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Published by spegbert, 2018-10-29 09:32:15

BSB Design Employee Handbook

8/15/2017
























Welcome to BSB Design! I hope your experience here will be challenging, enjoyable and
rewarding. I sincerely appreciate your commitment to the firm and the valuable service you
provide.


Whether you’re a new or current employee, we are pleased to present you the Employee Handbook.

It outlines the personnel policies and practices in effect at BSB Design. Please use it as a guide, a ready
reference and a source of information to help you learn about the company and the benefits of working

here. While the handbook explains some rules, regulations and policies of BSB Design, it is not your only

source of information. Open communication will help you learn your responsibilities more quickly, so we
encourage you to speak freely with your supervisor and colleagues.



As a firm, BSB Design strives to maintain growth and achievement in this highly competitive industry. We

expect a lot from our employees, and in return, we are committed to providing you a challenging work
environment, recognition, appropriate compensation and benefits to help you reach your personal goals

and objectives. Together, we can achieve great success.



On behalf of BSB Design, I welcome you and wish you the very best.



Sincerely,








Daniel R. Swift

President










B S B D E S I G N E M P L O Y E E H A N D B O O K I


8/15/2017




























































































B S B D E S I G N E M P L O Y E E H A N D B O O K II


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T A B L E O F C O N T E N T S


I. AN INTRODUCTION…………………………………………………………………………………...1
About this Handbook and the Employment Relationship……………………………...………2
Information about BSB Design……………………………………………………………………3

II. COMMUNICATION…………………………………………………………………………………… 4
Open Communication…………………………………………………………………….………..5
The Open Door Policy……………………………………………………………………………..5
Job Counseling……………………………………………………………………………….…….5


III. EMPLOYMENT PRACTICES………………………………………………………………………... 6
Equal Employment Opportunity…………………………………………………………………..7
Employment Eligibility Verification Form Process – I-9……………………………………......7
Personal Relationships in the Workplace………………………………….…………………… 7
Rehires………………………………………………………………………….…………………..8
Classification of Employees……………………………………………………………………… 8
Orientation Period………………………………………………………………………………….9
Promotions/Job Posting…………………………………………………………………………...9
Employee Records and Privacy……………………………………………………………...…..9
Termination of Employment/Exit Interview………………………………………………..……10

IV. SAFETY AND SECURITY……………………………………………………………………………11
Your Safety………………………………………………………………………………………..12
Accidents/Job Related Injuries………………………………………………………………….12
Security…………………………………………………………………………………………….13
Office Keys/Card………………………………………………………………………………….13
Visitors in the Workplace………………………………………………………………………...13
Emergencies and Evacuations………………………………………………………………….13

V. GENERAL PERFORMANCE GUIDELINES……………………………………………………… 14
Personal Conduct………………………………………………………………………………...15
Disciplinary Action for Unacceptable Performance/Behavior…………………………….….15
Discrimination/Harassment……………………………………………….....…………………..16
Attendance and Punctuality……………………………………………………………….…….16
Personal Appearance and Cleanliness………………………………………………...……....17
Courtesy, Service and Quality………………………………………………………………......17
Non-Violence Policy……………………………………………………………………….……..18
Protection of Proprietary/Confidential Information………………………………………….…18
Protection of Copyright Rights……………………………………………………………….….19
Telephone/Fax Use…………………………………………………………………………........19
Telephone Usage/Computer Privacy…………………..………………………………..…… 20
Company Property………………………………………………………………………..………21
Smoking Policy……………………………………………………………………………..……..22
Workstation Housekeeping……………………………………………………………….……..22
Food and Beverage at Workstations……………………………………………………….…..22
Alcohol and Drugs…………………………………………………………………………….….22
Weapons……………………………………………………………………………….………….23
Travel………………………………………………………………………………….……...……23
Duty of Loyalty…………………………………………………………………………....……….24



B S B D E S I G N E M P L O Y E E H A N D B O O K III


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Conflict of Interest……………………………………………………………………………..….25
Business Letters…………………………………………………………………………….…....26
Bulletin Boards………………………………………………………………………………........26
Solicitation…………………………………………………………………………………..….....26
Severe Weather Policy…………………………………………………………………….…….26
Parking…………………………………………………………………………………………..…27
Teaching and Speeches………………………………………………………………………....27
Mail and Messages………………………………………………………………………….……27
Radios………………………………………………………………………………………..…….27


VI. PAY PRACTICES AND HOURS OF WORK……………………………………………………... 28
Job Descriptions…………………………………………………………………………….…....29
Employee Performance Reviews………………………………………………………….……29
General Wage and Salary Policy………………………………………………………..……...29
Wage or Salary Increase Policy…………………………………………………………….…..29
Time Records………………………………………………………………………………….….29
Hours of Work……………………………………………………………………………….…….30
Payroll Deductions………………………………………………………………………….…….30
Paydays……………………………………………………………………………………..……..30
Direct Deposit……………………………………………………………………………….…….31
Employee Relocation……………………………………………………………………….……31
Lunch and Breaks………………………………………………………………………………...31
Holiday Pay………………………………………………………………………………….…….31
Termination Pay…………………………………………………………………………….…….32

VII. BENEFITS……………………………………………………………………………………………. 33
Your Employee Benefits Plan…………………………………………………………..……….34
Tax Status of Benefit Payments……………………………………………………………..….34
Group Insurance…………………………………………………………………………….……34
COBRA…………………………………………………………………………………….………36
Savings – 401(k) Plan……………………………………………………………………….......36
Vacations……………………………………………………………………………………..……37
Holidays…………………………………………………………………………………………....37
Sick Leave…………………………………………………………………………………….......38
Time Off with Pay…………………………………………………………………………….…..39
Childbirth………………………………………………………………………………….…..39
Family Sick Leave…………………………………………………………………….…..…39
Jury Duty………………………………………………………………………………...…....39
Bereavement Leave………………………………………………………………………....39
Leaves of Absence……………………………………………………………………….………40
Military Leave………………………………..……………………………………….………40
Personal Leave………………………………………………………………………..……..41
Medical Leave of Absence………………………………………………………………….41
Family and Medical Leave (FMLA)…………………………………………………...…....42
Professional Licenses, Organization Memberships…………………………………………..42
Benefits Required by Law…………………………………………………………………….....43










B S B D E S I G N E M P L O Y E E H A N D B O O K IV


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SECTION I








An Introduction















































B S B D E S I G N E M P L O Y E E H A N D B O O K 1


8/15/2017





A B O U T T H I S H A N D B O O K A N D
T H E E M P L O Y M E N T R E L A T I O N S H I P


ALTHOUGH BSB DESIGN HAS DISTRIBUTED THIS HANDBOOK TO BE HELPFUL, YOU SHOULD
UNDERSTAND THAT NEITHER THIS HANDBOOK NOR ANY RULES, REGULATIONS OR POLICIES
CONTAINED IN THIS HANDBOOK, OR OTHERWISE EXPLAINED TO YOU, CONSTITUTE AN
EMPLOYMENT CONTRACT, WITH THE SINGLE EXCEPTION OF THE “AT-WILL” NATURE OF THE
EMPLOYMENT RELATIONSHIP. YOU ARE TO BE AWARE OF AND UNDERSTAND THE FACT
THAT YOU MUST CONFORM TO THE RULES, REGULATIONS AND POLICIES OF THE COMPANY.
THE EMPLOYMENT RELATIONSHIP WITH BSB DESIGN IS ON AN “AT-WILL” BASIS THAT CAN BE
TERMINATED EITHER WITH OR WITHOUT REASON, EITHER WITH OR WITHOUT NOTICE, AT
ANY TIME, AT THE OPTION OF EITHER YOU OR THE COMPANY. NO REPRESENTATIVE OF BSB
DESIGN EXCEPT THE PRESIDENT HAS THE AUTHORITY TO ENTER INTO AN AGREEMENT FOR
EMPLOYMENT FOR ANY SPECIFIED PERIOD OF TIME OR TO MAKE ANY AGREEMENT
CONTRARY TO THIS RULE.

The information contained in this handbook is presented for the benefit of all present and future
employees. Our intent is to supply as much information as possible concerning Company practices,
benefits, regulations and rules of conduct. Management is committed to periodically reviewing this
information and reserves the right to revise, change, correct and update this handbook at any time.
When this happens, we will provide you with the changes or replacements to the handbook. BSB Design
may interpret, clarify, revise and/or deviate from the policies set forth in the handbook at any time.

BSB Design operates in several states and where provisions within this handbook conflict with a
particular state’s law, it is the Company’s policy to follow that state’s law.

All employee handbooks and employee handouts issued prior to April 1, 2015 are replaced by this
handbook. Documents issued prior to this date must be discarded.






































B S B D E S I G N E M P L O Y E E H A N D B O O K 2


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I N F O R M A T I O N A B O U T B S B D E S I G N
Our Company goals are to provide meaningful design and service to our constituency in client services.
Our Company is structured to stimulate an alignment of personal and professional growth, satisfaction
for the staff and profit for the Company to sustain our shared future.
















































































B S B D E S I G N E M P L O Y E E H A N D B O O K 3


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SECTION II









Communication


















































B S B D E S I G N E M P L O Y E E H A N D B O O K 4


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O P E N C O M M U N I C A T I O N
Communication is the primary path to understanding between individuals and is essential to
accomplishment, progress and personal satisfaction. Your supervisor is responsible for passing along
your ideas that will assist BSB Design. In addition, when you have a question, your supervisor is there
to obtain a satisfactory answer for you.


T H E O P E N D O O R P O L I C Y
For people to work together effectively there must be a friendly, congenial atmosphere based on mutual
trust and respect. Yet in all human relationships, there are bound to be occasional misunderstandings
and disagreement. It is important that these be resolved without delay.

In most cases, this is a simple matter handled easily by the supervisor. However, he or she cannot
always be expected to provide answers satisfactory to all concerned. BSB Design policy provides
recourse to higher authority where that becomes necessary.

In general terms, the policy is simply an attitude of consideration for each individual’s viewpoint. More
specifically, it invites you to express yourself freely to your supervisor about your job or about BSB
Design policies. If you have a problem, a misunderstanding or a request, talk to your supervisor about
it. If your supervisor is not able to give you a satisfactory answer, you are free to take your issue to a
Partner and, if needed, to the Senior Partner who will render a final decision.


When the issue personally involves the supervisor or manager with whom you would ordinarily discuss
a situation, you may bypass that individual and proceed to the next person in authority without fear of
reprisal.


J O B C O U N S E L I N G
If you are concerned about your job performance or if you wish to talk about job opportunities, you may
arrange for a meeting with your supervisor. Such a discussion will be confidential and will in no way
jeopardize your present position or future with the Company.




































B S B D E S I G N E M P L O Y E E H A N D B O O K 5


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SECTION III








Employment Practices
























































B S B D E S I G N E M P L O Y E E H A N D B O O K 6


8/15/2017







E Q U A L E M P L O Y M E N T O P P O R T U N I T Y
BSB Design maintains a policy of nondiscrimination with employees and applicants for employment. No
aspect of employment with us will be influenced in any manner by race, color, religion, sex (whether or
not of a sexual nature), age, protected activity, national origin, sexual orientation or sexual preference,
physical or mental disability, military status or any other category protected by applicable state or federal
law or local ordinance.

Further, BSB Design’s policy and practice is to comply with the Americans with Disabilities Act (ADA)
and ensure equal employment opportunity for all qualified persons with disabilities.

In addition, we are committed to providing equal opportunity to all employees, including those who have
a life-threatening illness. We are also committed to providing a safe work environment that meets or
exceeds state and federal regulations. Consequently, employees who have a life-threatening illness will
be treated like other employees as long as they meet performance standards, with or without
accommodation, and medical and other evidence indicates that their condition is not a threat to
themselves or others. We also believe all information regarding an employee with a life-threatening
illness must remain private and confidential.

E M P L O Y M E N T E L I G I B I L I T Y
V E R I F I C A T I O N F O R M P R O C E S S – I - 9
Federal immigration policy requires the Company to verify and document both the identity and
employment eligibility of all persons hired after January 6, 1986. Upon hire, you are presented an I-9
form to complete and confirm you are eligible for employment. The Company is required to examine
documentation presented by you establishing identity and employment eligibility. The I-9 form lists
acceptable documentation.


P E R S O N A L R E L A T I O N S H I P S I N T H E W O R K P L A C E
The employment of relatives or individuals involved in a dating relationship in the same area of the
organization may cause serious conflicts and problems with favoritism, the appearance of favoritism and
employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside
the work environment can be carried over into day-to-day working relationships.

Relatives are any persons who are related to each other by blood or marriage or whose relationship is
similar to that of persons who are related by blood or marriage. A dating relationship is defined as a
relationship that may be reasonably expected to lead to the formation of a consensual “romantic” or
sexual relationship. This applies to all employees without regard to the gender or sexual orientation of
the individuals involved.


We have no general prohibition against hiring relatives. However, a few restrictions have been
established to help prevent problems of safety, security, supervision and morale. Relatives of current
employees may not occupy a position that will be working directly for or supervising their relative.
Individuals involved in a dating relationship with a current employee may also not occupy a position that
will be working directly for or supervising the employee with whom they are involved in a dating
relationship. BSB Design also reserves the right to take prompt action if an actual or potential conflict of
interest arises involving relatives or individuals in a dating relationship who occupy positions at any level






B S B D E S I G N E M P L O Y E E H A N D B O O K 7


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in the same line of authority that may affect the review of employment decisions, or in any relationship
which causes a disruption.
If a relative relationship or dating relationship is established after employment between employees who
are in a reporting situation described above, it is the responsibility and obligation of the supervisor
involved in the relationship to disclose the existence of the relationship to the next level of management.

In other cases where a conflict or the potential for conflict arises because of the relationship between
employees, even if there is no line of authority or reporting involved, the employees may be separated
by reassignment or other means. Employees in a close personal relationship should refrain from public
workplace displays of affection or excessive personal conversations.


R E H I R E S
When former employees apply to be rehired, they will be evaluated on the same basis as other
applicants.

If an employee is rehired within 6 months after separation, their service will be bridged, i.e. the employee
will retain the original date of hire and will continue to accrue benefits (vacation and sick leave accruals)
at the same rate as before separation. Insurance benefits previously in effect, will also continue the first
of the month following rehire. If rehired after a break of more than 6 months, the employee will receive
a new date of hire and will be treated the same as a new employee for all benefits.


C L A S S I F I C A T I O N O F E M P L O Y E E S
All employment with BSB Design is “at-will,” meaning that employment may be terminated at any time,
with or without notice, for any reason or no reason, by either the Company or the employee.


While you are employed at BSB Design, you will also fall under certain other employment classifications.

It is the intent of the Company to clarify the definitions of those classifications so that you understand
your employment status under the “at will” umbrella and benefit eligibility.

You are designated as either Nonexempt or Exempt under the federal and state wage and hour laws.
Nonexempt – employees are entitled to overtime pay under the specific provisions of federal
and state wage and hour laws.

Exempt – employees are excluded from specific provisions of federal and state wage and hour
laws.

In addition to the above designations, you will belong to one other employment classification:
Regular Full-Time: Employees who are not in a temporary status, who have fulfilled their
orientation period and who are anticipated to be regularly scheduled to work 32 or more hours
per week. Generally, they are eligible for the employer’s full benefit package, subject to the
terms, conditions and limitations of each benefit program.


Regular Part-Time: Employees who are not in a temporary status, who have fulfilled their
orientation period and who are anticipated to be regularly scheduled to work 20 or more hours
per week. Generally, they are eligible for the employer’s full benefit package, subject to the
terms, conditions and limitations of each benefit program.





B S B D E S I G N E M P L O Y E E H A N D B O O K 8


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Part-Time: Employees who are not in a temporary status, who have fulfilled their orientation
period and who are anticipated to be regularly scheduled to work less than 20 hours per week.
Part-time employees are not eligible for any portion of the employer’s benefit package.


Temporary: Employees hired as interim replacements, to temporarily supplement the work
force or to assist in the completion of a specific project. Employment assignments in this
category are of an unlimited and indefinite duration. Employment beyond any initially stated
period does not in any way imply a change in employment status. “Temporary” employees retain
that status until notified of a change. Only legally mandated benefits (such as Social Security
and worker’s compensation insurance) are provided to temporary employees.


Classification is not a limitation upon, nor a guarantee of, the number of hours one may be required to
work.

O R I E N T A T I O N P E R I O D
The policy of BSB Design is to employ applicants who are qualified or trainable for Company positions
as determined by Company standards of education, training, experience and personal qualifications.

Although efforts are made initially to employ only those likely to succeed, screening is never completely
successful; therefore, all employees will participate in an orientation period of 90 days. This period gives
the employee an opportunity to become acquainted with the job and gives the Company an opportunity
to evaluate the employee. Orientation periods may be extended for newly hired employees whose
performance needs improvement.


Successful completion of the orientation period does not modify or amend the “at-will” nature of the
employment relationship.


P R O M O T I O N S / J O B P O S T I N G
We have a policy of promoting from within the Company whenever practical to fill open positions. We
strive to promote the most capable and experienced individual, based on demonstrated ability,
experience and the desire to assume greater responsibility. At the same time, we may need to recruit
and hire outside the Company to attract qualified candidates for a particular opening. A notice will be
posted on the Company’s intranet site notifying employees of openings and opportunities for
advancement.


E M P L O Y E E R E C O R D S A N D P R I V A C Y
The Company has a personnel file for each employee which contains job-related information, such as
application or resume, employment records, performance reviews, records of job changes, pay
information, payroll deductions, education and training records, letters of commendation and discipline
warning notices. This information, in addition to attendance records, may be used to determine your
qualifications for transfer or promotion within the Company. If there are any changes in your personal
information, you should contact the Human Resources Department. It is very important that you keep
your records up-to-date.


Personal information about you that has little or nothing to do with work performance will be kept in a
separate file and will not be available to anyone except the person in charge of records within the Human
Resources Department. This includes medical benefits dates, record of personal finances such as wage
garnishments, life insurance beneficiaries and other similar types of information. These items are



B S B D E S I G N E M P L O Y E E H A N D B O O K 9


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required to administer benefit plans, to meet the Company’s legal obligations and to carry out other
aspects of personnel administration, but are not necessary for the operating areas. Personal health
information created or used by employee sponsored health plans also has special protection. BSB
Design protects this information in a separate file. Therefore, internal access to personnel files is
extremely limited, and particular attention is paid to the proper use of the information.

You have the option of reviewing your personnel file. Also, you receive a copy of documents that you
sign and likewise may request and receive copies of documents in your personnel file upon approval by
Human Resources. If you wish to review information contained in your personnel file, you must complete
a “Request to Examine Employee Personnel File” form, available from Human Resources. A Company
representative will be present during the examination. You will be allowed a reasonable amount of time
for inspection of the file.

Applicable state personnel file and payroll records access laws will be followed.


External disclosures from your records are extremely limited. Only the management staff or Human
Resources are authorized to give out any information to prospective employers or anyone seeking any
type of information. Without your written authorization, these people will inform prospective employers
or other inquirers only of your first and last date of employment, last position held and will respond that
the Company is not at liberty to divulge the other requested information.

T E R M I N A T I O N O F E M P L O Y M E N T / E X I T I N T E R V I E W
You have the right to terminate your employment at any time and BSB Design retains a similar right.
Although you may resign, at any time, with or without reason or advance notice, as a courtesy you are
requested to provide at least two weeks notice whenever possible. After notice is given, no paid time off
will be approved. All Company keys, credit cards (if issued), employee handbook, leadership guidelines,
client information/client files and any other Company property must be returned. BSB Design will
terminate your computer access as soon as practical. A resignation will be considered incomplete if
proper notice is not given and/or all Company property is not returned. An incomplete resignation may
affect your eligibility for rehire at BSB Design.


In most cases, when you leave the Company, you will have an exit interview with your supervisor or a
designated representative on or before your last day. This exit interview documents the reasons you are
leaving and solicits constructive feedback regarding the Company.


Refer to Pay Practices and Hours of Work Section for information concerning termination pay.
























B S B D E S I G N E M P L O Y E E H A N D B O O K 10


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SECTION IV









Safety and Security
































































B S B D E S I G N E M P L O Y E E H A N D B O O K 11


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Y O U R S A F E T Y
It is the Company’s goal to provide a safe working environment with excellent equipment. The
Company’s good safety record has been accomplished through the cooperation of all employees.
Emphasis is placed on complying with current laws and regulations, good housekeeping and providing
adequate ventilation and lighting.


Safety is an important responsibility. As part of the job, your supervisor will see that you are instructed
in safe working practices applicable to your job. BSB employees can do their part by following the safety
procedures listed below:

 Learn and observe all safety procedures
 Maintain good housekeeping in your area of responsibility and in common areas
 Correct or report all safety and fire hazards promptly
 Attend/participate in safety training programs
 Report any accident/injury immediately (See next policy)

If there is ever any doubt in your mind about the safety of your job, consult your supervisor at once.


A C C I D E N T S / J O B R E L A T E D I N J U R I E S
In the event of an accident, injury or sudden illness of an employee on the job, which rises to the level
of emergency, the following steps should be taken:


1. The employee’s supervisor and/or the persons responsible for safety should be summoned as
soon as possible;

2. the employee should be made as comfortable as possible, clearing the area of all unnecessary
personnel;

3. an employee trained in first aid procedures, if available, should be summoned so that
appropriate first aid can be administered;


4. an ambulance, if necessary, should be called for special emergency treatment at a local
hospital;


5. report the incident to Human Resources.

These accident procedures must be followed to ensure safety for all employees.

After an accident/injury involving an employee, Human Resources will complete the “Employer’s First
Report of Injury” form within 24 hours and notify applicable parties. The law requires that the Company
keep records on all accidents/injuries to employees. The employee should relate to Human Resources
the time, location, incident, nature of injury and indicate if there were witnesses. All employees are
expected to cooperate in supplying the information needed to complete this form.
In a non-emergency, first report to your supervisor. Your supervisor will recommend that you have first-
aid treatment or seek care at a local physician or hospital.








B S B D E S I G N E M P L O Y E E H A N D B O O K 12


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S E C U R I T Y
It is your responsibility to safeguard pertinent information. Employees need to secure all items before
leaving their workstations, making sure nothing is left out after work hours that could be lost, stolen or
discarded. Employees are responsible to log off their computer to safeguard content.


Sensitive and non-public information is to be kept secure and confidential. Files containing identifiable
information regarding employees or clients must be kept in locked file cabinets. Documents that have
sensitive information are to be shredded or pulverized before discarding. Notify your supervisor
immediately if there is a potential security breach, such as a lost or stolen laptop.

Since many of our contracts or jobs require additional hours of work, building security is the responsibility
of those using the office after usual closing. For daily closing, the last person leaving shall be responsible
for locking all office doors and turning on the security system (if applicable). This duty shall include the
visual review of equipment, lights and kitchen appliances that are to be turned off at the end of each
day.


You are responsible for cleaning your own work area. Secure tools and portable equipment before
leaving at the end of each day and, if a fellow employee has left something of importance in plain view,
you should put it in a safe place as well. Everyone has a responsibility to protect pertinent information,
valuable tools and equipment.


The Company is not responsible for lost or stolen personal property or money. The employee is
encouraged to leave valuables at home.


O F F I C E K E Y S / C A R D S
A set of security and door keys/cards may be issued to employees for their use to access office facilities.
Each individual is responsible for the safeguarding of the keys/cards issued to them.


All office keys/cards must be returned to the Business Director, Partner or Senior Partner upon
termination.

V I S I T O R S I N T H E W O R K P L A C E
To provide for the safety and security of the employees and the facilities of BSB Design, visitors will
enter through the main entrance of the office and check in with the front desk.

E M E R G E N C I E S A N D E V A C U A T I O N S
IN CASE OF EMERGENCY, DIAL 911. IN CASE OF AN EVACUATION, FOLLOW THE ROUTE SET
FOR YOUR OFFICE AND MEET AT THE DESIGNATED AREA.

Exits, fire extinguishers and first aid kits are located throughout the facility. Exits and areas around fire
extinguishers must be kept clear at all times.















B S B D E S I G N E M P L O Y E E H A N D B O O K 13


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SECTION V








General Performance Guidelines

















































B S B D E S I G N E M P L O Y E E H A N D B O O K 14


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P E R S O N A L C O N D U C T
The success of BSB Design depends in large measure on the confidence and respect employees
generate while in the office, representing the Company at a business function or in social gatherings.
You must be able to work with others, to comply with the rules and regulations of the Company, to adjust
to change and to promote the best interests of the Company. Where conduct does not meet
expectations, or falls below acceptable standards, disciplinary procedures, including termination, will be
affected.

It is impossible to provide an exhaustive list of every type of conduct. However, in order to provide
guidance, the following list provides examples of conduct, which are not all inclusive, that may result in
disciplinary action up to and including termination:


 consistent failure to meet performance standards or goals
 poor work quality/poor work quantity
 conduct which creates a conflict of interest
 sexual and other forms of harassment or discrimination
 failure to follow Company policies and procedures
 abuse of client or company confidences
 disclosure of business information or non-public information
 possession, distribution, sale, use or being under the influence of alcohol or illegal substances
while on Company premises or worksites, while on duty, or while operating a vehicle leased or
owned by the Company; however, the consumption of alcoholic beverages on the premises or
during working hours as part of an organized function approved by management is permitted
 possession of a handgun, firearm or prohibited weapon of any kind on the property or while
conducting business, regardless of whether the person is licensed to carry the weapon or not
 misconduct (such as theft, falsification of Company documents, assault, bullying,
insubordination, fighting, defacement of property, etc.)
 excessive absenteeism, tardiness; failure to report for or call in to work; leaving work area
without permission

Misconduct not specifically described in these guidelines will be handled as warranted by the
circumstances of the situation. Some of these examples, plus some additional performance guidelines,
have been elaborated upon in this section.

D I S C I P L I N A R Y A C T I O N F O R
U N A C C E P T A B L E P E R F O R M A N C E / B E H A V I O R
It is important that you perform to the best of your abilities at all times. There may be occasions, however,
where you may perform at an unsatisfactory level, violate a policy or display inappropriate behavior. As
previously noted, employment may be terminated at will by you or the Company, at any time, with or
without reason and without following any system of corrective action. Nevertheless, the Company may
choose to exercise its discretion to utilize forms of disciplinary action that are less severe than
termination in certain cases to give you advance notice of your performance or behavior in order to
provide you an opportunity to correct the problem. Examples of such less severe forms of disciplinary
action include oral warnings, written warnings, suspension and demotion, or a performance
improvement plan.







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Although one or more of these steps may be taken in connection with a particular employee, no formal
order or sequence of steps is necessary. The Company may also terminate the employment relationship
without following any particular series of steps whenever it determines, in its own discretion, that such
action should occur.


D I S C R I M I N A T I O N / H A R A S S M E N T
BSB Design is committed to providing a work environment that is free of discrimination and harassment.
Actions, words, jokes or comments based on an individual’s color, sex (whether or not of a sexual
nature), race, national origin, protected activity, disability, ethnicity, age, sexual orientation or sexual
preference, religion or any other category protected by applicable state or federal law or local ordinance
are unacceptable.


As an example, sexually related conduct, (both overt and subtle) can serve to create a hostile work
environment and is thus prohibited. Sexual harassment may be demonstrated by unwelcome sexual
advances, requests for sexual favors and other verbal, non-verbal, visual or physical conduct of a sexual
nature when:

 Submission to such conduct is made, explicitly or implicitly, a term or condition of an individual’s
employment.
 Submission to or rejection of conduct is used as the basis for employment decisions affecting
the individual.
 Such conduct has the purpose or effect of interfering with an individual’s work performance or
creating an intimidating, hostile or offensive working environment.

If you have reason to believe that you are the victim of harassment, you should promptly report the facts
of the incident to your supervisor, a member of management or the Human Resources Department
without fear of retaliation. A prompt investigation will be conducted and appropriate corrective action will
be taken where it is warranted.


If the employee believes that the matter has not been adequately resolved, he or she may take the
matter to the next level of management (in the case of initially reporting it to the supervisor) to be
reviewed. A review of the matter will be undertaken and a determination will be made as soon as
practical and communicated to the employee.

All reports of harassment will be investigated. The investigation and any actions taken will be handled
in a confidential manner to the extent possible. However, this is not a promise or guarantee of
confidentiality because judicial development may preclude.

Training will be conducted in accordance with state regulations.

A T T E N D A N C E A N D P U N C T U A L I T Y
BSB Design expects you to be conscientious about attendance and punctuality at work. You are part of
a team and getting the work done depends on everyone being in the right place at the right time.


Planned absences, such as vacation or leaves of absence, are to be reported as far in advance as
possible.







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If you are going to be absent for unplanned reasons or anticipate a late arrival, your supervisor or other
designated contact should be notified no later than your scheduled starting time. If the absence extends
more than one day and the date of return is indefinite, you must keep your supervisor informed of the
situation by reporting daily, unless otherwise excused, as to the reason for continued absence and the
probable date of return. If absent for more than three consecutive days, the Company reserves the right
to request a doctor’s release before returning to work.

Unreported absences may be treated as time-off without pay and considered as being non-compliant
with this policy. If you are absent from work for three (3) consecutive days and you do not notify your
supervisor during that period, you will be considered to have voluntarily resigned.


In case of emergencies, please have a family member contact BSB Design as soon as practical.

Your attendance and punctuality are important and will be considered in evaluating overall performance
when being reviewed for pay adjustments or promotion.


P E R S O N A L A P P E A R A N C E A N D C L E A N L I N E S S
BSB Design’s public image is a direct result of its employees, both individually and collectively. Quality
service, positive attitude, cooperation, good client relations and acceptable personal appearance are
key factors in creating and maintaining a favorable image.


The Company expects you to be neat and clean in your grooming and personal hygiene. Your
appearance is unacceptable to the Company’s general standards if it hinders or is detrimental to the
public image and performance of the Company as a whole, to your own job performance or to a fellow
employee’s performance.

You are to wear acceptable work attire. Acceptable clothing in some areas of the operation may not be
considered acceptable in others. If you have a question regarding dress standards, check with your
supervisor.

Individual offices may designate Fridays as casual day. Jeans may be worn on casual days only and
should be neat in appearance. Jeans are not acceptable dress on a routine basis. Jeans may also be
worn on days when the type of work being done on a particular day requires “work” clothes (e.g., moving,
cleaning etc.).


C O U R T E S Y , S E R V I C E A N D Q U A L I T Y
We need good client relations, so a friendly attitude is imperative. Be courteous and pleasant, whether
in person or on the phone. Visitors to the office should be greeted, coats taken, offered refreshments
and seated comfortably.

In order to fulfill the Company’s goals to serve our clients efficiently and effectively, we must provide the
type of quality service we would expect if we were the client.


Since quality has a direct effect on all phases of our organization, we must all consider ourselves as
members of a Quality Control Department. With this in mind, we will be sure that our collective
contributions to our services represent the highest standard of quality available. The success of the
Company and of the individuals on the Company’s team depends on this attitude.





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N O N - V I O L E N C E P O L I C Y
BSB Design has a policy of zero tolerance for violence in the workplace. Non-violence is an essential
job requirement for all positions at BSB. Employees are expected to refrain from fighting, “horseplay” or
other conduct that may be dangerous to others. Conduct that threatens, intimidates or coerces another
employee, client or any other member of the public will not be tolerated.


All threats of violence, both direct and indirect, should be reported as soon as possible to your supervisor
or any other member of management. This includes threats made by employees, as well as threats by
clients or any other members of the public. All suspicious individuals or activities should also be reported
as soon as possible to a supervisor. Do not place yourself in peril. If you see or hear a commotion or
disturbance near your workstation, do not try to intercede or see what is happening. BSB Design will
promptly investigate all reports of violence and of suspicious individuals or activities. Violent individuals
may be removed from the premises and criminal prosecution may be necessary.

P R O T E C T I O N O F P R O P R I E T A R Y /
C O N F I D E N T I A L I N F O R M A T I O N
The protection of confidential business information and trade secrets is vital to the interests and the
success of BSB Design. Intentionally making an unauthorized disclosure of this type of information will
be considered grounds for termination.

BSB Design values and protects its proprietary information or “trade secrets” because it is the
information that BSB Design has created and developed through its experience in the field, and this is
the information that defines BSB Design. This is information that the Company has developed or
obtained which has independent economic value, and is therefore kept reasonably confidential,
including for example the Company’s:


 Internal operating procedures including its project delivery system.
 CAD details, standards and other software innovations.
 Client information including lists and profile data.
 Proposal preparation materials and procedures.
 Confidential information from job files or ongoing projects.
 Proprietary production information and methods.
 Business development strategies and practices.
 Training materials and procedures.
 Employee data including personal data and information regarding compensation and
performance.
 Compensation structure, bonus programs and payroll plans.
 Employee handbook.
 Financial, budgetary and marketing information.
 Research and development plans and strategies.


Every employee is expected to honor and protect the Company’s proprietary information, and to use
that information only during the course of his or her employment and only for the Company’s benefit. In
no event should such information be provided to any unauthorized recipients either within or outside of
the Company. Moreover, any employee who usurps this information for his or her own benefit will be
subject to the strictest of scrutiny in light of possible termination. Upon termination of employment every





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employee is required to return to the Company any such information which they may have in either hard
copy or electronic form.

All employees are required to sign an acknowledgement which has the non-disclosure of these
confidences as a condition of employment. As indicated, employees who abuse or disclose trade secrets
or confidential business information will be subject to disciplinary action, up to and including termination
of employment and legal action, even if they do not actually benefit from the disclosed information.


Upon separation of employment, or when requested by BSB Design, employees must deliver to the
Company any and all copies of confidential information and other Company property.


P R O T E C T I O N O F C O P Y R I G H T R I G H T S
BSB Design owns and maintains copyright rights in all of the creative materials prepared for the
Company by a firm member or consultant. Every employee is expected to be vigilant in the protection
of the Company’s copyright rights during their employment, and to honor those rights even after having
left the Company.


T E L E P H O N E / F A X U S E
Courtesy and thoughtfulness in using the telephone are not only key elements in good public relations
but serve as indicators of your attitude, competence and Company consciousness.


Since BSB Design’s aim is to serve its clients, it is important that the telephone lines be kept as free as
possible to maintain the daily flow of Company business. Good judgment should be used in telephone
conversations with co-workers in terms of keeping to the point and limiting personal conversations, while
still being courteous. Also, personal telephone calls should be limited to those which are absolutely
necessary and should be made briefly during work breaks.

Cell phones are allowed in the work areas; however, the same good judgment regarding Company
telephones will be expected in keeping personal conversations to a minimum. It is preferred that the cell
phone will be set in vibrate mode and a normal ring at low volume will be used. If cell phones are brought
to Company meetings they are to be turned off or placed in vibrate mode. When using your cell phone
for a personal matter, please leave your work area so co-workers are not interrupted.

All telephone communication equipment is the property of the Company and is to be used solely for job-
related purposes. While the Company does not intend to regularly review the employee’s telephone
records, employees have no right or expectation of privacy in telephone calls while using the Company’s
telephone systems. Telephone messages and usage records are to be treated like shared paper files,
with the expectation that anything in them is available for review by authorized Company
representatives. The Company does have the capability of monitoring telephone usage records and
may do so periodically. The use of such equipment for private purposes is strictly prohibited.

Fax machines are to be used for business purposes only.














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T E L E P H O N E U S A G E / C O M P U T E R P O L I C Y
Because of the unique nature of technology and because of the Company’s desire to protect its interest
with regard to its electronic records, the following rules have been established to address technology
usage by all employees.


Technology services are defined as IT services provided to BSB employees to aid in business related
matters. Communication services include, but are not limited to:
- Electronic Mail (e-mail)
- On-line Service (i.e., the Internet, FTP, blogging)
- Instant Messaging
- Office Phones (landline and cellular)


Electronic mail (e-mail) is defined as an office communications tool whereby electronic messages are
prepared, sent and retrieved on personal computers.

On-line services (i.e., the Internet) are defined as a communications tool whereby business information,
reference material and messages are sent and retrieved electronically on personal computers.

Instant Messaging is defined as a form of real-time communication between two or more people based
on conversations or chats conveyed through typed text on personal computers.


Office Phones (landline and cellular) are defined as physical devices used by a BSB employee to
facilitate audio based conversations with internal and external parties.


The Company’s technology systems are intended to be used for business purposes only. All e-
communication records are considered Company records and should be transmitted only to individuals
who have a business need to receive them. This includes any and all e-mail, Internet, instant messaging
and telephone records. Additionally, as Company records, technology service records are subject to
disclosure to law enforcement or government officials or to other third parties through subpoena or other
process. Consequently, employees should always ensure that the business information contained in
communication services messages is accurate, appropriate and lawful. Technology services messages
by employees may not necessarily reflect the views of the Company. Abuse of the communications
systems, through excessive personal use, accessing another employee’s e-mail, (unless specifically
authorized) or use in violation of law or Company’s policies, is strictly prohibited.


Accessing, transmitting or transferring sexually explicit/pornographic sites or information is expressly
prohibited by BSB Design.


Internet access may be provided to personnel based on business justification and the meeting of
technical requirements. Authorization by management will signify justification and permits employees to
use technology services in the performance of job duties. Management reserves the right to terminate
access at any time.

While the Company does not intend to regularly review the employee’s technology service records,
employees have no right or expectation of privacy in e-mail, Internet or instant messaging systems.
Technology service records are to be treated like shared paper files, with the expectation that anything
in them is available for review by authorized Company representatives. The Company does have the
capability of monitoring visits to sites and may do so periodically.




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The Company reserves the right to disclose employee technology service records to law enforcement
officials or to other third parties, without notification to or permission from the employees sending or
receiving the messages. As a condition of initial and continued employment, all employees consent to
the Company’s review and disclosure of all technology services.

In addition, e-mail messages for which the computer system has a record will be stored and retained in
accordance with the Company’s records management policy.

Distribution lists should be constructed and used carefully. E-mail distribution lists should be kept current
and updated regularly to reflect changes in responsibility and status.
Use of the Company’s instant messaging service is for business purposes only. No personal use of the
instant messaging is permitted.

Office phones may not be used to defame, harass, intimidate or threaten any other person(s).


Employees are also reminded that log-on and other passwords may not be shared with any third party,
nor may they be shared with another employee, unless such password(s) is requested by an authorized
person of the Company.


Unless specifically authorized to do so, you are prohibited from “blogging” on work time or during working
hours and may not use BSB Design computers (or other BSB Design provided devices) to blog.


You are subject to BSB Design’s discipline policy for any blog posting that BSB determines is detrimental
to its business, whether current, planned or being discussed. Accordingly, unless specifically instructed,
you are not authorized to speak on behalf of the Company and, therefore, must not do so.


The nature of any blog posting will be a factor in determining what (or whether) discipline will be imposed,
but you may be subject to discipline up to an including immediate termination.


The above policy applies to other forms of social media or technology on the Internet, including wiki
postings or video postings. It is not the nature of the communication device or technology that is at issue,
but BSB Design’s right to protect itself from unauthorized disclosure of information.


C O M P A N Y P R O P E R T Y
A clean and well-equipped Company makes for more pleasant and productive working conditions. You
are to keep your work area, and assist in keeping common areas, neat and clean and to use normal
care in handling of Company property. Any broken or damaged tools or equipment should be reported
to your supervisor at once so that proper repairs can be made.

You are not to use any Company property for personal purposes or remove any Company property from
the premises without prior written permission from your supervisor.

Computer hardware and software are valuable assets. They must be used for Company business only.
You may not copy or use Company purchased/leased software contrary to the provisions of the contract.
No personal, customized or unapproved programs, equipment or other items will be allowed on
Company equipment without the prior approval of the Director of IT.






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From time to time, especially when you are on vacation, business trips and leaves of
absence, your supervisor, manager or another employee may access your computer or files
to better serve our clients and for other business needs. You should not expect information
left on your computer or files to be totally private.


S M O K I N G P O L I C Y
Smoking is prohibited in each of our facilities. Staff who do smoke must go outside the buildings. Guests
are also prohibited from smoking inside. Building regulations and state law concerning smoking shall be
followed.

W O R K S T A T I O N H O U S E K E E P I N G
Most employees enjoy working in modern and attractive surroundings. You can help by keeping your
quarters and workstations in a neat and orderly condition.


Also, your housekeeping behavior sends messages to supervisors, fellow employees and visitors about
your regard for your job and the product or service you provide. It has a definite impact on quality and
our image.


Each office may designate the portion of individual employee’s workstation to display personal items.
Each employee will follow BSB Design standards for appropriateness of display, with final approval or
disapproval to be given by your supervisor or next level of management.


F O O D A N D B E V E R A G E A T W O R K S T A T I O N S
It is of primary importance that BSB Design present a pleasing and businesslike atmosphere for clients
and other visitors who have occasion to be in our establishment. Thus, there are some areas in where
food and beverage are obviously not in good taste. There are other reasons why these practices may
not be appropriate, such as possible damage to machines, papers, documents, valuables, etc., or, in
some cases, interference with efficient operation. You are expected to exercise good judgment in these
matters. A break room is typically provided at each office to allow for food and beverage away from your
work area. This also allows for quiet conversation and/or reading.

Employees are allowed to have food and beverage at their workstations provided the following
considerations are met:

 Food and especially liquids are kept away from computers and keyboards.
 The work area is kept clear from clutter and mess from food.
 Nearby employees are not distracted from their work.
 Time for food preparation and for eating is properly accounted for on time sheets.


In all areas, it is a fixed rule that employees are not permitted to eat lunch at their workstation; the break
room is provided for this purpose. Drinking coffee and other beverages is allowed at your workstation,
unless specifically prohibited by departmental rules.

A L C O H O L A N D D R U G S
The object of BSB Design’s alcohol and drug policy is to provide a safe and healthy work place for all
employees, to comply with federal and state health and safety regulations and to prevent accidents.






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There are certain Company events during which alcohol may be served on a social basis if approved by
management. In all cases of authorized social use, alcohol must be used in moderation and intoxication
is prohibited.


Absent authorized social use of alcohol, the use, possession, sale, transfer, purchase or being under
the influence of intoxicating liquor, illegal drugs or other intoxicants by employees on Company premises
or while on Company business is prohibited. The illegal use of any drug, narcotic or controlled substance
is prohibited. Employees must not report for duty or be on Company property while under the influence
of, or in possession of, any intoxicating liquor, marijuana or illegally obtained drug, narcotic or other
illegal substance.
If you become aware of another employee selling, purchasing, transferring or using illegal substances
while on the job, you are expected to take prompt action to report the circumstances to your supervisor
or next level of management. Such violations may also have legal consequences.

If you are using prescription drugs for medical purposes and such drug usage may impair your work
performance, you should consult with your supervisor. If the medication affects your work and you are
under a doctor’s care, arrangements should be made for you to have the necessary time off or alternate
job function. This will be handled on a confidential case-by-case basis.


W E A P O N S
Employees are prohibited from carrying a weapon or explosive device restricted under local, state or
federal regulation, including all firearms, illegal knives or other weapons covered by the law on BSB
Design premises or while on Company business, regardless of whether the person is licensed or not.
Employees are also prohibited from carrying any form of a concealed weapon.

If you become aware of another employee in possession of a weapon or explosive device while on the
job, you are expected to take prompt action to report the circumstances to your supervisor or next level
of management. Such violations may also have legal consequences.

T R A V E L
Expense Guidelines
While costs vary from city to city, a daily allowance as determined by the Company should be sufficient
to cover the costs of meals and refreshments. Check with your supervisor for the current rate in your
city.


If entertaining a client or prospective client, the situation may determine the amount spent. In this case,
the receipt for the meal should include the names and company of the guests.

For overnight lodging, the Courtyard by Marriott is a good benchmark to use when planning your trip.
Miscellaneous expenses are not allowable Company expenses. These include movies, shoeshine,
newspapers, magazines and other personal expenses.





Expense Reports
The “Travel Expense Report” is to be filled out to completely account for how to classify all expense
amounts. Client expenses should be classified as reimbursable or non-reimbursable and a project
number given. Expense reports should be submitted within three working days after completion of the




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trip. Receipts are required by the Internal Revenue Service and must accompany your travel expenses,
whether for cash or credit, if you expect to be reimbursed or to justify a cash advance.

Company Charge Cards and Accounts
To facilitate travel needs, many staff members are issued charge cards for their business
expenses. There should be no personal charges on these cards. Your own personal charge card
should be used for personal items while traveling. Your Company charge card account number is
individual. All credit charges must appear on your expense report. Upon receipt of your monthly
statement, you are required to approve and forward your statement to the Accounting Department for
payment. The cardholder is responsible for handling disputed charges and for paying any late payment
fees. BSB Design will not pay late payment fees.


Auto Mileage
Rental cars should normally be used for out of town travel. However, employees who use personal
automobiles for approved business driving will be reimbursed at the IRS allowed rate. Mileage should
be calculated using the office as a starting point and destination. Submission of mileage for
reimbursement should be completed at the end of each month and requires the approval of your
supervisor. Payment will be made using the schedule set for accounts payable. Your mileage expense
reports should not be carried over more than one month beyond the driven month. The employee's
personal auto insurance is expected to cover any claim incurred by the employee while using a personal
car on business use.

Any traffic or parking violations by an employee while driving on Company business are the responsibility
of the employee.

D U T Y O F L O Y A L T Y
BSB Design acknowledges and enforces the duty of “undivided loyalty” that every employee owes to
the Company. Every employee is expected to sincerely strive to advance the Company’s interests in
every reasonable and appropriate manner, and is prohibited from self-dealing at the Company’s
expense or to the detriment of the Company. Examples of possible impropriety include:


 Using Company resources or information, or relationships with Company clients, for personal
advantage rather than for the benefit of the Company.


 Aiding a competitor or potential competitor, including using Company resources or information,
or relationships with Company clients, in order to prepare to compete with the Company after
termination of employment.

 Engaging in outside employment that unfairly interferes with your performance for the Company.

 Engaging in outside activities that can reasonably be expected to damage the Company, either
directly or indirectly, by damaging the Company’s reputation or client relationships.


If an employee desires to do anything that might conflict with their duty of the Company, then they should
discuss the situation with their supervisor as soon as possible so that the existence and extent of the
possible conflict, as well as ways to avoid or to mitigate any harm, can be fairly explored before any
action is taken.





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C O N F L I C T O F I N T E R E S T
Closely related to the duty of loyalty is the duty that employees not engage in conduct which is contrary,
or in conflict with the interests of BSB Design. In general, a conflict is any situation in which the employee
places his or her own interests before that of BSB Design in a business situation wherein BSB Design
has a valid business interest and expects the employee to act in a manner to advance BSB Design’s
interest. This includes conduct that may influence the way he or she handles Company business, or the
manner in which the employee directs others to handle Company business.

Employees must also avoid entering into transactions which create the appearance of impropriety.
These are transactions or situations in which it may appear that the employee is improperly benefiting
from their employment with the Company. This includes the use of an employee’s position or relationship
with BSB Design for personal profit or advantage, either directly or indirectly. Situations that may create
a conflict of interest between personal interests and the interests of the Company must be discussed
with Human Resources or a non-involved supervisor in order to protect both the employee and BSB
Design.


Employees must not engage in any conduct that would create an actual or potential conflict of interest
or create the appearance of such a conflict. While it is impossible to list every circumstance that may
create a possible conflict of interest, the following serve as a guide to the types of activities that may
cause such a conflict:

 Having a direct or indirect financial or ownership interest in an outside concern that does
business with or is a competitor of BSB Design (except where such financial or ownership
interest consists of securities of a publicly owned corporation regularly traded on a public stock
exchange).
 Providing managerial, consulting or other services to any outside concern that does business
with, renders any services to, or is a competitor of BSB Design, except with the knowledge and
written consent of the President of BSB Design.
 Soliciting business for any individual or another entity, redirecting business away from BSB
Design, soliciting existing clients away from BSB Design, or interfering with any BSB Design
contractual relations or business dealings.
 Accepting gifts of more than token value, loans, excessive entertainment, kickbacks, or other
substantial favors from any outside concern which does or is seeking to do business with or is
a competitor of BSB Design.
 Representing BSB Design in any transaction in which there may be or is a conflict of interest.
 Disclosing or using confidential information relating to BSB Design for personal profit,
advantage, or any other reason.
 Accepting outside employment or work, directly or through an intermediary, which can or will
adversely affect an employee’s productivity or availability for a position with BSB Design.


This list is not intended to be used as a substitute for good judgment. Should an employee become
involved in a situation that may possibly give rise to a conflict of interest, he or she should provide
immediate notice of the conflict to the Human Resources Department or their supervisor.












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B U S I N E S S L E T T E R S
Only authorized employees are to sign letters sent out by the Company. This authority may be delegated
to you by a supervisor. Where there are occasions that you believe a letter is necessary, such situations
should be referred to the supervisor in the department for his or her review and signature.


B U L L E T I N B O A R D S
One way to communicate between employees is via a bulletin board posted in a central location in each
office. You are encouraged to check the bulletin boards regularly.

Company function notices may be posted only when approved by the Business Director, Partner or
Senior Partner.

S O L I C I T A T I O N
There is to be no solicitation by employees of any type, including solicitation of signatures or money for
any purpose or cause, in any area of the Company during working time.

Solicitation for such activities will be permitted, but only during the employee’s non-working time, such
as break periods, meal times or other specified periods during the workday when employees are not
engaged in performing their work tasks. Any employee who is not on working time may not solicit an
employee who is on working time.

Distribution by employees of leaflets, pamphlets, advertising, tickets, notices or other such written
materials is prohibited in working areas at any time and in non-working areas during working time.

Solicitation, distribution of literature or trespassing by non-employees is prohibited on Company
premises.

S E V E R E W E A T H E R P O L I C Y
If an emergency shutdown of operations is necessitated because of inclement weather, or otherwise,
every effort will be made to notify each employee.


When early morning weather conditions present temporary hazardous driving conditions for commuters,
reasonable lateness will be permitted. You are expected to make a diligent effort to report to work when
driving conditions have improved. Should there be an early closing during regular working hours, all
departments will be notified.

Compensation for the varying situations in severe weather is indicated below:

1. Nonexempt – record actual hours worked. Nonexempt employees will be paid only for actual
hours worked. Nonexempt employees have the option of using floating holiday or vacation time
to bring their time up to 40 hours for the week. Employees should comment on the timesheet:
Snow Day or Inclement Weather.


2. Exempt – record actual hours worked with a comment on the timesheet: Snow Day or Inclement
Weather. Salaried employees may end the week with less than 40 hours. If an employee was
gone an entire day, they may opt to record floating holiday or vacation time.







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3. When the Company is not officially closed and you do not arrive at work, you will be given the
option of taking vacation or taking the absence without pay. If you choose not to take vacation
or have no earned vacation, the absence will be without pay and will count as an absence.


P A R K I N G
Parking is provided as designated by management.

T E A C H I N G A N D S P E E C H E S
A request from an outside source to undertake a teaching assignment on a full or part-time basis or to
present a speech to a seminar or meeting should not be agreed to without authorization by your
supervisor or next level of management. Each situation will be considered on an individual basis and, if
approved, will require a memo stating the applicable specifics and time considerations.


M A I L A N D M E S S A G E S
Incoming mail for staff is sorted after daily receipt and placed in the employee's mailbox.

Phone messages shall be kept at the reception or administrative assistant's desk and placed in the
individual mailboxes at reasonable time sequences. It is the employee's obligation to check with the
receptionist in each office to see if there are messages for them if they have been out of the office or to
check their mail/message boxes periodically during the day to return calls or take appropriate actions
requested by the message.


FAX transmissions to other offices, clients and business groups should be sent by individuals or given
to the administrative assistant for sending, along with a Transmittal Form. FAX transmissions received
will be placed in the individual mailboxes at reasonable time sequences.


Each office shall maintain a designated place for outgoing mail so that occasional personal mailings
may be added. Rush, overnight mail shall be coordinated for UPS, DHL or Fed Ex pick-up or to drop off
stations to meet outgoing time schedules.


R A D I O S
Radios are allowed in the office for background music during the working day. The stations selected for
listening and the volume of sound shall be maintained at background level during the weekday office
hours.



























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SECTION VI









Pay Practices and Hours of Work


















































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J O B D E S C R I P T I O N S
BSB Design uses job descriptions to aid in staffing, wage and salary administration and training. They
also help employees and supervisors communicate about job responsibilities. Job descriptions are only
guidelines, not company policy, and can normally be expected to change over time. Each employee can
receive a copy of the job description for their position from their supervisor, next level of management
or from the Human Resources Department.

From time to time, employees are expected to perform duties and handle responsibilities that are not
part of their normal job. If, over the months, the new duties and responsibilities remain a significant part
of the assignment, the job description may be changed and the job re-evaluated for pay classification.

E M P L O Y E E P E R F O R M A N C E R E V I E W S
Supervisors and employees are strongly encouraged to discuss job performance and goals on an
informal, day-to-day basis. You will receive a formal written performance review from your supervisor
periodically. The performance review allows for discussion of your overall performance and to
summarize both formal and informal performance discussions held throughout the review period. It will
review your strengths and also point out ways to improve your performance.


G E N E R A L W A G E A N D S A L A R Y P O L I C Y
We strive to pay wages and salaries that are competitive with those in our community and industry,
recognizing individual effort and contribution to Company success.


Our wage and salary plan classifies each position based on:
 knowledge, creativity and ability requirements;
 complexity and scope of responsibilities;
 performance, leadership and team player capabilities;
 problem solving and mental demands.

Established wage or salary ranges are reviewed periodically and adjusted as necessary. If you are
interested in knowing the wage or salary range for your position, ask your supervisor or next level of
management.

W A G E O R S A L A R Y I N C R E A S E P O L I C Y
Our wage and salary policy provides for progression through the pay range based on your job
performance and where your current pay is in the established range for your position. Typically, your
wage or salary rate may be reviewed periodically; more frequent reviews may occur based on
extraordinary circumstances. If your work meets requirements, you may receive a percentage increase
until you reach the maximum rate for your position. Employees who are promoted to higher grade
positions have the opportunity to earn additional increases.

T I M E R E C O R D S
Time sheets are to be completed daily and submitted on the last day of the pay period. Submitting your
time sheet verifies correct hours and that you received appropriate lunch and break time. Time sheets
are critical to our administrative planning and are an essential part of the Company's remaining current
on job multiplier and utilization reports. Every firm member is expected to complete a time sheet. Time
records are the property of the Company.






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All staff are required to keep time records of their chargeable and non-chargeable hours, whether
specifically job related or regional office chargeable. Supervisors will review and approve time records.
When traveling, staff can access their timesheet from the hotel or client office over the internet. The
Federal Labor Standards Act requires the Company to maintain records concerning the total number of
hours worked, along with relevant state statutes. Time records must reflect actual time worked in no
less than quarter hour increments.

Work is to be identified by project number, bill group, discipline, phase and task of work. Clients with
more than one job shall be clearly identified.

H O U R S O F W O R K
Our offices are open for business from 8:00 a.m. to 5:00 p.m. each business day. Specific individual
working hours may be determined with your supervisor to suit job needs and personal schedules. We
ask that every employee be in the office during the core hours of 9:00 a.m. to 4:00 p.m., or the core
hours required by your regional office, to accommodate our clients and to be available for other staffing
communications. From time to time, your supervisor may need to change your schedule to meet
deadlines or other needs. Notice will be given as far in advance as possible. Exempt employees can
expect to work more than 40 hours per week.

When leaving the office for an extended trip, please advise your administrative assistant by Friday noon
of the week before, noting your specific travel plans, rental cars and hotels, clients and overnight
contacts. When leaving for a short period during the day, please advise your office's front desk as to
when you will return and where you can be reached.


Overtime for non-exempt employees requires prior authorization by your supervisor or project manager.
Overtime will be paid to non-exempt employees based on applicable federal and state statutes and
regulations. Time off in lieu of overtime pay will not be granted. For overtime purposes, the work week
starts at 12:01 a.m. Sunday and ends at midnight Saturday.

P A Y R O L L D E D U C T I O N S
Various payroll deductions are made each payday to comply with federal and state laws pertaining to
taxes and insurance. Deductions will be made for the following:

• Federal and State Income Tax Withholding
• Social Security (FICA)
• Applicable State Mandated Withholdings
• Other Items designated by the Employee

At the end of each calendar year, you will be supplied with your Wage and Tax Statement (W-2) form.
This statement summarizes your income and deductions for the year. If you have any questions
regarding these deductions, please contact the Human Resources Department.


P A Y D A Y S
th
th
Payroll dates are semi-monthly and paid on the 5 and 20 of each month. All overtime will be paid in
the pay period it is earned. New employees will be informed in their hire letter as to when their first
payroll check will be processed.






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BSB Design takes all reasonable steps to ensure that employees receive the correct amount of pay in
each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event
that there is an error in the amount of pay, the employee should promptly report the discrepancy to the
Human Resources Department so that corrections can be made as quickly as possible.


D I R E C T D E P O S I T
As a cost saving measure, we promote you to be paid by direct deposit. Our employees find it convenient
to have their paycheck automatically deposited into their bank account(s) every pay date.


E M P L O Y E E R E L O C A T I O N
BSB Design may pay for certain reasonable costs to relocate employees whose relocation is in the
Company's best interest. Each situation will be decided on an individual basis.


L U N C H A N D B R E A K S
The Company provides up to a one hour period, unpaid, in the middle of your workday for lunch. The
time of each individual’s lunch period is determined by your supervisor to ensure that duties will be
covered. Eating lunch at your work area on work time is not acceptable. Employees are entirely relieved
of responsibilities during their meal periods unless they have agreed with their supervisor to work an on-
duty meal period which is compensable.

Brief rest periods will be allowed, as required by applicable state law. Breaks should be no more than
15 minutes during the first part of your shift and 15 minutes during the second part of your eight hour
shift. Break time is compensable and employees are not to leave the premises.

H O L I D A Y P A Y
If you are a regular full-time employee working 40 hours per week, you will be paid at your base rate for
eight (8) hours. If you are an exempt employee, you will be paid your regular salary.

If you are a regular full-time employee working at least 32hours and less than 40 hours per week, you
will be paid at your base rate for a holiday on a prorated basis. If you are an exempt employee, you will
be paid your regular salary.

Employees on a leave of absence are not eligible for holiday time.





























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T E R M I N A T I O N P A Y
Termination pay includes:
A. Pay for work performed through the last hour worked; and
B. Pay in lieu of unused vacation allowance. Vacation pay is computed at the rate being earned
upon separation. (Employees must work the entire pay period to earn their vacation accrual;
employees will not be entitled to pro rata payment if they leave partway through the pay period.)

Termination pay shall be reduced by any of the following:
A. Required legal deductions
B. Authorized deductions
C. Insurance premiums, if due that payroll period
D. Pre-arranged deductions for Company property not returned


Termination paychecks are made available as required by local regulations. Termination checks issued
on a regular payday will be processed as direct deposit. Checks issued on dates other than regular
paydays will be “live” checks. Arrangements may be made for termination paychecks to be mailed.



























































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SECTION VII









Benefits



























































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Y O U R E M P L O Y E E B E N E F I T S P L A N
BSB Design strives to provide a competitive employee benefits package and currently provides several
different benefits plans for you and your family. The Company’s current plans provide a foundation for:

Protection – against temporary loss of income and medical expenses resulting from sickness or
accident.

Security – by providing an income for retirement or disability or at the time of death.


Opportunity – through on-the-job training and other educational assistance and time to enjoy your
outside interests through vacations, holidays and Company sponsored activities.


The current benefit plans cover all regular full-time and regular part-time employees who work 20 or
more hours per week. You should remember that length of service is the basis for several employee
benefit plans. The existence of these employee benefits plans, in and of themselves, does not signify
that an employee will be employed for the requisite time necessary to qualify for these benefits.


Complete and official details of insurance and payroll plans are contained in materials that employees
receive prior to or on their first day of work. The descriptions in this handbook are only brief summaries
for your general information. Contact the Human Resources Department for more details.


While we believe in these plans, we reserve the right to change or discontinue these plans in the future.

T A X S T A T U S O F B E N E F I T P A Y M E N T S
Certain employee benefit payments may be considered income subject to taxation under federal and
state laws and subject to withholding tax.

Since the tax treatment may vary depending on individual circumstances, employees who believe that
they require tax assistance should secure help from a qualified tax advisor or from their local tax office.

G R O U P I N S U R A N C E
The Company currently offers health, dental, vision, life insurance, optional life insurance, short-term
and long-term disability insurance to regular full-time and regular part-time employees, who work 20 or
more hours per week, and their dependents. The Company currently pays a portion of the cost for all of
the insurance programs, except for short-term disability and optional life insurance coverages. Benefits
become effective on the first day of the month following 30 continuous days of employment. More
details and official terms of these plans are accessible in the group insurance booklets posted
on the BSB Design Intranet site. Part-time employees working less than 20 hours per week are not
eligible for these benefits.


Health Insurance – Coverage is available to all regular full-time and regular part-time employees who
work 20 or more hours per week. The Company and the employee currently share payment of insurance
costs. Soon after you enroll for this coverage, you will receive identification card(s) for you and any
covered dependents to use as proof of insurance and access to a certificate describing your rights and
responsibilities under the plan.








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Dental Insurance – Coverage is available to all regular full-time and regular part-time employees who
work 20 or more hours per week. The Company and the employee currently share payment of insurance
costs. Soon after you enroll for this coverage, you will receive identification card(s) for you and any
covered dependents to use as proof of insurance and access to a certificate describing your rights and
responsibilities under the plan.

Vision Insurance – Coverage is available to all regular full-time and regular part-time employees who
work 20 or more hours per week. The Company and the employee currently share payment of insurance
costs. Soon after you enroll for this coverage, you will receive identification card(s) for you and any
covered dependents to use as proof of insurance and access to a certificate describing your rights and
responsibilities under the plan.


Our group health, dental and vision insurance programs may be continued if you leave the Company
under circumstances described by federal law. You and any covered dependents will receive a detailed
explanation of this right upon termination.


Life Insurance – If you are a regular fulltime or regular part-time employee working 20 or more hours
per week, you will receive term life insurance equal to one times your annual salary, to a maximum of
$100,000. The Company currently pays the premium for this benefit. The plan includes Accidental Death
and Dismemberment Coverage (double indemnity) if death results from an accidental cause.

Long-Term Disability Insurance (LTD) – If you are a regular fulltime or regular part-time employee
working 20 or more hours per week, you are eligible for LTD if you become disabled for an extended
period. The Company currently pays the premium for this benefit.

The following benefits are available to regular full-time and regular part-time employees, who work 20
or more hours per week. BSB does not contribute to the cost of these coverages. Premiums are the full
responsibility of the employee and are payroll deducted.

Optional Life Insurance – Coverage is available for employee, spouse and dependent term life
insurance.

Short-Term Disability Insurance – Coverage is available to provide partial income replacement to you in
the event of accident or illness.

State Disability Insurance (California)
This program provides for temporary disability benefits up to 26 weeks for California employees unable
to work because of disability due to a non-occupational accident or disease. The fund is financed through
employee contributions. Employees must complete the required form to receive benefits.


PLEASE REFER TO YOUR GROUP INSURANCE BENEFIT BOOKLETS FOR COVERAGES. IN
CASE OF ANY INCONSISTENCY, THE SUMMARY PLAN DESCRIPTION WILL BE THE
CONTROLLING DOCUMENT.













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C O B R A
(Consolidated Omnibus Budget Reconciliation Act)
Federal law requires that most employers sponsoring group health plans offer employees and their
families the opportunity for a temporary extension of health coverage (called "continuation coverage")
at group rates in certain instances where coverage under the plan would otherwise end.


You have the right to choose continuation coverage under the provisions of this law if you lose group
health coverage due to certain qualifying events. Qualifying events for which you or your dependents
are entitled to COBRA continuation coverage include, but are not limited to, a reduction in hours of
employment to less than 20 hours per week or the termination of employment (for reasons other than
gross misconduct on your part). Health care continuation coverage should be available to you for a
maximum of 18 months in the case of termination or reduction of hours worked and for a maximum of
36 months for all other events qualifying under the law. If you subsequently are determined to be
disabled by the Social Security Administration for a disability(s) that existed as of the date of the
qualifying event, you must notify us and the period of coverage is extended from 18 to 29 months. The
premium for the additional period may be more than the current group rate.


The employee or a family member has the responsibility by law to inform the Human Resources
Department of a divorce, legal separation, a child losing dependent status under the Group Health Plan
or other event or change qualifying you for continuation coverage. In turn, the Human Resources
Department will notify eligible persons that they have the right to choose continuation coverage.

The individual eligible for continuation coverage does not have to show insurability to choose
continuation coverage. However, you may be required to pay all or part of the premium for continuation
coverage, plus up to 2% for administrative expenses.

If you do not choose continuation coverage, group health insurance coverage will end. If you choose
continuation coverage, BSB Design is required to render coverage which, at the time coverage is
provided, is identical to the coverage provided under the plan to similarly situated employees or family
members.


If you have any questions about COBRA, please contact the Human Resources Department.

S A V I N G S – 4 0 1 ( K ) P L A N
The Company has established a federally tax-qualified retirement plan called a 401(k) plan whose name
is derived from the section of the Internal Revenue Code that authorizes such a plan. The 401(k) plan
primarily allows for two different types of contributions; employee salary deferral contributions and
employer-matching contributions.


401(k) employee salary deferral contributions: If you are a plan participant, this portion of the plan allows
you to elect to defer up to the maximum amount allowed by law. Such election will be made on a salary
deferral agreement and may be changed or terminated only in accordance with the plan document. All
of your salary deferral contributions are 100% vested. These contributions are made on a "pre-tax" basis
and therefore reduce your taxable income. Employees may direct those funds into several offered
savings options. While this plan has important savings and tax advantages, other aspects require careful
consideration. Read the summary plan description in full and consult the Human Resources Department
if you have any questions.





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Employer matching contributions: To be made at the discretion of BSB Design.
PLEASE REFER TO THE SUMMARY PLAN DESCRIPTION FOR DETAILS. IN CASE OF ANY
INCONSISTENCY, THE SUMMARY PLAN DESCRIPTION WILL BE THE CONTROLLING
DOCUMENT.




V A C A T I O N S
Our vacation plan is designed to provide you with the opportunity to rest and get away from the everyday
routine. Vacation time is accrued on an anniversary year basis.


If you are a regular full-time employee working 40 hours per week, you accrue vacation time at the
following rates:


Hours Earned per Annual
Years of Service Maximum Accrual
Pay Period Hours Earned
1 – 5 years 3.33 80 80
6 – 15 years 5.00 120 120
16 + years 6.67 160 160


Regular full-time employees, who work at least 32 hours and less than 40 hours per week, accrue pro-
rated vacation hours based upon the average number of scheduled work hours per week.


Regular part-time and part-time employees do not accrue vacation.

While vacation credit begins to be earned when the employee begins his/her new employment,
vacations may not be taken during the first three months of employment. After three months of
employment, accrued vacation days may be taken.

Vacations must be scheduled each year with your supervisor. To satisfy your preferences, as well as
meet the staffing needs of the department, discuss your vacation plans at least thirty days in advance
of your vacation with your supervisor.

Vacation is not considered time worked for overtime purposes.
While on a leave of absence without pay, employees do not accrue vacation time.

H O L I D A Y S
Regular full-time employees receive nine paid holidays and one floating holiday in each calendar year.
The holidays are as follows:


January 1 Thanksgiving Day

Friday before Easter Friday following Thanksgiving
Memorial Day December 24

July 4 th December 25

Labor Day





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Regular full-time employees, who work at least 32 hours and less than 40 hours per week, will receive
holiday pay on a pro-rated basis.

Regular part-time and part-time employees do not receive paid holidays.


When a Company holiday falls on Sunday, the following Monday will be observed as the holiday. If a
holiday falls on Saturday, the preceding Friday will be observed as the holiday.


Employees may request and use vacation or time off without pay to observe religious holidays. The
Company will attempt to accommodate the religious beliefs of its employees.


Holidays are not considered time worked for overtime purposes.

Employees on a leave of absence are not eligible for holiday time.
PLEASE REFER TO THE PAY PRACTICES AND HOURS WORKED SECTION
FOR INFORMATION ON HOLIDAY PAY

S I C K L E A V E
The Company will make every reasonable effort to assist employees through periods of illness or other
difficulties.


Regular full-time employees working 40 hours per week earn sick leave at a rate of 3.33 hours per bi-
weekly pay period worked and may accumulate a maximum of 160 hours. Paid sick leave may not be
taken during the first 3 months of employment.

Regular full-time employees, who work at least 32 hours and less than 40 hours per week, accrue pro-
rated sick leave hours based upon the number of scheduled work hours per week.


Regular part-time and part-time employees do not accrue sick leave.

Sick leave is a benefit which the Company anticipates will be used only for bona fide illness or disability
or medical appointments and should not be considered as additional vacation time or other time off.
Accumulated sick leave has no cash value and does not require any payment for accrued but unused
days upon either voluntary or involuntary separation from the Company.


Disability insurance and workers’ compensation insurance, provided for employees, is intended to cover
longer periods of disability and illness. Please consult the summary plan descriptions for those plans, or
with the Human Resources Department for any further clarification.

Any employee encountering or anticipating the onset of a disability which may result in the absence from
his or her regular job assignment must complete a “Request for Medical Leave of Absence” form.
Anticipated dates of absence should be discussed with the employee’s supervisor well in advance if
possible. Short-term disability may be used as partial income replacement during leave if the employee
is eligible for and has previously enrolled in the voluntary short-term disability insurance program.


You may use accrued sick leave as long as notification is given to your supervisor no later than your
normal starting time. Failure to notify your supervisor in a timely manner is considered an unexcused
absence and will not be paid. It is important for all employees to understand that attendance and




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punctuality are fundamental factors in the orderly and responsive management of our business.
Therefore, reasonable notice of any attendance or punctuality problem from the employee to his or her
supervisor is a basic requirement of employment.


Sick leave may be taken in one-hour increments to allow for doctor visits, etc.

Sick leave is not considered time worked for overtime purposes.


While on a leave of absence without pay, employees do not accrue sick time.

T I M E O F F W I T H P A Y
The Company grants regular full-time employees working 40 hours per week paid time off for childbirth,
care of a sick family member, jury duty and bereavement.

Regular full-time employees, who work at least 32 hours and less than 40 hours per week are granted
pro-rated hours based upon the number of scheduled work hours per week.


Childbirth – Up to two days off with pay may be granted to an employee to participate in the birth of his
or her child. This time should be used within two weeks of birth. The time off is recorded with a project
name of ZZCHILDB on your timesheet.


Family Sick Leave – Up to three days off per year with pay may be granted to the employee for the
care of a sick member of the employee’s immediate family (spouse, child, parent). The time off is
recorded with a project name of ZZFAMSIC on your timesheet. An additional five days for the care of a
sick family member may be charged to your personal sick leave balance (if you have the available
balance), unless otherwise specified by state law. Additional time required beyond this should be
recorded as vacation time or time without pay.


Jury Duty – Up to three days off with pay while serving as a juror, as long as you have endorsed your
jury duty pay over to the Company. If your presence is not required in court or you are released early
from jury duty on any particular day, you are to report to work for the remainder of the day. You must
notify your supervisor immediately after receiving notification that your name has been drawn for
prospective jury duty. The time off is recorded with a project name of ZZJURYDU on your timesheet.


Bereavement Leave – In the event of death in your immediate family, you may have up to three working
days with pay to handle family affairs and attend the funeral. Immediate family is defined as current
spouse, children, parents, grandparents, brothers, sisters, mother-in-law, father-in-law, sister-in-law or
brother-in-law. Adequate time off will be allowed to attend the funeral of a business acquaintance. The
time off is recorded with a project name of ZZBEREAV on your timesheet. All funeral leave must be
approved by your supervisor.


This Company granted time off with pay for any of the above is not considered time worked for overtime
purposes.












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L E A V E S O F A B S E N C E
It is not intended here to set forth the explicit reasons for which leaves will be granted nor list every type
of leave required by federal, state and local law. It is BSB Design’s policy to follow specific state leave
statutes where applicable.


A leave of absence is generally considered a day or more off from the job with permission to help
alleviate situations that may arise during the ongoing service of an employee.

Eligibility – Regular full-time employees are generally eligible to take leaves of absence without loss of
seniority, subject to the conditions and limitations described in the special policies or to the discretionary
actions of the Company where policies are not stated. Length of service, prior leave requests and
schedule needs will be taken into account when considering leaves of absence. Leaves require prior
approval of the Partner, or Senior Partner. The Company reserves the right to grant or deny such
requests at its sole discretion in compliance with applicable law.

Limitations – Any accrued vacation and sick leave will be coordinated with short-term disability (if
applicable) and/or long-term disability (if applicable) during the leave. Employees must pay their portion
of the premiums on all group insurance coverage for self and dependents while on a leave of absence.
After vacation, sick leave, short-term disability and long-term disability have been exhausted, any
remaining leave time will be without pay. If time is taken without pay, BSB will require reimbursement of
the employee’s portion of benefit premiums through payroll deduction(s) upon the employee’s return to
work. On the outset of a leave, the employee will sign an agreement requesting the employee’s portion
of benefits premiums be deducted from their final pay if they fail to return to work. All keys and office
equipment must be turned in for the duration of the leave.

For leaves that do not exceed 12 weeks, service time with the Company shall continue during the leave
and an effort will be made to reinstate you to the same position or one of equal status at the same rate
of pay upon returning to work. Performance reviews and any eligible pay adjustments will be postponed
until you return to work, if your review date falls within the leave of absence period. You will be ineligible
for pay for any holidays that fall within the leave of absence period. Vacation and sick time will NOT
accrue during leave of absence without pay.

In order to continue group health insurance coverage during a leave of absence that exceeds 12 weeks,
the employee must arrange through COBRA to pay the full cost of premiums plus a 2% administration
fee on all group insurance coverage for self and dependents.
Failure to return on or before the expiration date of your leave without receiving an approved extension
will be recognized as a voluntary termination.


Leave time is not considered time worked for overtime purposes.

Leave circumstances for which the Company’s special policies cover are these:


M I L I T A R Y L E A V E
BSB Design abides by federal and state laws governing such leaves.

An employee requesting a leave of absence to meet military requirements shall be granted such leave
without pay together with re-employment rights as provided by the federal and state laws in effect at that





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time. You may request that your vacation, or a portion thereof, be scheduled for the period of your
military training or duty.

Any training or duty required beyond the normal annual training will be granted on the same basis of
time off without pay.

National Guard members and Reservists are asked to notify the Company as early as possible when
verbal or written notice is received from the military agency. A copy of the written orders must be
furnished to the Human Resources Department so that a leave of absence may be arranged.

P E R S O N A L L E A V E
Time off without pay may be requested for compelling personal reasons or for emergencies through a
personal leave of absence in four (4) week increments. Each such request will be considered on an
individual basis and will require an “Employee Request” form stating departure and return dates and
other specifics. Requests should be submitted as soon as practical. Length of service, prior leave
requests and schedule needs will be taken into account when considering personal leaves of absence.
It is the discretion of the Partner or Senior Partner to approve personal leave requests.

Employees must pay their portion of the premiums on all group insurance coverage for self and
dependents while on a personal leave of absence. After vacation has been exhausted, any remaining
leave time will be without pay. If time is taken without pay, BSB will require reimbursement of the
employee’s portion of benefit premiums through payroll deduction(s) upon the employee’s return to
work. On the outset of a personal leave, the employee will sign an agreement requesting the employee’s
portion of benefits premiums be deducted from their final pay if they fail to return to work. All keys and
office equipment must be turned in for the duration of the leave.

Performance reviews and any eligible pay adjustments will be postponed until you return to work, if your
review date falls within the personal leave of absence period. You will be ineligible for pay for any
holidays that fall within the personal leave of absence period. Vacation and sick time will NOT accrue
during leave of absence without pay. In order to continue group health insurance coverage during a
personal leave of absence that exceeds 12 weeks, the employee must arrange through COBRA to pay
the full cost of premiums plus a 2% administration fee on all group insurance coverage for self and
dependents.


Failure to return on or before the expiration date of your leave without receiving an approved extension
will be recognized as a voluntary termination.

While no loss of service credit occurs during an approved personal leave of absence, there are other
factors to consider such as reinstatements and approval processes. Contact your supervisor or the
Human Resources Department for these details.


M E D I C A L L E A V E O F A B S E N C E
If you require a leave of absence for medical reasons such as an extended illness, surgery, disability
(including pregnancy) or injury, including injuries arising out of and in the course of employment, you
should discuss your condition with your supervisor as soon as possible. If your absence is for a serious
health condition or if the absence is for other than a serious health condition and expected to be longer
than 3 days, you will be required to complete a “Request for Medical Leave of Absence” form and may,
at the discretion of the Company, be asked to provide medical certification.




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Any accrued vacation and sick leave will be coordinated with short-term disability (if applicable) and/or
long-term disability (if applicable) during the leave. After vacation, sick leave, short-term disability and
long-term disability have been exhausted, any remaining leave time will be without pay. Limitations (as
defined on page 40) for benefits and pay practices during leaves of absences apply here.


You should return to work as soon as possible upon receiving written approval from your physician. If
your circumstances require additional time beyond the original expiration date of your leave, you should
submit a written request for an extension prior to that date. The Company reserves the right to request
a medical examination by a Company appointed physician to confirm disability and to confirm ability to
return to work.


Failure to return on or before the expiration date of your leave without receiving an approved extension
will be recognized as a voluntary termination.

If your worksite meets the guidelines for eligibility for Family and Medical Leave (FMLA), (based on the
number of employees), and if any leave requested under this policy qualifies for FMLA, it will be counted
against your twelve (12) week FMLA entitlement.

Each request for leave is to be made to your supervisor. Each request will be considered on an individual
basis. Length of service, prior leave requests and schedule needs will be taken into account when
considering medical leaves of absence. The Company shall follow required laws and consider
extenuating circumstances when reviewing medical leave requests.


F A M I L Y A N D M E D I C A L L E A V E ( F M L A )
See the insert entitled: Need Time? The Employee’s Guide to the Family and Medical Leave Act
published 11/13. Due to the changing regulations of this law, we will use the publication by the
Department of Labor to inform employees of FMLA regulations/rights.


P R O F E S S I O N A L L I C E N S E ,
ORGANIZATION MEMBERSHIPS
The Company encourages all eligible staff to participate in their professional organizations. The
Company may pay costs of membership and agreed upon meeting costs. Annual conventions may also
be attended from time-to-time and payment thereof will be judged in relation to your demonstrated local
interest and participation. There will be no time or salary deducted from approved participation in local
meetings or national or state conventions though you are still responsible for your own utilization rate
and multiplier.


The Company may pay costs of professional licensing to NCARB, and other state and national
professional registration for architects and planners for one state only. Association dues for additional
states or for other disciplines in the office may also be fully paid when there is shared benefit to the
individual and the Company.















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B E N E F I T S R E Q U I R E D B Y L A W
Often overlooked by employees as a benefit they enjoy by working for a Company like BSB Design are
their legal benefits, namely:
Social Security – a retirement benefit;
Worker’s Compensation – for work-related disability; and
Unemployment Compensation – in case of a reduction in the work force.
Social Security
Each payday the Company deducts Social Security tax. This is paid into the Treasury of the United
States Government, whose intention is to provide a Retirement Fund for you in your later years. The
Company also contributes an equal amount to your fund so that the Company shares on a 50/50 basis
the cost of the Retirement Program for each employee.


Worker’s Compensation Insurance
As a BSB employee, you are protected under the Worker’s Compensation Act, which provides for
hospital, medical, surgical care and income loss payments for work-related disabilities. This insurance
is paid by BSB Design.


Unemployment Compensation
At BSB Design you are protected against loss of income when unemployed through no fault of your
own, by the State and Federal laws. These laws have provisions for the setting aside of reserves to be
used for the benefit of persons unemployed through no fault of their own. BSB Design pays this
insurance for you. These unemployment benefits must be applied for by the unemployed individual
through the local state agencies. Benefits are paid for a given number of weeks and a dollar rate
determined by the local state agencies.

Since there is much law written in respect to these benefits, we will not go into additional detail here.
We mention them because, if you were self-employed, you would pay the full cost for these legal or
similar benefits yourself. These benefits required by law are additional benefits you gain by working for
BSB Design.




































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E M P L O Y E E A C K N O W L E D G E M E N T F O R M


In consideration of my employment by BSB Design, I hereby acknowledge and agree as follows:

I acknowledge that I have received a copy of the BSB Design Employee Handbook, and I agree to
familiarize myself with its provisions and to abide by its guidelines as they now exist or may be changed
in the future. In this regard, I acknowledge and agree that the Company reserves the right to change its
personnel policies and procedural guidelines over time, and to make particular personnel decisions
inconsistent with those guidelines as its best judgment may dictate.

I acknowledge and agree that my employment with BSB Design is “at will” and may be terminated by
either party at any time with or without cause. My signature below certifies that I understand that my “at
will” employment status is the sole and entire agreement between the Company and myself concerning
the duration of my employment and the circumstances under which my employment may be terminated;
and this understanding of the “at will” nature of my employment with BSB Design supersedes all prior
agreements, understandings and representation concerning that employment. Further, I acknowledge
and agree that the particular terms and conditions of my employment, with the sole exceptions of the “at
will” nature of that employment, are subject to change over time, and that BSB has the right to alter the
terms and conditions of my employment, including without limitation my particular job duties and my
compensation, at any time.


I understand I may retain this copy of the handbook in my possession while I am employed by BSB
Design or until requested to return it. As changes and additions are made to this booklet, I understand I
will be supplied with copies and will be expected to keep my copy currently updated and in proper
condition.

I understand that if I have any questions, I am to talk with my supervisor.





Employee’s Signature Date







Employee’s Name (Printed)





A copy of this form will be retained in your personnel records

















B S B D E S I G N E M P L O Y E E H A N D B O O K 44


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