved by the Jagged Peak Board of Directors;
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| | 8) | Using for personal gain or for the benefit of others, confidential information obtained during ones affiliation with Jagged Peak.
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The directors, officers and employees of Jagged Peak are encouraged to discuss with the Company any questions regarding a transaction or relationship that could
reasonably be expected to give rise to a conflict. The directors, officers and employees of Jagged Peak must fully disclose the nature of any proposed conduct or transaction that involves or could involve a conflict of interest and obtain approval
before any action is undertaken. It is the responsibility of each director, officer and employee of Jagged Peak to disclose to the Company all personal interests or circumstances that might constitute a conflict of interest as soon as the
circumstances arise. Some conflicts of interest may arise innocently because of circumstances alone, without deliberate action on the part of an individual. If one finds himself or herself in such a position, such person must immediately notify the
Company for guidance.

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PROTECTION AND PROPER USE OF COMPANY ASSETS

The assets of Jagged Peak, such as information, materials, supplies, time, intellectual property, software, hardware and facilities, among other property, are valuable resources owned, licensed, or otherwise belonging
to Jagged Peak. The directors, officers and employees of Jagged Peak are responsible for safeguarding the company assets. The assets of Jagged Peak must only be used for legitimate business purposes. The personal use of company assets without
permission is prohibited. A director, officer or employee that becomes aware of the theft or misuse of company assets must report the matter to the Company or, if available, the Help Source.

Jagged Peak realizes that sometimes the line between personal and company benefit is difficult to determine. The only prudent course of conduct is to ensure that any use
of Jagged Peak property or services that is not solely for the benefit of Jagged Peak is approved beforehand by the Board of Directors.

CORPORATE
OPPORTUNITIES

The directors, officers and employees of Jagged Peak owe a duty to Jagged Peak to advance the Companys interests when the
opportunity arises. Accordingly, no director, officer or employee may: (i) take for himself or herself opportunities that are discovered through the use of corporate property or information or such persons position; (ii) use
corporate property, information or such persons position for personal gain; or (iii) compete, directly or indirectly, with Jagged Peak.

INTELLECTUAL PROPERTY

Jagged Peak intellectual property includes inventions, improvements, ideas, information, software, models and
programs, together with the related materials, documentation, patents, trademarks, copyrights and other rights that accompany them. Jagged Peak intellectual property rights are extremely valuable to the Company. While Jagged Peak sometimes allows
others to purchase or use its intellectual property through formal agreements, the directors, officers and employees of Jagged Peak must recognize and report the unauthorized use of our business assets by others.

It is also the policy of Jagged Peak to respect the intellectual property of others. Jagged Peak prohibits the infringement of patents, copyrights, trademarks, computer
software, protected writings, products or processes and similar business property rights of others. We do not copy or use the intellectual property of others without proper prior written authorization.

CONFIDENTIALITY

The directors, officers and employees of Jagged Peak
must maintain the confidentiality of information entrusted to them by Jagged Peak, its business partners, suppliers, customers or others related to Jagged Peak business except when disclosure is authorized or legally mandated. Confidential
information is information that is not generally known to the public or our competitors. The directors, officers and employees of Jagged Peak must not use confidential information acquired in the course of business for personal advantage.

POLITICAL ACTIVITIES AND CONTRIBUTIONS

Jagged Peak
prohibits its directors, officers and employees from using their time at work for political activities. Any director, officer or employee of Jagged Peak that has any questions about what is proper should consult with the Company before engaging in
any activity that could be construed as involving Jagged Peak in any political activity, including any monetary contributions at the federal, state or local level or in any foreign countries. The directors, officers and employees of Jagged Peak must
distinguish their personal views from those of Jagged Peak unless specifically authorized by Jagged Peak to speak on Jagged Peaks behalf.

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ACCOUNTING PRACTICES

It is the policy of Jagged Peak to fully and fairly disclose the financial condition of the company in compliance with applicable accounting principles, laws, rules and regulations. The books and records of Jagged Peak must be kept in such
a way as to fully and fairly reflect all company transactions. It is also the policy of Jagged Peak to cooperate fully with the internal and external auditors and to disclose to them all required information on a timely, complete and accurate basis
so that they can ensure compliance with these principles.

ANTITRUST AND FAIR TRADE

Governments have established antitrust and fair trade laws to protect and promote competition. The most serious infractions usually involve collusion among competitors. In some countries, violations of these laws can
result in criminal penalties. Whenever legitimate contact with competitors is contemplated, you should seek advice from the Company before proceeding.

Jagged Peak prohibits directors, officers and employees from working with competitors to fix prices or to allocate markets or customers. Jagged Peak also prohibits attempts to control the prices at which Jagged Peak distributors or other
customers resell Jagged Peak products or services, or to agree with another person or business not to do business with a third party. The best approach is to limit contact with competitors and, when contact is necessary, to avoid discussions about
prices or any of the prohibited activities listed here.

PUBLIC DISCLOSURE, INSIDE INFORMATION AND COMPANY STOCK TRADING

Jagged Peak stock is publicly traded. Therefore, there are specific rules regarding trading and the disclosure of information, which must be observed by all directors,
officers and employees. The directors, officers and employees of Jagged Peak must strive to ensure full, fair, accurate, timely and understandable disclosure in reports that we file with the SEC and in other public communications.

Applicable law also regulates the manner in which the directors, officers and employees of Jagged Peak use and disclose inside information, which primarily includes any
material information about Jagged Peak that could affect the market price and investor decisions about our stock. Certain individuals will have access to inside information about Jagged Peak, including financial performance, negotiations about
acquisitions or divestitures or major R&D and the like. Such inside information must be held in strict confidence, except when we are authorized or otherwise legally obligated to disclose the information.

Jagged Peak has in place a policy on insider trading which has been circulated to all directors, officers, and employees. Strict adherence to that policy is required.

CONCLUSION

This Code cannot and is not intended to
cover every applicable law or provide answers to all the questions that may arise. The Code is intended to alert our directors, officers and employees to potential problem situations and provide a better understanding of what is expected of us in
our business conduct. If you have any questions about the principles covered in this Code, please contact the Chief Financial Officer.

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