IDS Employee Manual

C:\Users\lwilliams\Desktop\IDS Employee Manual.doc

EMPLOYEE MANUAL

Revised March 2015


TABLE OF CONTENTS

INTRODUCTION/MISSION STATEMENT ............................................................................................................. TAB 1

BACKGROUND ..................................................................................................................................................... TAB 2

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT ....................................................................................... TAB 3

SECTION 1 – GENERAL INFORMATION ............................................................................................................ TAB 4

SECTION 2 – COMPENSATION .......................................................................................................................... TAB 5

SECTION 3 – BENEFITS ..................................................................................................................................... TAB 6

SECTION 4 – MISCELLANEOUS ......................................................................................................................... TAB 7

APPENDIX A – PROFESSIONAL AND CIVIC ACTIVITIES ................................................................................. TAB 8


INTRODUCTION

The Integrated Design Solutions, LLC Employee Manual will help you to become better acquainted with the Company and with the policies that affect your work. We suggest you read all the information carefully, and then use this manual as a ready reference.

Policies, practices, procedures, and benefits described in this booklet may be improved, modified, changed, or discontinued from time to time in order to keep abreast of economic or other changes and to build a better and more secure organization. This manual and all changes will be posted on the Company intranet.

When questions arise which are not answered in the Manual, do not hesitate to ask your immediate supervisor or Department Director for assistance.

The Company advocates an “open door” policy between the employees and management. When a matter is directed to management, a reply will be made to the employee in keeping with the confidentiality or sensitivity of the matter.

This Manual is Company property and may not be shared, in whole or in part, with persons not employed by IDS.

Non-compliance with the guidelines outlined in this manual may result in disciplinary measures and possible dismissal.

MISSION STATEMENT

We believe in uncompromising customer service beginning with quality, Integrated Design Solutions for our clients. Our commitment to progressive vision, integrity and leadership is carried through every member of our staff to build on and strengthen our relationships with each other, our clients and our community.


BACKGROUND

Our predecessor Company, Hoyem Basso Associates (HBA), was founded as a consulting mechanical and electrical engineering firm in 1963.

Basso, Adams and Martin joined Hoyem Basso Associates in 1968.

Hoyem Basso Associates merged with Arthur S. Gillespie Associates in 1970.

In 1973 Hoyem Basso Associates acquired McAlpine Engineering and Map Company.

Hoyem-Basso Associates, Inc. is formed in 1976.

In 1977 registered architects from Swanson Associates join Hoyem-Basso Associates, bringing architectural capabilities.

In June of 1981, Hoyem-Basso Associates became a wholly owned subsidiary of Giffels Associates, Inc., and was renamed Giffels Hoyem Basso, Inc. Giffels Associates was one of the largest Architectural and Engineering firms in the country at that time.

In 1999, Giffels Associates was purchased by the Dutch civil and industrial design firm, Arcadis. In November 1999, seven Principals from Giffels Hoyem Basso resigned to form Integrated Design Solutions (IDS). IDS purchased the assets of Giffels Hoyem Basso from Arcadis in February 2000. The founding members of IDS are Paul Stachowiak, Dick DeBeliso, Dan Christensen, Ed Bisson, Dave DiCiuccio, Rich Bracci, and Kirk Delzer.

Through internal development, the firm has grown in size to the full service architectural and engineering firm it is today.

Services offered include Architecture, Planning, Interior Design, Mechanical Engineering, Electrical Engineering, Energy Management, Commissioning, Interior Design, Technology Design and Program Management.

The firm’s comprehensive professional design abilities have been brought to bear on a wide range of projects, including medical, commercial, educational, industrial, governmental and religious commissions.

In 2012, IDS was named AIA Michigan Firm of the Year.

Today, the firm is a leader in many fields of design.


EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

Integrated Design Solutions, LLC takes affirmative action to provide and ensure Equal Employment Opportunity to all individuals regardless of their race, sex, religion, color, national origin, sexual orientation or age. This includes special attention to all applicable Company practices such as recruitment, hiring, placement, training, advertising, promotions and demotions, layoffs, disciplinary actions, terminations, social and recreational programs, and all employee benefits and compensation schedules.

Integrated Design Solutions, LLC:

1. Believes in the right of all persons to equal treatment and opportunity

2. As a private employer, IDS wants to do its part to contribute to the growth and stability of all Michigan communities

3. Because of its commitment to the Metropolitan Detroit Area, we desire to be a leader in making opportunity available in the architectural and engineering profession to all persons and

4. As a government contractor, has an obligation to take affirmative action for Equal Employment Opportunity as stated in Executive Order No. 11246 and 11375.

The cooperation of all employees will be needed if we are to achieve equal opportunity for all.

SECTION 1 - GENERAL INFORMATION

C:\Users\lwilliams\Desktop\IDS Employee Manual.doc Section 1.1

1.1 COMPANY OBJECTIVES

A. To provide our Clients with the optimum service in architectural and engineering design excellence through the establishment and maintenance of specialized disciplines and a continuing program of upgrading professional capabilities.

B. To provide our employees with the opportunity for professional growth and advancement and to pay fair compensation to all employees.

C. To contribute to the welfare of the Community not only through taxes paid by the Company but through good employee and public relations in order that we may continue to enjoy a reputation for honesty and dependability.

D. To make a reasonable profit so we can continue to do items “A”, “B” and “C” above.

1.2 COMMUNITY ACTIVITIES

You are encouraged to take part in community activities of your choice, such as:

Business, trade, and professional organizations; serving in a civic capacity; working in community organizations devoted to such causes as school, church, and civic improvement, public safety, civil defense, charities, and other groups.

You are, of course, expected to keep such community activities in practical balance with your work requirements.

1.3 IDS BUSINESS HOURS

The Company’s normal work schedule for all personnel (unless prior arrangements are made) is 40 hours per week; five days per week as follows:

Monday through Friday - 7:30 am - 4:30 pm Lunch - Noon to 1:00 pm (unless prior approval has been granted by the Department Director and Integrated Design Solutions Management).

Integrated Design Solutions places emphasis on punctuality since we are a service based organization.

Alternate work hours may be approved by Department Directors, but are strongly discouraged.

1.4 PERSONAL CONDUCT AND APPEARANCE

Loud and disruptive conversations have no place in a professional office and will not be tolerated.

Neatness and good taste in dress, care toward personal hygiene, interest in your work, and a willing, cooperative attitude are recognized and appreciated business assets. No matter what your position might be, it is important to remember that good manners give a good impression, but bad manners can do you and the Company considerable harm. Being pleasant and courteous to clients, outside contacts, and your co-workers is an important part of your job.

Extended non-project or non-business related conversations during work periods are disruptive to maintaining a professional environment and should be avoided. If you are the recipient of unwanted conversation, it is not rude to request the person initiating the conversation to cease the conversation. If you are subject to repeated unwanted conversations, you are encouraged to talk with your Department Director.

The tops of work stations are to be kept free of any items.

Eating of meals at work stations during work periods should be avoided; eating of snacks is acceptable.

No use of tobacco products or vapor cigarettes is permitted within the office.



1.5 INTERNET POLICY

Acceptable uses of the Internet and Company e-mail:

Integrated Design Solutions provided Internet and e-mail access is intended to be primarily for business reasons only. During non-working hours, employees may utilize Internet and E-mail services for appropriate, non-business related activities. Integrated Design Solutions encourages the use of the Internet and e-mail because they make communication more efficient and effective. However, Internet service and e-mail are Company property, and their primary purpose is to facilitate Company business. Every staff member has a responsibility to maintain and enhance the Company's public image and to use Company e-mail and access to the Internet in a productive manner. To ensure that all employees understand what constitutes acceptable and appropriate uses, the following guidelines have been established for using e-mail and the Internet. Any improper use of the Internet or e-mail is not acceptable and will not be permitted. Internet access and e-mail capabilities will be granted given your Department Director’s approval.

Unacceptable uses of the Internet and Company e-mail:

The Company e-mail and Internet access may not be used for transmitting, retrieving or storage of any communications of a discriminatory or harassing nature or materials that are obscene or X-rated. Harassment of any kind is prohibited. No messages with derogatory or inflammatory remarks about an individual's race, age, disability, religion, national origin, physical attributes or sexual preference shall be transmitted. No abusive, profane or offensive language is to be transmitted through the Company's e-mail or Internet system. Electronic media may not be used for any other purpose which is illegal or against Company policy or contrary to the Company's best interest. Solicitation of non-Company business or any use of the Company e-mail or Internet for personal gain is prohibited.

Use of the Internet for non-Company activity during business hours will result in disciplinary action

and/or dismissal. Online shopping is strictly and explicitly prohibited during business hours.

Communications:

Each employee is responsible for the content of all text, audio or images that they place or send over the Company's e-mail/Internet system. No e-mail or other electronic communications may be sent which hides the identity of the sender or represents the sender as someone else or someone from another Company. All messages communicated on the Company's e-mail/Internet system should contain the employee's name/electronic signature form.

Any messages or information sent by an employee to another individual outside of the Company via an electronic network (e.g., bulletin board, online service or Internet) are statements that reflect on the Company. While some users include personal "disclaimers" in electronic messages, there is still a connection to the Company, and the statements may be tied to the Company.

All communications sent by employees via the Company's e-mail/Internet system must comply with this and other Company policies and may not disclose any confidential or proprietary Company or client information.

Software:

To prevent computer viruses from being transmitted through the Company's e-mail/Internet system, there will be no unauthorized downloading of any unauthorized software. All software downloaded must be registered to the Company (see corporate “Computer Software Regulations”). Employees should contact Computer Services if they have any questions.

Copyright Issues:

Copyrighted materials belonging to entities other than this Company may not be transmitted by employees on the Company's e-mail/Internet system. All employees obtaining access to other companies' or individuals' materials must respect all copyrights and may not copy, retrieve, modify or forward copyrighted materials, except with permission, or as a single copy to reference only.



Security:

The Company routinely monitors usage patterns for its e-mail/Internet communications. The reasons for this monitoring are many, including cost analysis/allocation and the management of the Company's gateway to the Internet. All messages created, sent, or retrieved over the Company's e-mail/Internet are the property of the Company. The Company reserves the right to access and monitor all messages and files on the Company's e-mail/Internet system. Employees should not assume electronic communications are totally private and should transmit highly confidential data in other ways.

Violations:

Any employee who abuses the privilege of Company facilitated access to e-mail or the Internet, will be subject to disciplinary action, up to and including termination. If necessary, the Company also reserves the right to advise appropriate legal officials of any illegal violations.

1.6 PERSONAL ELECTRONIC DEVICES

Employees are allowed to use personal electronic devices at work to the degree that it is not a distraction to themselves or others. Personal electronic devices that adversely affect production in any way will be immediately disallowed. Access to the Company Wi-Fi network should be cleared with your supervisor and coordinated with the IT coordinator.

1.7 CONFIDENTIAL INFORMATION

In a highly competitive business such as ours, everything of a confidential nature must be protected. Such confidential information or data is not to be discussed within, or outside, the Company, except as the normal course of business makes it necessary. Information about clients, their products, or our own Company regarding corporate and department standards, promotional plans, expenses, or earnings is critical to our success. Such matters are not to be disclosed to the press or others except by those persons authorized to do so. Confidential records or data are not to be shown or released to people from other Companies. Corporate and department standards are not to be transferred or shared, by any means, with people outside the Company.

1.8 PROBATIONARY PERIOD FOR NEW EMPLOYEES

It is expected that you will become a regular member of our organization. However, to give you and the Company an opportunity to evaluate your interest in the job and your ability to perform the work, continued employment will be subject to a minimum probationary period of 89 calendar days. If your performance is unsatisfactory during this period, your employment may be terminated. If your performance is satisfactory during this period and business conditions permit, you will become a regular employee when your probationary period ends.

Refer to Section 3 - Benefits. This section details benefits during the probationary period.

1.9 PAYROLL STATUS

Integrated Design Solutions, LLC has four employment classifications. It is important that you know which of the following classifications applies to you, as the benefits you receive are directly related to your classification.

A. Regular, Full Time Employee - An employee who is assigned to fill an established position based upon the Working Hours established in Section 1.3 during every two week pay period for more than 89 days. All Regular, Full Time Employees are required to conform to any revised work day schedule, which may be established by their Department Director from time to time because of work activity.

B. Regular, Part-Time Employee - An employee who is assigned to fill an established position based upon the Working Hours established in Section 1.3 during every two week pay period for more than 89 days. In the event the employee’s work schedule is expanded to require 80 hours during every two week pay period on a continuing basis (89 days), the employee’s classification will be changed accordingly.



C. Temporary, Full Time Employee - An employee who is assigned to fill a position on a temporary basis, generally, for a period not to exceed 89 days. The employee is scheduled to work eighty (80) hours during every two week pay period. A Temporary, full time employee, upon being with the Company for 89 days, must either be terminated or reclassified a regular, full time employee, thereby receiving full benefits unless other arrangements are made by mutual written agreement. This classification may include summer or co-op students who are hired for a vacation period, or are working as part of their academic program.

D. Temporary, Part-Time Employee - An employee who is assigned to fill a position on a temporary basis, generally, for a period not to exceed 89 days. A temporary, part-time employee, upon being with the Company for 89 days must either be terminated or reclassified a regular, full or part-time employee unless other arrangements are made by mutual written agreement. This classification may include summer students who are hired for a vacation period, or co-op students who are working as part of their academic program.

1.10 OTHER EMPLOYMENT

We have found that outside employment can be detrimental to effective work at the office. Therefore, we look with disfavor upon Regular Full Time employees attempting to hold more than one job. Integrated Design Solutions, LLC reserves the right to require termination of outside employment considered contrary to the Company’s best interest.

Other employee classifications (Regular, Part-Time; Temporary Part-Time; Temporary Full Time) may hold more than one position as long as the job is not with a direct competitor of the Company, does not affect services to the Company, and management is in agreement and aware of the nature of the work.

1.11 TIME CARDS

You will be assigned an employee number and access to a time card template via the IDS computer system. Time cards provide the basis for our billing to the clients and for the preparation of paychecks for wages earned and, therefore, it is very important that your time card is completed properly and accurately. Care should be taken that your time allocation to the proper job number(s) and department(s) are correct.

Any error on a time card already turned in should be reported to your Department Director so that a correction can be made.

You are required to fill out your time card for each week, assigning the correct time charged to the proper job number and turning it into your Department Director at the end of each week.

Time charges to projects shall not be made in less than half-hour increments (.5).

You are not permitted to work more or different hours than those officially established and approved by your Department Director. Any work schedule other than the regular working hours must be approved in advance by your Department Director.

1.12 ABSENCES

If you find that you cannot come to work because of personal illness or an emergency situation, you must report to or advise your Department Director accordingly by 8:00 am of the same day. Likewise, if after coming to work you find that you must leave because of sickness or other emergency, you must advise your Department Director accordingly. Only time for the employee’s personal illness is allowed to be charged as sick time. Illness of family members or other emergency situations are to be charged as personal or vacation. If this policy is not followed, the absence will not be excused or paid for as sick time and the employee may be subject to termination.



1.13 APPROVED LEAVE OF ABSENCE

An employee, for certain reasons, may receive approval to be absent from the Company without causing termination. Absences may be approved for reasons of personal business, education, maternity, military service, court service, jury duty, funeral, and professional registration examination. Approval for any absence, except for reasons of sickness or accident or for earned vacation which has been previously scheduled, must be obtained prior to the tentative starting date of the absence so that the employee’s normal duties may be reassigned during the absence period. If the absence is to be for five or less normal working days, at least one week prior request is required; if the absence is to be longer than five normal working days, at least one month prior request is required. The employee’s Department Director has the discretion, however, to reduce or waive the required period for any emergency situation that may arise.

For any extended absence lasting longer than five normal working days, a written request must be made to the employee’s Department Director. Because an employee’s eligibility for participation in many of the Company’s benefit programs may be affected by a break in service, it is most important that any tentatively planned absence be reviewed by his\her Department Director beforehand to be advised whether the absence will or will not be approved.

If the extended absence is approved, the employee will receive a written approved leave of absence. A written, approved leave of absence will be given for a period not exceeding three months.

Extensions to the original approved leave of absence may be approved in three month increments. An employee must apply for an extension through his/her Department Director before the current written, approved leave of absence has expired giving reasons for requesting and extension. The employee will be notified of the disposition of his/her request as to whether it has been approved or disapproved. In no event will a total leave of absence, including all extensions, be approved for a period longer than one year.

Company benefits are suspended during leaves of absence. Specific arrangements should be discussed with the Business Manager prior to leave.

If any absence is taken without first having obtained Department Director approval or if the employee does not return to work immediately following the expiration date of the approved absence or leave of absence, he/she will be considered terminated as of his/her last day actually worked.

Refer to Section 3 - Benefits for additional information concerning types of approved absences that an employee may be eligible to receive pay.

1.14 TERMINATION OF SERVICES FROM THE COMPANY

An employee’s services with the Company can be terminated either by the employee or by the Company. Employment is at the will of the Company. An employee may be terminated with or without cause.

Termination by the Employee:

Resignation - An employee may terminate employment by resignation. It is required that notification be given to his/her Department Director at least two weeks before the planned departure so that work assignments can be reassigned and so the personnel and payroll records can be completed in anticipation of the last, scheduled, working day.

Termination by the Company:

Termination - An employee may be terminated due to poor performance, or because of lack of work. An employee may also be discharged for misconduct when circumstances warrant such action. The following are a few examples of when discharges might occur: violation of Internet policy, intoxication; theft; contempt for or failure to obey a legitimate order of an immediate supervisor; absence from work for three (3) working days without notifying the Department Director; falsification of time cards; discourteous treatment of clients, other personnel, or visitors; gross neglect of duty; breech of the client protection and confidentiality agreements; breech of policy stated herein. The foregoing reasons for discharge are not intended to be all inclusive. Each case will be evaluated on its own merit.



1.15 LAYOFF BY THE COMPANY

An employee may be laid off in the event of a declining work load situation. The criteria used by the Company in determining who is to be laid off will be as follows:

A. The first consideration is the needs of the department as to work load and the classifications needed to perform the work.

B. The performance of those employees within the classification.

C. The length of service of those employees within the classification.

D. When and where possible, employees will be transferred to other departments or partnering firms in need of their particular skills.

If while on layoff status the Company notifies you to return to work and you do not report on the day established or do not respond to the call back within five (5) working days after notification, you will be considered terminated as of the last day actually worked. The criteria used by the Company in determining a recall will be a follows:

A. The current need in the department from which the employee was laid off.

B. The need in any other department for which the laid off employee’s skills could be utilized.

C. The overall performance of the employee prior to layoff.

D. The overall qualifications of the laid off employee as they relate to the immediate needs of the Company.

E. If the work load situation is such that your particular services are not required and one year layoff period expires, you will be considered terminated as of your last day actually worked.

An employee who is called back to work within one year after being laid off will not lose any immediate past service.

A terminated or laid off employee should contact the Business Manager immediately following notification to be advised of any matter that may be in need of resolution before the employee leaves.

Refer to Section 2.11 for information regarding final pay a terminated or laid off employee is entitled to receive and the processing that is required before final pay can be issued by the Payroll Department.

1.16 YOUR PERSONNEL RECORD

Your Department Director and the Human Resources Department should be notified promptly of changes in the following:

A. Name

B. Address

C. Telephone Number

D. Marital Status

E. Beneficiary or dependents as applicable to the Company’s insurance and benefit plans.

F. Number of dependents for withholding tax purposes.



G. Person to notify in case of accident or emergency.

1.17 PROMOTION

To receive proper consideration as job opportunities arise throughout the Company, you should notify your Department Director regarding the following:

A. Completion of training or courses or receipt of first or additional degrees.

B. Fulfillment of requirements for architectural, engineering, or other registration/certification in any state or foreign country.

C. Joining of any technical or professional society or any other public service oriented organization which might be of interest to Integrated Design Solutions, LLC.

D. Participation as a committee member or officer in any of the technical or professional societies.

E. Publication of books, articles, or papers and delivery of lectures relative to the fields of architecture, engineering or technology.

F. Receipt of honorary degrees, awards, or certificates for service relative to the fields of architecture, engineering and technology.

G. Application for transfer or promotion to other work for which you believe you may be qualified within the Company.

SECTION 2 - COMPENSATION


2.1 POLICY

It is the policy of Integrated Design Solutions, LLC to pay fair and reasonable wages and salaries, competitive with those paid for similar work in the immediate geographic area. Prevailing average wages and salaries of competitive organizations in the vicinity are procured through State and Federal surveys. All jobs fall within job classifications or position descriptions determined and established by the Company. Because no job is static, position descriptions are reviewed as necessary to determine if the position is still within its proper classification. Pay rates are based upon two factors: The value of the job to the firm and the manner in which the job is performed.

Department Directors, Integrated Design Solutions, LLC, Management and the Corporate Human Resources Director are responsible for the administration of the policies and procedures relating to job classification and rate of pay. Within established limits, they determine the proper classification and recommend merit increases. It is the responsibility of the respective Department Directors to evaluate performance and inform each employee of their job classification and rate when hired or reclassified.

In addition to your regular salary, the Company has developed benefit programs to pay regular employees while on vacation and holidays, during sickness or disability, and for certain types of approved absences.

Other benefit programs such as, Hospitalization/Medical Insurance, Dental Insurance, Long Term Disability Salary Continuation Insurance, and Group Life Insurance provide financial security to our employees and their families.

See Section 3 - Benefits for a description of the Company Benefit Programs that are provided to employees.

2.2 PAY STATUS

An employee’s classification status shall be determined by IDS management and communicated to each employee on an individual basis.

An employee’s pay status, either hourly or salary, is determined by their classification. An employee’s classification is decided by the Department Director and approved by the Integrated Design Solutions Management and the Corporate Human Resources Director and is dependent on the job being performed. A change in classification either by promotion, demotion or transfer may result in a change in pay status (i.e., hourly, salary).

Hourly personnel (non-exempt) are paid on the basis of their base hourly pay rate and time worked. Overtime pay at time and one-half is received for all time worked in excess of 40 hours each regular work week.

Salaried personnel (exempt) are paid on the basis of their base pay rate for a 40 hour work week. Overtime pay, at straight time, is received for time in excess of 40 hours per week.

Vacation time and paid holidays are considered as work days for computing overtime; i.e., a work week in which a holiday falls has overtime calculated based on hours actually worked in excess of 32.

Sick Leave time, Personal time, Jury Duty and Funeral Leave time are not considered as time worked for computing overtime.

CLASSIFICATION AND OVERTIME STATUS

CLASSIFICATION EXEMPT/

NON-EXEMPT

OVERTIME STATUS

1-1/2 S.T. NO O.T.

All Clerical NE X

Drafter/CADD NE X

Engineering/Architectural Co-Op NE X

Designer E X

Administrative Assistant NE X

Business Manager E X

Architect/Engineer E X



CLASSIFICATION AND OVERTIME STATUS

CLASSIFICATION EXEMPT/

NON-EXEMPT

OVERTIME STATUS

1-1/2 S.T. NO O.T.

Associate E OT after 182 hours

Senior Associate E X

Principal E X

2.3 PAY PERIOD

All employees are paid every other Friday for a two week pay period ending on the previous Friday.

2.4 RECEIPT OF PAY

If you are absent on payday, you may authorize a representative to pick up your paycheck for you. This representative must have written authorization from you. You must request that your pay be mailed if your absence is to be prolonged.

Automatic deposit of your paycheck to the financial institution of your choice is available. The Business Manager has the necessary forms.

Review your paycheck as soon as you receive it. Questions regarding any paycheck discrepancies should be discussed with your Department Director and the Business Manager, if necessary.

2.5 PAY ADVANCES

In cases of emergency, employees may request an advance on their regular paycheck for wages already earned. The advance, if approved, will be made in approximately three days and will be deducted from your next regular paycheck. However, you are expected to conduct your financial affairs so as to minimize use of this privilege. A maximum of three pay advances will be made in any one year period.

2.6 VACATION PAY

Vacation pay is computed on the basis of the time accrued and charged to vacation during the pay period and is payable on the regular payday. Checks for vacation are therefore not available prior to your vacation. In the event your vacation period includes or will extend through your next regular payday, an advance may be requested and, if approved, will be deducted from your next regular paycheck. Although discouraged, up to a maximum of 40 hours vacation time can be taken not yet accrued. See Section 3.5 - Vacation.

2.7 PAYROLL DEDUCTIONS

Integrated Design Solutions, LLC is required, by law, to have certain deductions taken from your paycheck. These are the Federal Social Security Tax and Federal, State and City Income Taxes (Withholding). The amount of these deductions is summarized and an annual withholding statement is provided to you after the end of each year for filing with your income tax return. Other purposes for which the Company may make deductions are:

A. Group Life Insurance (Supplemental Coverage)

B. Family Continuation and Sponsored Dependent Coverage

C. Medical, Dental, Life Insurance and other benefit related deductions as annually authorized by the employee

D. Repayment of Advance

E. 401 K Loans

F. Garnishments



2.8 PAY INCREASES

Each job classification has a wage range. The wage range represents the equitable level of compensation paid in the community involved or in our profession for comparable work related to the qualifications, duties, and responsibilities that are established by the Company as being required or performed by an employee within the job classification.

An employee’s starting wage rate or salary will be at the level within the wage range as determined by his/her Department Director, Integrated Design Solutions, LLC, Management and the Business Manager on the basis of the employee’s specific qualifications, job duties and responsibilities.

Wage increases within the wage range are made on the basis of merit. The quantity and quality of work, your job knowledge, initiative, ability to learn, dependability, and cooperation determine whether you are entitled to a merit increase. Wage reviews are generally conducted in December of each year.

2.9 REGISTRATION EXAMINATION

Regular, full-time employees who undertake architectural or engineering examinations for professional registration in the State of Michigan will be compensated for the cost of the exam upon passing.

When a professional exam is only offered during regular business hours, time spent to sit for the exam may be billed to “Seminar” with pre-approval from the Department Director.

If it is necessary to repeat the examination in whole, or in part, the cost and time to write the exam will be the responsibility of the employee.

2.10 TRAVEL REGULATIONS

Company policy provides for an employee to be reimbursed for reasonable expenses incurred for transportation, meals, lodging, and certain personal expenses that become necessary as a result of Company business and being away from home.

Lunches may be expensed when incurred as part of Company business related activities away from an employees’ normal or recurring work location. Lunches should be of the fast casual dining variety.

Employees are required to account for their expenses and turn in a completed Expense Account Report upon returning to the office. Copies of the expense account form are available as an Excel template.

All allowable expenses should be submitted monthly, or sooner. For assignments requiring an employee to be away from home for an extended period of time, special arrangements may be made by the Company to receive a fixed allowance to cover meals, personal expenses, ground transportation, travel time, etc.

In all cases, employees must state the purpose of the trip or expense and must be definite with their explanation. For example, if the client requests the trip, indicate who made the request and the business discussed.

Restaurant receipts must include an itemized copy of the bill, not just the credit card receipt.

All receipts for expenses incurred during the trip together with a copy of the trip itinerary should be attached to the expense report.

Sign all expense reports and record your employee number in the space provided. Department Director approval is required for individuals in the departments. Expense reports will not be processed until these items are completed:

A. Travel During a Regular Work Day:

1. Time shall be computed on the basis of full, working time (i.e., the regularly established hours per day in your department) plus driving or travel time occurring before and/or after regular,



working hours, including deductions for lunch and dinner. If you leave from your hotel and your departure time is earlier than the regular starting time of your department, your starting time for pay purposes shall be your actual departure time.

2. Travel shall be considered terminated upon your arrival at your hotel, office or other stopping place. The maximum number of hours that may be charged for any one day is 12 hours. In the event travel continues past 12:00 midnight, the continuation of travel should be charged to the next day.

B. Travel on a Saturday, Sunday or Holiday:

1. Time charged under these circumstances should be the full travel or driving time plus actual working time. Deductions for lunch and dinner time are to be computed in the same manner as previously stated. Departure time from home or hotel will be considered as a starting time for pay purposes. Travel will be considered terminated upon arrival at home, hotel, office, or other stopping place.

2. When hourly employees travel and are not required to spend the night away from home, the time charged is the full driving or travel time plus actual working time with deductions for lunch and dinner as identified in the preceding paragraphs.

3. However, when hourly employees travel and must spend the night away from home, employees will be governed by the 4 hour limitation for pay purposes as previously indicated.

4. When circumstances warrant, the limitations on maximum working hours and travel time per day for pay purposes as set forth in the preceding may be exceeded only with recommendation of the Department Director and final approval from Integrated Design Solutions, LLC Management.

C. Car Mileage Allowance:

1. Car mileage allowance for the use of a privately-owned automobile on Company business is computed at a rate established by the Company.

Integrated Design Solutions, LLC, employees assigned to projects away from the office, but in the Metropolitan Detroit area, will receive mileage allowance for all miles driven in excess of their normal home-to-office route.

Employees required to drive distances greater than their normal route will be paid the differential at the prevailing rate. All mileage will be charged against the project as a reimbursable or non-reimbursable expense, depending upon contract provisions.

The Company expense report form will be used to process mileage claims.

2.11 FINAL PAY

If employment with the Company terminates due to voluntary resignation, retirement, lay off, death of employee, or termination by the Company, employees (spouse in case of a death) will receive pay up to and including their last day worked plus any cumulative vacation, overtime, or other allowances which have been earned but not paid.

The amount of notice given to a terminated or laid off employee is at the discretion of the Company. If possible, the employee will be notified five (5) days in advance of the date determined to be the last day worked.



Upon termination of employment the employee’s final paycheck will be available on the Company’s next regular payday following employee’s last day worked. This final check will include pay for any previously withheld earnings, unpaid vacation time or allowances owing by the Company. However, the employee’s paycheck will not be processed in the event equipment, books, money advances, outstanding expense reports, or anything else which is owned by the Company has not been accounted for properly. Any paid but not earned vacation time will be deducted from the employee’s final paycheck.

Employees should arrange with the Business Manager either to pick up the final check or to have it mailed.

SECTION 3 - BENEFITS


3.1 PROFIT SHARING PLAN

The purpose of this Plan is to enable you to establish a retirement fund through a share in the profits of the Company. Your 401K savings are payable to you at retirement or termination, either in a lump sum or installments as you may desire in accordance with the rules of the Plan.

Your are eligible to participate in the Plan and share in the year-end contributions if you have been an employee on the last day of the plan year, been compensated for a minimum of 1,000 hours during said year of service and you are an active employee on December 31 of same year.

You will remain eligible to share in subsequent year-end contributions provided; you are an active employee on December 31 of such year, and you are compensated for a minimum of 500 hours during such year.

You will be entitled to your account balance in the event of termination before retirement according to vested rights which are based on length of continuous service.

A booklet describing the Profit Sharing Plan in detail is available from the Business Manager.

3.2 401 (K) PLAN

The 401 (K) Plan was developed to provide employees the opportunity to save money and to establish a retirement investment fund, as a part of the Company’s total employee benefit package. In addition to the development of a savings programs, the Plan provides for deferred taxes on currently earned income.

All employees, upon hire, are eligible to participate in the 401 (K) Plan.

Eligible employees may contribute to the 401 (K) Plan each year up to 100% of their gross annual earnings for that year up to the IRS allowed annual deduction. Gross annual earnings include base compensation, overtime pay, bonus, and any other compensation which is considered taxable by the IRS. Government regulations limit the amount which may be contributed to a participant’s account in any one year.

Employees may elect to invest their contribution in any of several investment options. See plan enrollment documents for details.

Employee’s contributions may be deducted from each bi-weekly paycheck.

Participants are allowed to apply for a loan against their 401 (K) account. Detailed information can be found on the plan administrator’s website.

A. The loan amount request will be determined based upon the current account balance.

B. There is a maximum repayment period of 5 years, except in the case of loans for home purchases or major home improvements.

C. An application for a loan must be completed first. Forms are available from the Business Manager or may be completed through the participant website.

D. Repayment of loans must be made through payroll deductions.

E. The interest rate to be charged for a loan will be based upon the Administrator’s published rate.

F. Eligible participants may not have more than one loan outstanding at any one time.



In addition to loans, funds may be withdrawn from 401 (K) accounts for the following reasons:

A. Attainment of age 59-1/2.

B. Termination of employment (voluntary or involuntary).

C. Death.

D. Hardship.

If an employee is laid off due to lack of work, or is granted a written leave of absence, the person will not be considered terminated from the Company until the earlier of:

A. The first anniversary of the date of layoff or leave of absence, or

B. The employee’s refusal to return to active employment within five working days after notification of available work.

A more detailed description of the 401 (K) Plan is available from the Business Manager. Any questions concerning the Plan should be referred to the Business Manager.

3.3 HOLIDAYS

The Company observes the following holidays:

New Year’s Day Labor Day

Memorial Day Thanksgiving

Independence Day Christmas

When one of these holidays falls on a Sunday, the following Monday is generally observed as the holiday. When one falls on Saturday, Friday is generally observed.

Because the Company is closed for business on the observed holidays, holiday pay will be given to those Regular, Part-time, and Temporary employees who would have been scheduled to work on that day.

3.4 HOLIDAY PAY

Regular, full time employees are eligible to receive full holiday pay (8 hours) for a Company observed holiday.

If you are required to work on the holiday, you will receive holiday pay in addition to pay for your actual hours worked.

For a holiday which occurs on a week day while you are on Company paid sick time, you will receive holiday pay and no charge will be made against your sick time for the holiday.

No employee is eligible to receive holiday pay for a holiday which falls during an approved, non-compensated leave of absence.

If a holiday falls during your vacation, you may extend your vacation one day.

Regular, Part Time and Temporary Employees:

If you are a Regular, Part Time Employee, you will be eligible for holiday pay in proportion to you regularly scheduled work week. For example, a regular, part time employee working 40 hours every two week pay period would receive one half holiday pay (4 hours).



If you are a Temporary Employee working on a full time basis and would have normally been scheduled to work full time during the week that the holiday falls, you will receive full holiday pay (8 hours).

Regular, part time employees and temporary, full time employees also will receive holiday pay in addition to pay for actual work if they are required to work on the holiday.

Temporary, part time employees are not eligible to receive holiday pay.

3.5 VACATION

All Regular, Full Time and Regular, Part Time Employees are eligible to receive pay for vacation time taken on an accrual basis and depending on their length of continuous service with the Company. Vacation time cannot be taken until accrued plus up to a maximum of 40 hours not yet accrued.

Vacation time earned in a given calendar year must be used by the end of the following calendar year. Vacation pay will be given in lieu of time actually taken and will be calculated and paid before the end of the current calendar year.

If you are a Part Time Employee, you will earn vacation time with pay by proportioning ten days earned per year on a full time basis to your actual time worked.

Temporary Employees are not eligible to receive vacation pay.

Employees who have not completed their probationary period will accrue vacation pay but may not take vacation leave time until after completion of the probationary period.

REQUEST FOR ABSENCE: An electronic request for absence form can be accessed from the IDS intranet. Once your request has been sent it will be approved/denied by your Department Director. If approved, you will be added to the vacation schedule on the IDS intranet.

SCHEDULING: Vacations may be taken as accrued at any time during the year. The vacation period is determined by you and your Department Director taking into account efficient operation of the Company, personal preferences, and length of service.

The Company reserves the right to require employees to use accrued vacation time in slow periods and not allow vacations in busy periods.

STARTING DAYS: Vacations may start on any day of the week.

EXTENDED VACATIONS: Vacations shall not exceed two weeks in duration. Vacations for periods exceeding two weeks must be approved in advance by your Department Director and Integrated Design Solutions Management.

VACATION PAY: The policy of the Company in regard to vacation pay for Full Time Regular Employees is as follows:

A. Paid vacation time accrues dependent upon length of employment. All full time employees accrue 80 hours per year for the first 3 years of employment. Beginning at the first calendar day following the end of three years of full time employment, employees will accrue one additional vacation day (8 hours) per year up to 5 additional days (40 hours), or a total of 120 hours. Through the Benefits by Design program, eligible staff is able to buy, or sell, up to 40 hours vacation time, annually, in 8 hour increments.

B. A reduction in vacation allowance is made for time lost through leaves of absence. No reduction will be made in the vacation allowance for minor losses that may result from occasional excused absences which in total do not exceed 80 hours per year.



EXTENSIONS OF VACATION:

If, because of a special vacation, it becomes necessary for an employee to be away from the office for a period longer than the unused vacation time for which the employee is eligible to receive pay, a written approved leave of absence must be obtained for the excess period involved and will be taken without pay. See Section 1.11 APPROVED LEAVE OF ABSENCE for the procedures and authorization required.

Any approved leave of absence extending a vacation period must cover the period of time following the vacation time for which the employee is entitled to receive vacation pay.

3.6 SICK LEAVE

The sick pay program (Company paid sick pay in conjunction with the Long Term Salary Continuance Insurance) provides an employee with financial aid in the event of a short term illness as well as a prolonged disability.

Sick pay is provided to all Full Time Regular Employees for time they must be absent because of illness or disability. Employees are allotted 40 hours of sick time per year for which sick pay at 100 percent of their base rate is received.

Sick Day Notification: It is the employees responsibility to call their Department Director if taking a sick day. This can be in addition to an email notification or a text message, but not as a substitute.

Employees who have not completed their probationary period will accrue sick pay but may not take paid sick leave time until after the completion of the probationary period.

If you attempt to obtain paid sick leave for any reason other than personal illness, you may forfeit all rights to sick leave previously accumulated. In addition, it will be considered adequate grounds for dismissal. Before the Company can reach a decision in regards to granting a sick leave, an employee should have a letter written by your doctor sent to the Company stating the doctor’s opinion of your state of health and the advisability of a sick leave.

Before you will be permitted to return to work from a sick leave that exceeds three working days or if you have been hospitalized, you must present a doctor’s note to Integrated Design Solutions, LLC, Management stating that you are physically able to resume normal activities,

Unused sick time will be forfeited at the end of each year for staff whose employment is 3 years or less. Sick time will be accumulated for all staff completing three years of service to a maximum total of 520 hours. This accumulated sick time is then available for extended terms of illness or injury, potentially providing payment until the employee becomes eligible for long term disability insurance (13 week elimination period).

In the event of termination, accrued sick time will be forfeited. An adjustment in the final pay will be made to reimburse the Company for sick time paid but not earned.

3.7 LEAVE OF ABSENCE

Leave of absence for FMLA is provided in accordance with Federal law.

3.8 INSURANCE PROGRAMS

A. Worker’s Compensation Insurance

Worker’s Compensation Insurance is provided by the Company. Medical and hospital care are provided for accident and/or illness arising out of employment and qualifying as compensable according to the law.



B. Life Insurance/Accidental Death and Dismemberment Insurance

Under the Basic Benefit Plan, the cost of which is paid by Integrated Design Solutions, LLC, employees receive life insurance in an amount equal to 1 x their annual base salary rounded to the next highest thousand. The maximum amount of coverage under the Basic Plan is $50,000. Included in the Basic Plan is additional coverage in case of Accidental Death and Dismemberment.

Employees who are under the age 70 can choose additional (supplemental) life insurance in $10,000 units up to four times their base annual salary rounded to the next higher $10,000. The maximum amount of additional protection allowed is $500,000. Employees age 70 and over may choose supplemental amounts equal to one times their annual salary to a maximum of $30,000.

Employees who have eligible dependents can also purchase coverage for them. Employees can choose additional life insurance for their spouse in $5,000 units up to 50% of the employees issued, supplemental coverage. The maximum amount allowed for this additional protection is $150,000.

Spouses age 70 and over are limited to 50% of the employee’s supplemental coverage to a maximum of $15,000. Employee’s can purchase life insurance coverage for their children in $2,000 units up to 50% of their supplemental coverage to a maximum of $10,000 for each child 6 months to 19 years of age. Full-time students may be covered up to age 25. If the employee’s eligible spouse does not elect coverage, the maximum per dependent is $2,000.

If, prior to age 60, an employee becomes totally disabled and remains so for nine consecutive months, the person is eligible to have the Lifestyle Protection Plan coverage continued with no further premium required. This extension of benefits continues even if the plan is terminated.

If an employee becomes totally disabled after age 60, the basic insurance will be paid by the Company for one year. The Company will continue to make payment during this one year period for the employee’s supplemental coverage provided that the premium amount for the month to be covered is received from the employee by the end of the preceding month.

Terminated employees will have the premium for basic coverage paid by the Company through the end of the month in which they are terminated.

Brochures further explaining Integrated Design Solutions Life Insurance Plan are available from the Business Manager.

C. Comprehensive Medical Insurance

All regular, full-time employees are eligible to participate in the Company’s Group health plan. The Company and employee share the cost of the premium and family premium, if applicable, as outlined in the Benefits by Design information. Premium payments will be made through payroll deduction.

An application form may be completed on the new employee’s first day of employment with the Company. If at the time of employment the employee does not wish to participate in the program but later decides to enroll, the employee must then wait until the annual group re-opening date in November to become effective on January 1 of the next calendar year. Employees must wait for the annual re-opening date if they do not return the application card given to them by the Business Manager within 30 days after their hire date, also. Coverage starts the first of the month following the date that the application was submitted.

If an employee becomes disabled because of sickness or accident and is unable to work for an extended period, the Company will continue to pay the premium (family coverage) for three months following the month in which the employee was first disabled.

Employees who receive sick pay from the Company during a Sick Leave of Absence will be retained in the Group Plan for 90 days. During the 90 days, the Company will pay the employee’s premium (family coverage, also). Employees wishing to maintain any supplemental coverage will be allowed to do so provided that the premium payment for the month to be covered is received by the Company by the 15th of the preceding month.



On the 91st day of Sick Leave of Absence, employees wishing to remain in the Group Plan may do so by making their coverage elections through COBRA. See the Business Manager for further information on COBRA.

Employees on a written, approved leave of absence or who have been laid off, will retain their (family) coverage at the Company’s expense for the remainder of the month in which the leave of absence or lay-off started.

Any continuation of health coverage from that point must be elected through COBRA and will be at the employee’s expense. When employees return from a leave of absence or are called back from a lay-off, the premium for family coverage will be paid by the Company and coverage will start the first of the month following their return to work for those employees who did not continue their coverage.

D. Salary Continuance Insurance

The Company pays the premium for an insured salary continuance program for all Regular employees. The policy details will be covered by the individual policies but basically 60% of your base wage will be paid for a period of time for loss of work due to injury or sickness. Benefits begin after 90 days of disability or illness.

E. Dental Insurance

All regular, full-time employees are eligible to participate in the Company’s Dental Insurance Plan. See Benefits by Design document for additional information.

F. Travel Insurance

The Company Life Insurance program provides for benefits in the event of accidental death. Refer to the policy for specific benefits.

3.9 MATERNITY LEAVE

The Maternity Leave benefits are identical to the Sick Leave benefits. Refer to Article 3.6, SICK LEAVE, for description of benefits.

3.10 COURT SERVICE LEAVE

If you are summoned by court to appear as a witness, you will receive the difference between the pay received as a witness and the pay you would have received working an equivalent period. A statement of earnings must be supplied by you to allow certification of the rate so that the proper payment can be made. You are expected to report back to work as soon as your court service is finished, even if only a part of the day is left. Leave time in excess of 40 hours is subject to review by Integrated Design Solutions, LLC, Management.

3.11 JURY DUTY LEAVE

Jury Duty is a civic duty which should not be avoided. The Company will pay you the difference between the compensation paid for jury duty and your regular salary or basic hourly rate for the time so spent. Leave time in excess of 40 hours is subject to review by the Integrated Design Solutions, LLC, Management.

3.12 FUNERAL LEAVE

If you are scheduled to work and you receive news of the death of a member of your immediate family, you may arrange for leave with pay in order to make necessary arrangements or to attend the funeral. The number of days allowed will depend upon the circumstances, but the maximum will be three days. Immediate family includes, parents, (including father-in-law, mother-in-law), spouse, brother, sister, son and daughter.

One day with pay, depending upon the circumstances, is allowed to attend the funeral of other close family members, such as grandparents, grandchildren, and in-laws, (son, daughter, brother or sister).



Application for funeral leave must be made through your Department Director and only that portion of time which would otherwise have been regular working time will be paid.

Funeral leave is not normally granted for attendance at funerals of co-workers, although, vacation, or noncompensated time as available will be freely authorized for such a purpose.

3.13 MILITARY SERVICE LEAVE

It is the policy of Integrated Design Solutions, LLC, to adhere to military service legislation and apply practices that indicate the Company’s desire to support government programs.

A. Pre-Induction Examination: If you enlist or are drafted under Selective Service you will receive your regular base earnings for the time lost for pre-induction examination up to maximum of eight hours.

B. Extended Active Duty: You will be given leaves of absence for extended active duty in the United States Armed Forces without pay and benefits. Pay for vacations for which you are eligible at time of leaving will be given. Upon honorable discharge and within 90 days of the date of discharge, you will be rehired in the same position if vacancies permit. Otherwise, you will be given the option of accepting another job for which there is a vacancy or of being put on the preferred waiting list for the first vacancy.

C. Reserve Duty: If you are serving an obligated period of duty with the National Guard or a reserve unit, you will be granted a leave of absence without pay and benefits for the purpose of attending summer camp or cruises.

3.14 EDUCATIONAL LEAVE

A leave of absence, without pay and benefits, may be granted to an employee in pursuit of a degree directly related to their future career with the Company, when they must be away from work on a full time basis to attend classes. Efforts will be made to place the employee in the same or similar position; however, this will be dependent on the Company’s work load and type.

SECTION 4 - MISCELLANEOUS


4.1 BULLETIN BOARDS

Special notices and other information are posted on the Company bulletin boards. Announcements are made concerning Company policy, organization, and procedures. It is to your advantage to look at the bulletin board regularly. Use of bulletin boards by employees must be approved by Integrated Design Solutions, LLC Management.

4.2 LIBRARY

A reference library containing standard text, building codes, trade and professional periodicals, association standards, and current journal index and product directories is provided by the Company for employee use. Material on other subjects is also available. This material is not to be removed from the premises and must be promptly returned to the Library.

4.3 REGISTRATION AND SOCIETY DUES

Refer to Appendix A, Item “E”.

4.4 NOTARY PUBLIC SERVICES

The services of a Notary Public are available. If you have a document which you would like notarized, contact the Business Manager.

4.5 PUBLICATIONS

To keep you informed of the important events in the Company, the Company intranet may be used to distribute information to employees.

Articles about Company services, developments within the individual departments, and employee activities are featured. Information concerning your personal activities that might be of interest to our employees is welcomed by our Marketing Department.

4.6 EMPLOYEE ACTIVITIES

The Company sponsors certain sport teams.

It should not be assumed that any activity whose participation involves Company employees will be sponsored or endorsed by the Company. These matters must be reviewed with the Integrated Design Solutions, LLC Management beforehand so the Company’s involvement, if any, can be determined.

Any employee activity that may require them to leave the office earlier than their Department’s normal business hours must receive Department Director approval beforehand and must be made up.

4.7 GIFTS

Especially during the holiday seasons, some suppliers of goods and services present gifts to employees with whom they do business.

The Company’s policy is to establish and maintain relations with suppliers or contractors based on mutual confidence and respect. Acceptance of expensive gifts can be detrimental to that goal. Therefore, it is against Company policy for employees to accept expensive gifts from salesmen, suppliers or others with whom our Company maintains business contacts.

It is believed that this policy of refusing gifts is in the best interests of the Company and all of us who work in it.

SECTION 4 - MISCELLANEOUS


4.8 GOOD HOUSEKEEPING

It is extremely important that our office space appear neat and clean. Please clean up coffee spills and all other such accidents that detract from the professional appearance of our offices.

Papers, binders, prints, tracing, and other material should be filed or put away if possible at the end of the workday. Small items of value that are easily stolen, such as hand held calculators, should be put away at the end of each workday.

Turn off electrically driven devices when not in use.

Printers or other office equipment that do not operate properly should be reported to the Business Manager.

4.9 PERSONAL MAIL

Integrated Design Solutions, LLC, receives a sizable amount of business mail each day. To avoid conflict with our business correspondence, you are expected to arrange delivery of personal mail to your home. For your convenience, USPS pick-up and drop-off may be used for personal items, as long as it does not inconvenience General Services staff.

4.10 SOLICITATIONS

It is the desire of the Company that its employees not be bothered by non IDS sponsored charitable contributions.

4.11 TELEPHONES

Company telephones are primarily for Company business use. Personal calls should be kept to a minimum.

4.12 REST PERIODS

Coffee and other vending machines are available at convenient locations to permit you to take a brief break so long as you do not abuse the privilege during work periods. Please cooperate in keeping the coffee areas neat and clean and avoid loud and boisterous conversation that may be disturbing to other employees.

4.13 REPRODUCTION FACILITIES

Because the Company’s copying equipment is involved in the everyday operations of the business, the use of the equipment for personal reasons, being disruptive to these operations, is not allowed.

Personal copying when approved by Integrated Design Solutions, LLC, Management will be provided at a nominal charge to cover the basic expenses of the material involved.

4.14 PERFORMANCE REVIEW

Periodically, each employee will be given a Performance Review. This may occur on the anniversary of your hire date. At this time your Department Director will provide you with an evaluation of your performance.

An employee may also, from time to time, be asked to complete an evaluation of their peers and/or supervisors.

PROFESSIONAL AND CIVIC ACTIVITIES

C:\Users\lwilliams\Desktop\IDS Employee Manual.doc . Appendix A.1

The following policy statement defines the extent and level of support to be provided by Integrated Design Solutions, LLC, advance approval by Integrated Design Solutions Management is required in all cases.

A. ATTENDANCE AT SOCIETY MEETINGS/SEMINARS:

When attending local meetings, with approval of Integrated Design Solutions, LLC, Management Committee, time (payroll) will be paid if during regular working hours. If location is remote (California, for example), time will be paid only for regular working hours. For such meetings, expenses will be reimbursed only if approved as part of the convention and/or seminar budgets, up to an amount approved in advance by Integrated Design Solutions, LLC, Management.

Written and/or oral reports to management covering the highlights of the session are required.

B. ATTENDANCE AT MEETINGS/SEMINARS WHEN REQUESTED BY INTEGRATED DESIGN SOLUTIONS, LLC.

Payroll time during regular working hours will be paid and general expenses incurred will be reimbursed by Integrated Design Solutions, LLC, when the meetings and seminars are held in Metropolitan Detroit.

C. COMPANY REQUIREMENT OF DUES AND EXPENSES/LEADERSHIP ROLES:

Leadership roles in all associations are encouraged for career, technical and personal development. Dues, expenses and time for employees involved with leadership roles in technical or professional societies for the term served will be handled as follows:

Principals, Senior Associates and Associates:

Dues - Covered in accordance with Paragraph E of this appendix.

Expenses and Time - Determination of partial coverage is contingent upon the specific society, financial conditions and the discretion of the Management Committee.

Employees:

Dues - Covered in accordance with Paragraph E of this appendix.

Expenses - Determination of partial coverage is contingent upon the specific society, financial conditions and the discretion of the Integrated Design Solutions, LLC Management Committee.

Time - Vacation and/or make-up time as arranged through the specific Department Director and approved by Integrated Design Solutions Management.

D. SUPPORTING SERVICES:

Persons in leadership roles, officers or committee chairman of societies, must submit a written request to the Integrated Design Solutions Management Committee for the use of Company secretarial and reproduction services. The written request must include an estimate of weekly and monthly hour projections and other related expenses. If approved, the hours and related expenses must be monitored and reported to the Integrated Design Solutions Management Committee monthly. Volume printing, which would normally be handled by a society’s own printer, is not included.

PROFESSIONAL AND CIVIC ACTIVITIES

C:\Users\lwilliams\Desktop\IDS Employee Manual.doc . Appendix A.2

E. COMPANY PAYMENT OF DUES AND REGISTRATION:

All professional and technical society membership in which the Company participates financially must be approved by the Department Directors and Integrated Design Solutions, LLC, Management.

Company participation will be evaluated on an individual basis, with the following serving as a general guideline:

Principals/Senior Associates

IDS will pay full annual membership fee and costs for meals at meetings for one professional architectural or engineering association. Costs for additional associations will be evaluated on the basis of benefit to the Company. Active participation is expected.

Associates

IDS will pay full annual membership fee for one profession architectural or engineering association providing at least 1/2 of the regular meetings are attended. Costs for additional associations will be evaluated on the basis of benefit to the Company.

Other Employees

IDS will pay full annual membership fee and the full cost of meals at meetings for one professional architectural or engineering association providing at least 1/2 of the regular meetings are attended. Meeting attendance will be monitored by the Department Directors.

AIA Dues

Employees will be reimbursed to the AIA Associate level.

Professional Engineering Dues

IDS will pay for all dues required for an employee to maintain their PE status. Other professional association dues may be paid for based on the benefit to the Company.

F. CIVIC ACTIVITIES/COMPANY ENDORSED:

Activities in such groups as School Career Days, Junior Achievement, and Science Fairs are encouraged. An individual evaluation will be made by Integrated Design Solutions, LLC, Management for certain reimbursements.

IDS Employee Manual

Documents

Transcript of IDS Employee Manual