Table of Contents s466

table of contents

EMPLOYEE HANDBOOK

Updated March 2014

Lochmueller Group Employee Handbook (updated March 2014) 28

table of contents

CORPORATE VALUES 5

INTRODUCTION 6

POLICY GUIDE 7

EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION 7

AMERICANS WITH DISABILITIES ACT 9

DISCRIMINATION HARASSMENT POLICY 10

SEXUAL HARASSMENT POLICY 11

CONFIDENTIAL NATURE OF WORK 15

EMPLOYMENT 16

INITIAL EMPLOYMENT PERIOD 16

POSITION CLASSIFICATIONS 16

SALARY BASIS POLICY FOR EXEMPT EMPLOYEES 17

TRANSFERS/PROMOTIONS 18

PERSONNEL RECORDS 19

IMMIGRATION LAW COMPLIANCE 19

OUTSIDE EMPLOYMENT 19

COMPENSATION 20

PAY DAY DIRECT DEPOSIT 20

EVALUATIONS 20

HOURS OF WORK & OVERTIME 21

TIME RECORDS & EXPENSE REPORTS 22

BONUSES 21

EMPLOYEE REFERRAL PROGRAM 22

TIME OFF 23

VACATION 23

HOLIDAYS 24

SICK LEAVE 24

BEREAVEMENT LEAVE 24

JURY DUTY 25

MILITARY LEAVE 25

PERSONAL LEAVE OF ABSENCE WITHOUT PAY 26

FAMILY/MEDICAL/MILITARY LEAVE POLICY (FMLA) 26

ADDITIONAL LEAVE TIME 34

BENEFITS 35

DISCLAIMER 35

HEALTH CARE COVERAGE 36

FLEXIBLE SPENDING ACCOUNT 37

GROUP LIFE INSURANCE 37

SUPPLEMENTAL LIFE INSURANCE 37

SUPPLEMENTAL DENTAL COVERAGE 38

SUPPLEMENTAL VISION COVERAGE 38

401K RETIREMENT PLAN 39

SHORT- & LONG-TERM DISABILITY PLAN 39

EMPLOYEE ASSISTANCE PROGRAM 40

WORKERS’ COMPENSATION BENEFITS 40

ON THE JOB 41

OPEN DOOR/INTERNAL COMPLAINT PROCEDURES 41

ATTENDANCE, PUNCTUALITY, & DEPENDABILITY 41

APPEARANCE 42

WORKPLACE ETIQUETTE 42

CLIENT RELATIONS 42

REFERENCE CHECKS 43

PROFESSIONAL LICENSES MEMBERSHIPS 43

CAREER/EDUCATIONAL DEVELOPMENT POLICY 43

ANTI-NEPOTISM 46

ROMANTIC OR SEXUAL RELATIONSHIPS 46

INCLEMENT WEATHER 47

SMOKING POLICY 47

TRAVEL TO JOBS 48

VEHICLE POLICY PROCEDURES 48

USE OF CORPORATE-OWNED OR LEASED EQUIPMENT FOR PERSONAL USE 50

ALCOHOL DRUG ABUSE POLICY 50

VIOLENCE IN THE WORKPLACE 52

SAFETY HEALTH 53

COMPUTER PHONE SYSTEM USE POLICY 54

SECURITY 56

LEAVING LOCHMUELLER GROUP 58

RETIREMENT 58

RESIGNATION 58

DISMISSALS 58

Lochmueller Group Employee Handbook (updated March 2014) 28

POLICY GUIDE

CORPORATE VALUES

Lochmueller Group, Inc. was founded as Bernardin, Lochmueller and Associates, Inc. in 1979 by Keith Lochmueller and Vincent L. Bernardin, Sr. Our success is attributable to the determination and perseverance of its founders whose constant and caring leadership have made this a respected firm and a substantial employer.

It is the mission of Lochmueller Group to facilitate economic development and improve the quality of life of the people in the states we serve by providing the very best in engineering, planning, surveying, environmental, and land acquisition services for major public and private infrastructure projects.

In advancing our Mission, we will endeavor to further our individual and collective growth. At the foundation of these endeavors, are our Core Values:

Integrity – Premier among our core values is integrity. Integrity earns trust and confidence from our clients, associates, business partners, and our families. It means that we can we can be trusted not just to do things right, but to do the right thing in every instance.

Accountability – We will be accountable at all times for the commitments we make and the work we perform. We respect our clients and our team members, whether they are associates or business partners, and we are fully committed to quality work which is on time and on budget.

Creativity – More than addressing the “what” in our assignments, our curiosity and caring lead us to address the “why” and the “how” as well. Our firm’s genesis in planning drives us to understand “why” a potential assignment exists. Our respect for sustainability in design leads us to probe “how” a project may be accomplished in a more innovative, cost-efficient, and sensitive way, and to partner with our clients in seeking creative means of financing needed infrastructure.

Dedication – Hard work is expected from everyone at BLA. Our dedication to our clients and to each other means we will persevere through difficulty, and we will never accept anything less than the very best we have to give in every task we perform. We are dedicated to the mission and values of our founders which sustained us in the past and which we also trust to ensure our future.

Achievement – Our goal is to excel! The joy in our work comes from the opportunity to turn concepts into reality. We approach every assignment as a chance to achieve unique success and recognition for our clients and we honor the individuals among us who are recognized for extraordinary achievement in their fields. The success of our company is fueled by the achievement of each individual.

Respect – There is no greater honor than to earn the respect and loyalty of our clients. We believe that it is respect which earns respect; therefore, we commit to respect the talents, culture, faith, and personal well-being of each individual we serve and employ.

You, as an employee, are our greatest asset. We recognize this and we will attempt to provide a working environment, which will encourage progressive thinking and personal growth. We are looking forward to you being a part of our firm.

INTRODUCTION

The employment handbook is provided to all full-time employees reflecting the general guidelines of Lochmueller Group’s philosophies, policies, employment practices, and employee benefits. It is not a Contract, and the policies, procedures, and benefits described in this handbook are subject to change at the discretion of Lochmueller Group at any time.

Continued employment with Lochmueller Group will constitute employee acceptance of any such changes. Notice of changes will be communicated to employees by way of email, Intranet update notices, verbal, and/or printed copies. Employees are encouraged to review Lochmueller Group’s internal website regularly for any handbook, policy, or procedural change. Employees should also check bulletin boards on a regular basis for important notices and announcements. Should you have any questions which this handbook leaves unanswered, please contact your supervisor or Human Resources.

Additional work rules and procedures may be contained in other policies posted on bulletin boards, internal website or in other manuals specific for certain jobs or learned through on-the- job training. It is your responsibility to check these locations. In addition, to our Code of Conduct and work rules, all employees are expected to obey local, state and federal laws.

EMPLOYMENT AT WILL

At Lochmueller Group, we work hard to treat employees fairly. As an employee of Lochmueller Group, you have the right to terminate your employment at any time. Likewise, we retain the right to enlarge, reduce, or make changes in, or terminations from, the staff. Employment with us, is “at will,” permitting either party to end the relationship.

Only the CEO or President of Lochmueller Group has the authority to provide an employment Contract for any individual and it must have a definite duration, be in writing, and signed and dated by the authorized parties. If you should resign, we would appreciate as much advance notice as possible, preferably at least 2 weeks. This will allow us time to find and train your replacement before you leave our organization.

Lochmueller Group Employee Handbook (updated March 2014) 28

POLICY GUIDE

Complete policies are posted in Employee break rooms, mail areas, on Lochmueller Group’s Intranet Site, and/or you can request an electronic or hardcopy of the policies from Human Resources

EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION

Equal Employment Opportunity (EEO) has been, and will continue to be, a fundamental principle at Lochmueller Group, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, disability, genetics, or other protected characteristics established by law.

This policy of EEO applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Employees’ questions or concerns should be referred to the Human Resources Department. Appropriate disciplinary action may be taken against any employee willfully violating this policy.

Lochmueller Group agrees to assert leadership within the community and put forth the maximum effort to achieve full employment and utilization of the capabilities and productivity of all our citizens without regard to race, creed, color, sex, national origin, or other protected characteristics established by law.

Lochmueller Group further recognizes that the effective application of a policy of merit employment involves more than just a policy statement and will, therefore, “makes every effort” to make known that equal employment opportunities are available on the basis of individual merit and to encourage all persons to seek employment with the company and to strive for advancement on this basis. Any employee who believes he, she, or another has been discriminated against should immediately report this concern to the Equal Employment Coordinator in the Human Resources Department.

Guidelines

A. Lochmueller Group will comply with all federal, state and local laws, statutes and regulations that relate to EEO, Affirmative Action and non-discrimination in the workplace. These include but are not limited to:

1) Title VI VII, Civil Rights Act of 1964, amended in 1972

2) Executive Order 11246, as amended

3) Revised Order #4

4) The Equal Pay Act of 1963

5) Age Discrimination in Employment Act

6) Rehabilitation Act of 1973

7) Americans with Disabilities Act

Equal Employment Opportunity/Affirmative Action continued

8) Family Medical Leave Act (FMLA) – FMLA entitles certain employees to take up to 12 weeks of unpaid job-protected leave each year for specified family and medical reasons. Lochmueller Group has provided a Leave of Absence Policy to cover such leave.

9) Genetic Information Nondiscrimination Act (GINA)

B. Lochmueller Group’s Affirmative Action Plan has been prepared, implemented and monitored by the EEO Officer.

C. The Affirmative Action Plan is Lochmueller Group’s written tool for the successful and timely implementation of an affirmative action program addressing specific actions taken to carry out its EEO obligation. It is good management set forth on paper and is the tool used to evaluate Lochmueller Group’s current posture and progress in the area of affirmative action.

D. The Plan shall include, but is not limited to the following:

1) Identify and eliminate all employment practices which have an adverse impact on minorities, women, and disabled employees and replace such practices with others based on merit and bona fide occupational qualifications.

2) Determine the extent to which any affected class members are under-utilized and identify and eliminate specific causes of such under-representation as could reasonably be expected by availability in the current labor market.

3) Develop pools of affected class applicants through an active recruitment program designed to target such groups in order to reduce under-utilization.

4) Establish structures and monitoring systems which ensure effective implementation of the Affirmative Action Plan.

E. An employee of Lochmueller Group shall be designated the Affirmative Action Officer.

All Lochmueller Group’s management and supervisory personnel have the responsibility to take positive affirmative action in the implementation of the Affirmative Action Plan.

AMERICANS WITH DISABILITIES ACT

Lochmueller Group is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA). It is Lochmueller Group’s policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability so long as the employee can perform the essential functions of the job. Consistent with this policy of nondiscrimination, Lochmueller Group will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made Lochmueller Group aware of his or her disability, provided that such accommodation does not constitute an undue hardship on Lochmueller Group.

Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact the Human Resources Department. Lochmueller Group encourages individuals with disabilities to come forward and request reasonable accommodations and has forms available for this purpose.

Procedure for Requesting an Accommodation

On receipt of an accommodation request, a member of the Human Resources Department and your supervisor will meet with you to discuss and identify the precise limitations resulting from the disability and the potential accommodation that Lochmueller Group might make to help overcome those limitations.

Lochmueller Group will engage in an interactive process with the employee to determine the feasibility of the requested accommodation considering various factors, including, but not limited to the nature and cost of the accommodation, the essential functions of the position in question, the employee’s skills and abilities, the availability of tax credits and deductions, outside funding, Lochmueller Group’s overall financial resources and organization, and the accommodation’s impact on the operation of Lochmueller Group, including its impact on the ability of other employees to perform their duties and on Lochmueller Group’s ability to conduct business.

Lochmueller Group will inform the employee of its decision on the accommodation request or on how to make the accommodation. If the accommodation request is denied, employees will be advised of their right to appeal the decision by submitting a written statement explaining the reasons for the request. If the request on appeal is denied, that decision is final. The ADA does not require Lochmueller Group to make the best possible accommodation, to reallocate essential job functions, or to provide personal use items (i.e., eyeglasses, hearing aids, wheelchairs etc.)

This policy is neither exhaustive nor exclusive. Lochmueller Group is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws. An employee or job applicant who has questions regarding this policy or believes that he or she has been discriminated against based on a disability should notify the Human Resources Department. All such inquiries or complaints will be treated as confidential to the extent permissible by law.

DISCRIMINATION HARASSMENT POLICY

It is the policy of Lochmueller Group that all of our employees should be able to enjoy a work atmosphere free from all forms of unlawful discrimination, including harassment, on the basis of a legally-protected status such as sex, color, race, genetics, ancestry, religion, national origin, age, disability, or other protected group status. Lochmueller Group will not tolerate any form of unlawful harassment of its employees by anyone, including any supervisor, co-worker, vendor, client, or customer. All employees are expected to avoid any behavior or conduct that could reasonably be interpreted as unlawful harassment. All employees are also expected to make it known promptly, through the avenues identified below, whenever they experience or witness offensive or unwelcome harassing conduct.