2. This booklet provides general information about Just Architecture’s policies, procedures and
benefits. If you have specific questions regarding a particular policy, procedure or benefit and
how it applies to your situation, please contact Michael Just at (516) 840-8004.
These materials are not intended to create or express a contract of employment or obligation.
We reserve the right to change or eliminate any policy, procedure or benefit at any time without
prior notice.
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3. TABLE OF CONTENTS
Employment At Will 4
Handbook Acknowledgement 4
Equal Opportunity Employer 4
Your Employment 5
Office/Work Hours 5
Attendance and Punctuality 5
Reporting Time 5
Paychecks (Payroll Information) 6
Emergency Information 6
Changes in Personal Information 6
Employee Conduct 7
Personal Conduct 7
Proper Work Attire 7
Safety and Health 7
Telephone Conduct 8
Office Supplies 8
Company Policies 9
Confidentiality Policy 9
Drug Free Workplace 9
Electronic Media 10
Non-Discrimination and Anti-Harassment Policy 14
Solicitation and Distribution 17
Time Off 18
Vacation 18
Personal/Sick Days 18
Holidays 18
Personal Leave 19
Military Leave 19
Bereavement Leave 20
Jury and Witness Duty Leave 20
Insurances and Other Benefits 21
Health Insurance 21
Dental Insurance 21
COBRA 21
Retirement Benefits-Pension Plan 21
Unemployment Insurance 22
Disability Benefits (Off the Job Injuries) 22
Worker’s Compensation (On the Job Injuries) 22
Social Security 22
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4. EMPLOYMENT AT WILL
The purpose of this handbook is to assist you in knowing your rights and obligations as an
employee. Your handbook is a source of general information concerning our company's policies,
procedures and work rules, as they exist on the date of its publication.
The policies stated in this handbook are intended as guidelines and are subject to change at the
discretion of Just Architecture. Management retains the right to take disciplinary action,
including suspension or termination.
This handbook is not an employment contract and does not limit the reasons for termination of
the employment relationship.
Neither this handbook, nor any other company communication or practice, creates an
employment contract or a guarantee of employment for any specific duration. Just Architecture
reserves the right to make changes in content or application of its policies as it deems
appropriate, and these changes may be implemented even if they have not been communicated,
reprinted, or substituted in this handbook. It is also understood that nothing in this handbook or
any other policy or communication changes the fact that employment is at-will, for an indefinite
period, unless terminated at any time by you or the company, with or without notice.
No employee or representative of the company other than Michael Just has any authority to enter
into an employment contract or to change the at-will employment relationship, or to make any
agreement contrary to the foregoing.
Just Architecture retains all managerial and administrative rights and prerogatives entrusted to it
and conferred on employers inherently and by law.
HANDBOOK ACKNOWLEDGEMENT
You are required to sign the acknowledgement statement on the last page of this handbook and
return it to Michael Just. If you have any questions at any time regarding the contents of this
handbook, please see Michael Just.
AN EQUAL OPPORTUNITY EMPLOYER
JUST ARCHITECTURE FIRMLY BELIEVES IN AND SUBSCRIBES TO FAIR
EMPLOYMENT PRACTICES AND OPENS ITS FACILITIES TO EVERY QUALIFIED
PERSON. IN ALL EMPLOYMENT PRACTICES, WE ARE COMMITTED TO
PROHIBITING DISCRIMINATION ON THE BASIS OF RACE, RELIGION, COLOR,
CREED, NATIONAL ORIGIN, SEX, AGE, MARITAL STATUS, SEXUAL ORIENTATION,
DISABILITY, OR STATUS AS A VIETNAM-ERA OR SPECIAL DISABLED VETERAN.
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5. YOUR EMPLOYMENT
Office/Work Hours
Business hours are 9:00 a.m. to 5:30 p.m. Monday through Friday.
Full-time employees are scheduled to work a 40 hour work week with a half-hour lunch break
daily unless otherwise informed. Employees are expected to be on time and ready to work.
As part of the workday, employees may take a 15 minute break twice per day, once in the
morning and the other in the afternoon.
Employees may not eat breakfast or lunch during company time.
Attendance and Punctuality
Attendance at work is a major responsibility of each employee. Absence from work can cause
delays in production, require temporary assignments of other people and increase production
costs.
If you are ill, please call Michael Just to enable redistribution of your work load. Illness should
be reported to your supervisor only.
We also recognize that a certain amount of lateness and absenteeism may be unavoidable, but it
should be kept to a minimum. Whether the absence can be foreseen or unforeseen, you must
notify Michael Just as soon as you know you will be absent.
Frequent absenteeism and lateness is unacceptable. To resolve this problem, you will first be
made aware that your absenteeism/lateness has become a problem. Should the problem persist,
corrective action will be taken, up to and including termination.
Reporting Time
Each employee is responsible for tracking their own attendance. Each employee must sign-in
and sign-out via the time clock. All employees must report time off (e.g., vacation, sick,
personal, jury duty, etc.).
Hourly employees are paid based upon a 40 hour work week. Overtime as requested and
approved will be paid as follows:
Straight pay up to 40 hours per week
Time and a half for any hours over 40
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6. Paychecks (Payroll Information)
Employees are paid bi-weekly and paychecks are handed to employees. Employees can arrange
to have their paycheck deposited directly into a checking and/or savings account. Employees
should contact Michael Just if they want to participate in Direct Deposit.
Emergency Information
If there is an immediate condition (i.e., extreme weather, power failure), employees should
contact Michael Just regarding operations on that day.
Changes in Personal Information
You should inform Michael Just if any of the following changes occur in your personal or family
status:
Change in marital status
Legal change of name
New home address
New home telephone number
Birth or death in family
Persons to be reached in case of emergency
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7. EMPLOYEE CONDUCT
Personal Conduct
To assure that all employees are treated fairly and equally, it is necessary to outline some of
these offenses that may be grounds for discharge or disciplinary action. These offenses include,
but are not limited to:
Habitual absenteeism or tardiness.
Inferior work, carelessness or negligence resulting in waste.
Improper use of machinery and equipment.
Repeated damage to company equipment.
Unauthorized use of company equipment.
Possession or use of intoxicants or drugs.
Deliberate deception or fraud.
Conviction of any serious crime.
Insubordination, verbal abuse or refusal to carry out orders.
Violation of safety rules.
Possession of weapons on company property.
Assault or harassment of anyone on company property.
Use of personal email, cell phones or other PDA devices during work hours.
Proper Work Attire
Your personal neatness, hygiene and proper attire are expected. Customers and visitors from our
community gain a lasting impression of our company/agency from the appearance and decorum
of our employees.
You are expected to dress appropriately, consistent with your job duties. Please dress in
appropriate business casual attire. .Inappropriate dressing is determined at the discretion of
Michael Just and you may be asked to change your clothing or leave the premises to obtain other
clothing.
Safety and Health
Just Architecture is committed to providing a safe and healthy workplace for all its employees.
Just Architecture complies with all applicable requirements issued by the federal Occupational
Safety and Health Administration and the state and local New York governments. The
responsibility for the safety and health of all employees is shared by management and all
employees.
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8. Employees are expected to take an active role in promoting a safe workplace. If an employee
witnesses an accident or injury, or notices an unsafe working condition, he/she must report it
promptly to Michael Just. The following guidelines should be adhered to:
Keep your work area and equipment clean at all times.
Don't lift anything that is too heavy. Get help.
If a machine is not running properly, turn it off and notify Michael Just.
Learn the location of fire extinguisher and emergency exits. Keep exits clear of
obstructions.
All unsafe conditions shall be reported to your supervisor.
Telephone Conduct
It is recognized that you may occasionally find it necessary to receive personal phone calls. This
privilege should not be abused since our telephone is intended for business use. Only emergency
IN COMING calls are allowed. Please try to limit the length of your personal calls.
Proper use of telephones can save time and create a favorable impression for the company.
Please observe these principles when using the telephone:
Answer promptly.
Identify yourself, your company and your department.
Take accurate messages and deliver them promptly
Transfer calls correctly.
Give accurate and careful answers.
Thank the customer for calling and hang up carefully.
Personal cell phones, PDA’s and texting devices should not be used during company time.
Office Supplies
Office supplies are kept in the front supply cabinet. If supplies are depleted and need to be
replaced or if there is a specific request, contact Michael Just. Supplies are ordered through
Staples via the internet.
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9. COMPANY POLICIES
Confidentiality Policy
During the course of your employment by Just Architecture, you may have access to certain
private, confidential and/or proprietary information relating to the business of Just Architecture,
related entities and/or their respective partners, officers, personnel, contractors, customers or
clients. Each employee is prohibited, during his/her employment by Just Architecture and
thereafter, from directly or indirectly disclosing, furnishing or making accessible to any third
party any such private, confidential or proprietary information.
For the purpose of this policy, private, confidential and/or proprietary information shall include,
but not be limited to, the names of past, present or potential customers; the existence and terms
of licensing, plans or designs, amounts/costs and other fees; financial information; methods of
operation, organization, pricing or marketing; business policies and plans; information
concerning relationships with past, present or potential licensees and other customers or clients
of Just Architecture The sole exceptions to the prohibition against disclosure are (a) disclosure
made with the prior written authorization of Just Architecture and (b) disclosures made under
compulsion of law.
If any employee violates, or threatens or attempts to violate, this policy, his/her employment may
be terminated immediately. In addition, in the event of a violation, or threatened or attempted
violation, of this policy, and regardless whether the violator is still employed by Just
Architecture at the time, Just Architecture shall be entitled to seek any and all legal and equitable
relief, including but not limited to the recovery of damages, an injunction restraining the
disclosure of private, confidential and/or proprietary information relating to Just Architecture or
any related entity and injunctions prohibiting the employee or former employee from rendering
services to any person or entity to whom such private, confidential and/or proprietary
information has been disclosed.
Drug Free Workplace Policy
Just Architecture is committed to protecting the safety, health and well being of all employees
and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a
significant threat to our goals. We have established a drug-free workplace program that balances
our respect for individuals with the need to maintain an alcohol and drug-free environment.
Purpose and Goal
This organization encourages employees to voluntarily seek help with drug and alcohol
problems.
Covered Workers
Any individual who conducts business for the organization, is applying for a position or is
conducting business on the organization's property is covered by our drug-free workplace policy.
Our policy includes, but is not limited to full-time employees, part-time employees and interns.
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10. Applicability
Our drug-free workplace policy is intended to apply whenever anyone is representing or
conducting business for the organization. Therefore, this policy applies during all working hours,
whenever conducting business or representing the organization and while on organization
property.
Prohibited Behavior
It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale
alcohol, illegal drugs or intoxicants.
Notification of Convictions
Any employee who is convicted of a criminal drug violation in the workplace must notify the
organization in writing within five calendar days of the conviction. The organization will take
appropriate action within 30 days of notification. Federal contracting agencies will be notified
when appropriate.
Consequences
One of the goals of our drug-free workplace program is to encourage employees to voluntarily
seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the
consequences are serious.
In the case of applicants, if he or she violates the drug-free workplace policy, the offer of
employment can be withdrawn. The applicant may not reapply.
If an employee violates the policy, he or she will be subject to progressive disciplinary action
and may be required to enter rehabilitation. An employee required to enter rehabilitation who
fails to successfully complete it and/or repeatedly violates the policy will be terminated from
employment. Nothing in this policy prohibits the employee from being disciplined or discharged
for other violations and/or performance problems.
Assistance
Just Architecture recognizes that alcohol and drug abuse and addiction are treatable illnesses. We
also realize that early intervention and support improve the success of rehabilitation. To support
our employees, our drug-free workplace policy:
Encourages employees to seek help if they are concerned that they or their family
members may have a drug and/or alcohol problem.
Encourages employees to utilize the services of qualified professionals in the community
to assess the seriousness of suspected drug or alcohol problems and identify appropriate
sources of help.
Ensures the availability of a current list of qualified community professionals.
Allows the use of accrued paid leave while seeking treatment for alcohol and other drug
problems.
Treatment for alcoholism and/or other drug use disorders may be covered by the employee
benefit plan. However, the ultimate financial responsibility for recommended treatment belongs
to the employee.
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11. Confidentiality
All information received by the organization through the drug-free workplace program is
confidential communication. Access to this information is limited to those who have a legitimate
need to know in compliance with relevant laws and management policies.
Shared Responsibility
A safe and productive drug-free workplace is achieved through cooperation and shared
responsibility. Both employees and management have important roles to play. All employees are
required not to report to work or be subject to duty while their ability to perform job duties is
impaired due to on- or off-duty use of alcohol or other drugs.
In addition, employees are encouraged to:
Be concerned about working in a safe environment.
Support fellow workers in seeking help.
Report dangerous behavior to their supervisor.
It is the supervisor's responsibility to:
Inform employees of the drug-free workplace policy.
Observe employee performance.
Investigate reports of dangerous practices.
Document negative changes and problems in performance.
Counsel employees as to expected performance improvement.
Clearly state consequences of policy violations.
Communication
Communicating our drug-free workplace policy to both supervisors and employees is critical to
our success. To ensure all employees are aware of their role in supporting our drug-free
workplace program, all employees will receive a written copy of the policy.
Electronic Media
Just Architecture provides “business computers,” digital cameras, electronic mail (“e-mail”)
Internet and Intranet access. Business computers are all company workstations that are the
property of Just Architecture, including desktop, laptop and notebook computers. All users are
responsible for ensuring that these resources are used in accordance with Company policy and
the law.
In addition to business computers, all e-mail messages and electronic files created or stored on
such business computers, Company-provided hard disks or any other removable media are
Company property and, along with use of the Internet, may be subject to Company monitoring.
Just Architecture may monitor for inappropriate use, security, network management and other
business reasons. Users may also be subject to limitations on their use of computer-related
resources at the discretion of Just Architecture.
Just Architecture’s electronic media systems (i.e., e-mail, Internet) incorporate guidelines for
personal use, however, users do not have a personal privacy right in any material created, sent,
received or stored, and such material is the sole property of Just Architecture. The distribution of
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12. any information through electronic media systems or the storage of any information on a user’s
computer is subject to review by Just Architecture. Just Architecture has and reserves the right
to access, enter, search, inspect, monitor, and disclose the contents of any user’s computer files
or e-mail messages at any time and for any reason without notice to the user. Among the reasons
that may warrant accessing a user’s computer files or use of electronic media is a need to
investigate activity which may constitute misconduct, represent a potential conflict of interest,
violate criminal or civil law, and/or adversely affect Just Architecture’s interests, the interests of
Just Architecture’s customers, partners, subsidiaries or the interests of any employee of Just
Architecture.
This policy also applies in circumstances where users are accessing Just Architecture-provided
electronic media systems from a remote location (i.e. home). Use of a business computer, digital
camera or Company-provided electronic media system constitutes consent to all of the terms and
conditions of this policy.
Prohibited Uses of the Computer, Digital Camera, Internet and E-Mail
It shall be a violation of this Policy for any user to:
Send messages that contain obscene, hateful or derogatory language, or that violate in any
way Just Architecture’s equal employment opportunity or non-discrimination and anti-
harassment policy, including the transmission of improper or offensive material relating to
race, sex, age, religion, nationality, sexual orientation, disability or any other characteristic
protected by law.
Send messages that are defamatory or intended to annoy, harass or intimidate another person.
Solicit business for personal gain or profit.
Send solicitations (for any cause or concern), advertisements, or classifieds.
Send chain letters or any message containing a system/virus notification.
E-mail messages regarding a system/virus alert originated by Just Architecture’s System
Administrator may be forwarded as appropriate.
Send e-mail to more than thirty (30) persons without proper authorization.
Access any Internet sites that contain adult-oriented, pornographic, obscene, indecent, racist,
or otherwise inappropriate material, and/or downloading, printing or copying such material.
Make or post indecent remarks or materials.
Send (upload), receive (download), reproduce or distribute commercial software or any
copyrighted materials, trade secrets, plans and designs, proprietary financial information or
similar materials without appropriate authorization. If you are unsure about whether certain
information is copyrighted, proprietary or otherwise inappropriate for transfer, you should
resolve all doubts in favor of not transferring the information and consult the Corporate Legal
Department.
Send confidential or proprietary Company information to persons not authorized to receive it,
which information includes, but is not limited to: financial information, new business and
product ideas, marketing strategies and plans, customer lists, technical product information,
computer source codes and information about business relationships.
Knowingly input any false or inaccurate information into any Just Architecture system.
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13. Examine, change or use another person’s files, messages or user name without appropriate
authorization (except for authorized System Administrators).
Use another person’s computer without authorization or for any improper purpose.
Use another person’s User I.D. or password.
Use Company equipment to perform work for another entity.
Install software on Just Architecture business computers without proper authorization or
otherwise violate the Software License Policy described herein.
Use business computers or electronic media systems in a manner that interferes with the
user’s job duties, the duties of others, affects productivity or consumes significant resources.
Disable any type of Anti-Virus program (e.g. Norton), which is installed on all business
computers or servers, connected to Just Architecture’s computer networks.
Intentionally introduce and/or execute a computer virus or a similar type malicious code with
the intent of disrupting company operations.
Knowingly establish or allow suppliers, vendors or contractor’s local or remote access to Just
Architecture’s business computers, electronic media systems (including the Intranet) or other
network resources without appropriate authorization from Human Resources and the
Information Technology Group.
Any employee who discovers or becomes aware of a violation of this policy should report the
violation to Michael Just. Users who violate this Policy may be subject to disciplinary action, up
to and including termination. Just Architecture also reserves the right to report any illegal
conduct to the appropriate authorities.
Use of E-Mail, Internet and Text Messaging
Company business computers and electronic media systems are provided to users to assist them
in conducting Company business. However, Just Architecture recognizes that the above systems
may be utilized for personal use. These systems are to be used primarily for business use, but
limited non-business use on personal time is permitted, provided such use does not waste
company resources or affect employee productivity.
Any personal use of Company provided business computers, electronic mail or Internet access
must comply with all provisions of Just Architecture’s Electronic Media Policy.
Just Architecture also recognizes that e-mail often substitutes for telephone communications and
can therefore elicit less formal communications than are typically found in paper memoranda.
Therefore, Just Architecture encourages its users to write e-mails with no less care, judgment and
responsibility than they would use for letters or memoranda written on Company letterhead.
An important difference between e-mail and paper memoranda is that it is much easier to
transmit e-mails. In fact, e-mails are often misdirected or forwarded and may be viewed by
many people other than the intended recipient. All e-mail messages are stored on a central back-
up system in the normal course of data management and may be recovered at a later date.
Because of the informal nature of e-mail, it is also easier for statements made in e-mail to be
misinterpreted or taken out of context. Users are expected to demonstrate professionalism in the
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14. creation of all correspondence, either in written or electronic form, and avoid making statements
that would reflect unfavorably on the user or Just Architecture.
On occasion, a user may receive an inquiry from the press or other organization via e-mail.
Please do not respond. Instead, forward the message to either the Internal Communications or
Corporate Legal Department.
Use of Electronic Media Systems by Third Parties
Just Architecture’s business computers and/or electronic media systems (excluding the Intranet)
may be used by independent contractors, consultants, customers, and suppliers. Third party
employees are defined as any employees not paid compensation through the Just Architecture
Inc. payroll system. These third parties will be granted such access only if they agree, in writing,
to abide by the terms and conditions of this Policy. The third parties who desire such access
must first receive authorization from business manager or department head and the Information
Technology Group.
Security Precautions
Sensitive and/or confidential Just Architecture documents should not be displayed on
terminals when anyone other than an authorized user is present.
Just Architecture encourages users of its business computers and electronic media systems
to use password protection. Windows-based, timed Screen Savers with Password protection
are provided by the Windows Operating system. A maximum of a fifteen-minute timer is
highly recommended for screen savers with password protection. “Power-On” Passwords
that limit access to the Desktop computer upon power-up are highly recommended for
additional security. However, neither the use of passwords nor other security measures in
any way diminish Just Architecture’s right to access such computers or systems. Users are
responsible for the security of all passwords and identification codes issued to them.
Passwords should be changed periodically to prevent unauthorized access and should be
unique to the individual user.
Confidential and/or sensitive documents should not be stored in a database where
unauthorized persons can access them.
Users of business computers and electronic media systems should routinely delete outdated
or otherwise unnecessary e-mails and computer files. These deletions will help keep the
system running smoothly and effectively, as well as minimize maintenance costs.
Non-Discrimination and Anti-Harassment Policy
Each individual has the right to work in a professional atmosphere that promotes equal
employment opportunities and prohibits discriminatory practices, including harassment.
Therefore, the Company expects that all relationships among persons in the office will be
business-like and free of bias, prejudice and harassment.
This policy should not, and may not be used as a basis for excluding or separating individuals of
any protected category from participating in business or work-related social activities or
discussions. In other words, no one should make the mistake of engaging in exclusion in order to
avoid allegations of harassment.
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15. Definitions of Harassment/Discrimination
a. Sexual Harassment constitutes sex discrimination and is illegal under federal, state and local
laws. For the purposes of this policy, sexual harassment is defined, as in the Equal
Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests
for sexual favors, and other verbal or physical conduct of a sexual nature when, for example:
(1) submission to such conduct is made either explicitly or implicitly a term or condition of
an individual’s employment; (2) submission to or rejection of such conduct by an individual
is used as the basis for employment decisions affecting such individual; or (3) such conduct
has the purpose or effect of unreasonably interfering with an individual’s work performance
or creating an intimidating, hostile or offensive work environment.
Sexual harassment may include a range of subtle and not so subtle behaviors and may
involve individuals of the same or different gender. Depending on the circumstances, these
behaviors may include, but are not limited to: unwanted sexual advances; subtle or overt
pressure for sexual favors; sexual jokes, innuendoes, advances or propositions; verbal abuse
of a sexual nature; graphic commentary about an individual’s body, sexual prowess or sexual
deficiencies; leering, whistling, touching, pinching, assault, coerced sexual acts, or
suggestive, insulting or obscene comments or gestures; display or circulation in the
workplace of sexually suggestive objects or pictures (including through e-mail); and other
physical, verbal or visual conduct of a sexual nature.
It is essential to understand that consensual romantic and sexual relationships between
employees in supervisory positions and their direct reports or other employees over which
they have some supervisory authority, as well as between co-workers, may lead to
unforeseen complications. The respect and trust accorded a more senior/supervisory person
by a staff member, as well as the power held by that person in evaluating or otherwise
supervising the staff member could diminish the extent to which the staff member feels free
to end or change the relationship. Therefore, each Scholastic employee should be aware of
the possible risks of even an apparently consensual sexual relationship. An employee who
enters into a sexual relationship with another employee, where there exists a difference in
seniority or power between the individuals involved, should be aware that if a complaint of
sexual harassment is subsequently made, it could be difficult to defend the charges on
grounds of mutual consent. With this in mind, Scholastic reserves the right to reassign or
rearrange reporting relationships or other roles of parties engaged in a consensual
relationship to avoid potential problems in this regard.
b. Harassment or discrimination on the basis of any other protected characteristic is also illegal
and strictly prohibited. Under this policy, harassment is verbal or physical conduct that
denigrates or shows hostility or aversion toward an individual because of his/her race, color,
religion, sex, national origin or ancestry, age, disability, citizenship, sexual orientation,
marital status or any other characteristic protected by law, and that: (i) has the purpose or
effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose
or effect of unreasonably interfering with an individual’s work performance; or (iii)
otherwise adversely affects an individual’s employment opportunities.
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16. Such conduct includes, but is not limited to: epithets, slurs or negative stereotyping;
threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the
workplace of written or graphic material that denigrates or shows hostility or aversion toward
an individual or group (including through e-mail).
Individuals and Conduct Covered Under the Policy
This policy applies to all applicants and employees, and prohibits harassment, discrimination and
retaliation whether engaged in by fellow employees, supervisors, managers or persons not
directly connected to the Company (e.g., outside vendors, consultants, clients or customers).
The kind of behavior described above is unacceptable in the workplace and in any work-related
setting outside the workplace, such as during business trips, business meetings, court
appearances and business-related social events.
Reporting Harassment, Discrimination or Retaliation
Employees are strongly encouraged to report all perceived incidents of harassment,
discrimination or retaliation, regardless of the offender’s identity or position. Individuals who
believe they have experienced conduct that is contrary to this policy or who have concerns about
such matters should informally discuss their concerns or formally file their complaint with
Michael Just.
The Company encourages individuals who believe they are being harassed to advise the offender
that his/her behavior is unwelcome and request that it be discontinued. Often this action alone
will resolve the problem. The Company recognizes, however, that it is not necessary for an
individual to speak directly with an offender about his/her concern if that individual feels
uncomfortable doing so. If for any reason an individual does not wish to confront the offender
directly, or if such a confrontation does not successfully end the harassment, the individual
should promptly notify Michael Just.
Retaliation is Prohibited
Retaliation against any individual who reports discrimination or harassment or participates in an
investigation of such reports is strictly prohibited. Retaliation is a serious violation of this policy
and, like harassment or discrimination itself, persons engaging in such behavior will be subject to
disciplinary action.
Timeliness in Reporting Improper Behavior
Prompt reporting of complaints or concerns is encouraged so that rapid and constructive action
can be taken before relationships become irreparably strained. While no fixed reporting period
has been established, early reporting and intervention has proven to be the most effective method
of resolving actual or perceived incidents of harassment, discrimination or retaliation.
Investigatory Process
Any reported allegations of harassment, discrimination or retaliation will be investigated
promptly. The investigation may include individual interviews with the parties involved and,
where necessary, with individuals who may have observed the alleged conduct or may have
other relevant knowledge.
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17. Confidentiality
In light of the important privacy interests of all concerned, the complaint and investigation will
be handled with sensitivity, and confidentiality will be maintained throughout the investigatory
process to the extent practical and consistent with adequate investigation and appropriate
corrective action.
Responsive Action
Misconduct constituting harassment, discrimination or retaliation will be dealt with
appropriately. Responsive action may include training, referral to counseling, and/or disciplinary
action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment,
temporary suspension without pay or termination, as the Company believes appropriate under the
circumstances. The reassignment of the complainant will not be an acceptable corrective action
unless the complainant requests such a reassignment.
Record of Complaint and Investigation
The Company will maintain a written record of each complaint and how it was investigated and
resolved. Written records will be maintained in confidence, to the extent practical and
appropriate. Written records will normally be maintained for at least the same time period as
other personnel records.
False and Malicious Accusations
False and malicious complaints of harassment, discrimination or retaliation, as opposed to
complaints, which, even if erroneous, are made in good faith, may be the subject of appropriate
disciplinary action.
Solicitation and Distribution
To limit outside intrusions in the workplace and prevent unnecessary harassment of employees, it
is the policy of Just Architecture to prohibit sales, solicitation and distribution during actual
working time. Sales of goods or services, solicitation for political candidates, funds,
membership or individual commitment to outside organizations by employees is not permitted.
Sales, solicitation or distributions for any purpose by an outside non-employee is prohibited on
company premises. Incidents of this nature should be reported to Michael immediately.
Distribution of literature for any purpose in this office by employees is not permitted. Premises
must be kept clean and free of litter at all times.
Off-duty employees are not permitted to sell goods or services, or distribute literature or to solicit
or otherwise interfere with or disturb working employees.
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18. TIME OFF
Vacation
Employees receive two weeks of paid vacation after one year of full-time employment after their
start date. Vacation is allotted on a calendar year basis and unused vacation at the end of the
year cannot be carried over into the following year. Requests for vacation time must be made to
Michael Just at least one month in advance of your vacation.
Additional vacation beyond the two weeks may be taken upon approval and will be unpaid.
Vacation requests may be made prior to the one year of full-time employment and if approved,
will be unpaid.
Vacation is not available to part-time employees. If employment is terminated at anytime during
the year, unused vacation days will not be paid out.
Personal/Sick Days
We recognize that from time to time you may need to take time off due to illness or to attend to
personal matters. Just Architecture allows five paid days annually to be used as illness and/or
sick days and unused personal/sick days at the end of the year cannot be carried over into the
following year. These days may be taken in 1/2 day increments. Personal days must be
approved at least one week in advance (if foreseeable) by Michael Just.
If employment is terminated at anytime during the year, unused personal/sick days will not be
paid out.
Holidays
Just Architecture recognizes 7 holidays per year. These holidays will be paid and are as follows:
New Year’s Day
President’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving
Christmas
To qualify for holiday pay, you must work the last scheduled work shift prior to and the next
scheduled work shift after the holiday, unless the absence was an excused absence or authorized
vacation.
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19. If you are absent because of sickness or injury over a holiday period you will receive holiday
pay. If a holiday falls during your vacation, your vacation will be extended by one day. Be sure
to verify this with Michael Just before you go on vacation.
If you should have to work on a paid holiday, you will be paid time and one-half for all hours
you work.
Personal Leaves
Just Architecture recognizes that unforeseen events may occur in the lives of its employees. If
such an event takes place, an employee may request a personal leave of absence. A personal
leave of absence must be requested in advance, when foreseeable and will be unpaid. An
employee may use vacation time and/or personal/sick days in lieu of the unpaid time.
Military Leave
The Uniformed Services Employment and Reemployment Rights Act (USERRA) provides
members of uniformed services certain protections. USERRA applies to all employers,
regardless of size. Employees and prospective employees covered by USERRA are those who
have served in and been honorably discharged from any of the uniformed armed services in the
United States (including the U.S. Coast Guard, the reserves, or the National Guard), are currently
serving in the military, or are enlisting in the military. A person’s entitlement to the protections
of USERRA terminates upon a dishonorable or bad-conduct discharge.
USERRA prohibits employers from discriminating against employees or prospective employees
because of past, current, or future military obligations. The ban is broad, covering most areas of
employment, such as hiring, promotion, reemployment, termination, and benefits.
Entitles members of uniformed services to reemployment without loss of seniority, status,
or pay for a certain period of time
Protects applicants and employees against discrimination because of their past, present,
or future military obligations or their intent to serve
Requires employers to make reasonable efforts to retrain or upgrade skills to qualify
returning employee
Extends health care and pension plan coverage during leave
Protection does not depend on the timing, frequency, duration or nature of service,
voluntary or otherwise
Military service treated as leave of absence; returning employee entitled to seniority and
other rights that would have accrued if employment had not been interrupted by service
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20. Under USERRA, members of uniformed services returning from duty have an
“unqualified” right to reemployment as long as the employee meets the following
conditions:
1. Employee provides advance notice of service, where possible;
2. Service does not exceed five years (in almost all circumstances);
3. Employee must not have been released from service under dishonorable or other
punitive conditions; and
4. The employee must timely report back to his/her employer.
Bereavement Leave
In the event of the death of a family member, Just Architecture would like to protect you from a
loss of earnings while you are making the necessary arrangements and attending the funeral.
If you have been employed at least 30 days, you will be paid up to a maximum of three days
absence for each occasion of death in your immediate family. That includes your children,
spouse, parent, brother, sister or mother and father -in-law. One day of paid leave will be
granted upon the death of other close relatives such as brother or sister-in-laws, grandparents,
aunts and uncles.
If you have been employed less than 30 days, you will be granted unpaid leave.
Please consult with Michael Just if extenuating circumstances exist. Just Architecture intends to
exercise the greatest degree of understanding and flexibility during these difficult times. It is
expected that you will also use your best judgment.
Jury and Witness Duty Leave
Just Architecture recognizes that you may be called to serve as a juror from time to time, or
summoned to appear as a witness. These are responsibilities that you as a citizen should fulfill.
Since Just Architecture employs less than ten employees, employees are entitled by law to
receive a portion of their salary equal to the per diem allowance normally paid by the State for
the first three days of jury service, provided that these three days are regularly scheduled work
days. The State will not pay these employees a per diem allowance for the first three days of jury
service which are regularly scheduled work days. Payment of the per diem allowance for jury
duty served on days that are not regularly scheduled work days, as well as for jury duty served
beyond three days, will be paid by the State as usual.
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21. INSURANCES AND OTHER BENEFITS
Health Insurance
Just Architecture provides Health Insurance after the first six months of employment. A portion
of this benefit is funded by the Company and the remainder is paid by the employee through
payroll deductions. Just Architecture will fund the following:
Single Unmarried Plan: $300 per month
Employee and Spouse Plan: $600 per month
Family Plan: $750 per month
An employee can participate prior to six months and will be required to pay the full cost. For
more information and enrollment, contact Michael Just.
Dental Insurance
Just Architecture provides the availability of dental insurance. The employee is required to pay
the full cost of this coverage. For more information and enrollment, contact Michael Just.
COBRA
Please note: If you resign or are terminated from Just Architecture’s employ, or if your work
hours are reduced, and this event makes you or your dependants no longer eligible to participate
in our health insurance plan, you and your eligible dependents may be able to continue to
participate in the health plan for up to 18 months at your (or your dependant’s) expense. This
continuation is commonly referred to as COBRA. (Consolidated Omnibus Reconciliation Act).
For further information regarding COBRA benefits, please contact the office.
Retirement Benefits – Pension Plan
Just Architecture provides a SIMPLE contributory pension plan to its employees managed thru
Fidelity Investments. The plan is designed to provide employees a monthly income at their time
of retirement. Employees are eligible to participate once they are employed and contributions
are deducted from the employees’ paycheck. Employees can contribute 0 – 100% of their salary
up to an annual amount as determined by the IRS. For 2009, the limits are as follows:
$11,500.00 – under 50 years old
$14,000.00 – over 50 years old
Just Architecture will match each participant’s salary deferrals, dollar for dollar, up to 3% of
their annual compensation.
For a summary of plan detail or if you have any questions, you can contact the plan
representative Jonathan Stone at (631) 462-6527.
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22. Unemployment Insurance
Unemployment insurance is protection for people who are out of work through no fault of their
own. It provides you a weekly benefit of about one-half your regular pay to keep you and your
families going while you look for a new job. Benefits are paid to people who have worked long
enough and earned enough in covered employment, are capable of work, and who are willing
and actively seeking work. These benefits are financed by Just Architecture through payroll
taxes, with no cost to you. While Just Architecture pays the full cost of unemployment
compensation, it does not decide who is eligible and how much benefit payments should be.
This eligibility is determined by the New York State Department of Labor.
Disability Benefits (Off the Job Injuries)
The New York State Disability Benefits Law protects you when you are unable to work for more
than seven calendar days due to an illness or injury that occurs OFF THE JOB and/or for
maternity. This benefit can pay up to 26 weeks of benefits after a seven day waiting period. Full
time employees are covered by this benefit after you have worked four or more consecutive
weeks. Part time employees are eligible on the 25th day of employment. The cost of this
insurance is shared between Just Architecture and you. Your share is deducted from your
paycheck.
During any period of disability, you need to regularly communicate with your supervisor, (at
least every two weeks) to keep him/her informed of any changes in your condition and your
expected date of return.
Worker’s Compensation (On the Job Injuries)
The provisions of the New York State Worker’s Compensation Law cover ON-THE-JOB
injuries. This benefit provides for the replacement of income, medical payments and survivor’s
benefits. The premium is paid for by Just Architecture at no cost to you. If you are injured on
the job, no matter how slightly, report the incident to Michael Just. Seek immediate medical
attention if the injury is serious enough.
Social Security
Social security is more than a paycheck deduction. It offers financial security for you and your
dependents. Both you and your company contribute to provide you with monthly checks and
medical coverage once you reach retirement age. It can also provide benefits during times of
disability, dependency and survivorship.
Social Security is a federally sponsored program that pays several kinds of benefits to employees
who have made regular contributions to the program during their working years. Many people
forget that the cost of Social Security coverage is shared; you pay half and your company pays
half.
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23. HANDBOOK ACKNOWLEDGEMENT STATEMENT
Employee Copy
I acknowledge that I have received and read a copy of Just Architecture’s Employee Handbook,
and understand its contents.
I understand that the handbook is a general guide and is not an expressed or implied contract of
employment. I further understand that I am employed at will, that both the company and I are
free to terminate the employment relationship at our discretion, at any time, with or without
giving reason or notice, and that no supervisor or other employee has the authority to alter this
relationship. I also understand that the company reserves the right to change, modify, amend, or
delete any polices/procedures or benefits in this handbook, or to increase employee
contributions, at its sole discretion, at any time, without notification.
________________________________________ ____________________
Signature Date
HANDBOOK ACKNOWLEDGEMENT STATEMENT
Employer Copy
(Please detach and return to Michael Just.)
I acknowledge that I have received and read a copy of Just Architecture’s Employee Handbook,
and understand its contents.
I understand that the handbook is a general guide and is not an expressed or implied contract of
employment. I further understand that I am employed at will, and that both the company and I
are free to terminate the employment relationship at our discretion, at any time, with or without
giving reason or notice, and that no supervisor or other employee has the authority to alter this
relationship. I also understand that the company reserves the right to change, modify, amend, or
delete any policies/procedures and benefits in this handbook, or to increase employee
contributions, at its sole discretion, at any time, without notification.
________________________________________ ____________________
Signature Date
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