emphand - atkins/media/files/a/... · atkins believes that the orientation process is crucial to...

Established in 1938, Atkins has become one of the largest international design and engineering consulting firms, with offices across the United States, Europe, the Middle East, and Asia Pacific. Our experience in the most vibrant markets in the world allows us to deliver the best, most up-to-date technical solutions to our clients' infrastructure projects by sharing expertise and knowledge on a worldwide scale. At the same time, Atkins understands the vital importance of being “local”— of having deep roots in the communities in which we live and work. In the US, our experience and office network span the nation and more than half a century. Our understanding of local requirements, practices, and culture allows us to be true partners with our clients. Atkins' core services in the US encompass engineering, planning, construction management, program management, environmental science, geomatics, architecture, landscape architecture, emergency management, asset management, and information technologies. Our clients represent a mix of both the public and private sectors and include regional, state, and federal agencies; counties and municipalities; development companies; airports; energy providers; toll road agencies; and contractors. Our ongoing success is based on the recognition that client satisfaction is paramount. Committed to helping lead the charge for a low-carbon economy, we assist our clients in fulfilling the social and practical challenges of an environmentally conscious world.

Dear Fellow Employee:

Welcome to Atkins! Your Company’s position is a proud one, attained through imaginative and effective management and earnest effort by a talented, loyal staff. This Handbook is intended to familiarize you with some of the policies, procedures, and practices which have contributed to the success of our firm, as well as provide information regarding employee benefits. Please take the time to read this material. We wish you success in your employment with Atkins and hope that your experience is satisfying and rewarding.

Sincerely,

Robert J. Paulsen President

According to business necessity, the Company classifies employees as:

Full Time (FT) Employment based on a 40-hour week in an established position. Eligible for all employee benefits. Includes students at fully accredited universities with established Internship programs to which the Company has committed support. Students in this

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category are expected to be responsible for any university fees related to their participation in the Internship programs.

Part Time Regular (PTR) Employment on a regular basis in an established job to work less than the 40-hour officially scheduled work week but no less than 24 hoursEmployment with the Company does not have a defined time limit. Eligible for some employee benefits on a reduced basis.

Part Time Temporary (PTT) Employment based on less than a 24-hour week on a continuous or as-needed basis. Employment to fill a temporary work assignment for a limited period of time (usually no more than 6 months) regardless of the number of hours worked per week. Eligible for limited employee benefits.

Part Time Co-Op (PTC) Students at fully accredited universities with established Co-Op programs to which the Company has committed its support. Eligible for some employee benefits on a reduced basis.

Atkins believes that the orientation process is crucial to the success of its new employees. One of the components of this process is the formal Human Resource orientation on the first day of employment, during which, required forms are completed, and insurance and other benefits, as well as certain Company policies and procedures, are explained.

It is the policy of Atkins to conduct post-employment background screenings for all new employees classified as full time (FT), part-time regular (PTR), and part-time temporary in salary grades E-14 and higher. Screenings will be conducted in accordance with the guidelines of the Fair Credit Reporting Act (FCRA) and include:

� Verification of social security number � Obtaining written references from the last two employers � Criminal background check from county and state of residence � Scholastic and professional records for exempt employees as applicable

Pre-employment screening of motor vehicle records is conducted for employees with driving duties or who are assigned Company vehicles.

The regular payroll week for all full-time employees is 40 hours beginning on Monday at 12:01 a.m. and ending on Sunday at midnight. Employees have the option to choose one of five work-schedule arrangements: the Standard 40; the Standard 40 plus Flex-time; the Compressed Workweek ending at 12:00 noon on Friday; the Compressed Workweek ending at 2:30 p.m. on Friday; and the Nine-Eighty, and have the ability to “revise “elections” twice annually. There is a one-hour lunch period. In its continued efforts to be responsive to client needs and deliver the quality and level of service that clients deserve, Atkins expects that some individuals, departments or functions, such as Receptionists or Technical Support may be unable to participate in the alternative workweek options due to coverage limitations in the office, or project or contract commitments, in which cases the Standard 40 (8:00 a.m. to 5:00 p.m., Monday through Friday) schedule will be used.

Due to contractual or business obligations there may be variations of work schedules as well as office operating hours.

Whenever it is necessary for employees to work overtime, the Company expects their understanding and cooperation. If you are subject to the overtime provisions of the Federal Wage and Hour Law, you will be paid overtime at the rate of 1.5 times your normal rate of pay for all hours worked after you have completed 40 hours in one week (or 8 hours per day in applicable States). For the purposes of arriving at the 408-hour rule, paid time off hours, holidays or paid absence will not count as time worked. Our payroll week begins on Monday at 12:01 a.m. and ends Sunday at midnight. Employees who are exempt from the overtime provisions of the Federal Wage and Hour law are not subject to this provision and, as professionals, are expected to work the necessary hours to perform their jobs.



Pay periods for all employees are bi-weekly. Employees are paid one week in arrears – an employee’s paycheck includes payment for all hours worked during the pay period up and including to the Sunday prior to payday. Any adjustments are reflected in the subsequent paycheck. Employees are paid every other Friday. For purposes of salary computation there are 26 pay periods and 2,080 working hours in a calendar year. If you are a full-time employee your annualized salary amount is divided into 26 bi-weekly paychecks. To arrive at an hourly rate, for purposes of overtime or other hourly adjustments, your annual salary is divided by 2,080 hours. To ensure accurate payrolls and project billing procedures, you must complete a weekly electronic time sheet every Monday by 11:00 a.m EST. To assist you in this task, we recommend that you input your time on a daily basis. The Company provides for direct deposit of paychecks into the financial institution(s) of your choice, and secure on-line access to your pay stub each pay period.

Code of Conduct

Atkins Code of Conduct for business ethics and compliance has been developed to provide practical guidance and procedures that each employee needs in order to make good business decisions and address the increasingly complex business environment. The Code of Conduct has been adopted as a statement of our core ethical standards and business values. It addresses general ethics and compliance concepts and gives employees a broad outline of acceptable behavior. The policies and procedures that apply to your job are based on the concepts in the Code. Every Atkins employee is required to behave in a manner that is consistent with the standards set forth in the code. If you do not understand something, you must seek counsel from your immediate supervisor, another manager or supervisor, our Ethics and Compliance Manager, or other company resources in Legal, Finance, or Human Resources. The Code, in addition to the Company’s policies and procedures, may be changed from time to time by the Company. Any changes will be promptly communicated to you. Upon receipt of the Atkins Code of Conduct from your Human Resource Representative, please take the time to read it and understand the standards that apply to your job. You are required to adhere to the standards of conduct in the Code.

Atkins will honor all income deduction orders, from a court or governmental agency, issued against an active employee and served on the firm. Affected employees will be notified by the Payroll Department prior to the payroll deduction taking place.

Your job performance will be monitored throughout the year by your supervisor, and your salary will be reviewed annually after an evaluation of your performance. If your performance warrants it and business/economic conditions permit it, you will receive an annual merit salary increase based on your performance rating, the established merit budget, and the relative position of your salary in the salary range. Throughout the year, but particularly during the bi-annual performance review sessions, your supervisor will discuss your performance and provide the opportunity for any necessary improvement. Each job in the company is analyzed against comparable jobs internally and in the external job market, and thereby placed in the proper salary grade within our salary structure. Each grade has an established rate range which denotes what the jobs in that grade may be worth to the firm and in the job market. These rates are periodically reviewed and adjusted to remain competitive.

The practice of engineering, planning, architecture and land surveying is highly competitive. Information concerning work in progress and particularly work that is in a promotional stage must be treated with utmost confidentiality as it can easily become detrimental to the firm if this information becomes known to adverse interests. All employees, whether technical or administrative, must protect the Company and its clients by not allowing copies of prints or plans, reports, etc., to be indiscriminately distributed.



Discretion should be exercised not only with whom, but also where, Company business is discussed. It is equally important that the business interests of our clients be protected; therefore, our clients or their affairs must not be discussed with outsiders.

Unless appropriate written approval is obtained, employees are prohibited from disclosing, or using confidential or proprietary information or trade secrets of former employers, or from bringing onto this Company’s premises or incorporating into any Company work product, any written or electronic materials or data which may contain confidential or proprietary information or trade secret information of a former employer (or any other entity or person) with whom they have a duty or other obligation of confidentiality.

All work performed for the benefit of Atkins is Company property and does not belong to individual employees. Even though prepared for a client, the work product generally belongs to the Company.

No plans, documents, materials, machines, equipment, etc., belonging to the Company may be removed from the premises without management’s authorization.

Furthermore, employees are strictly prohibited from making any copies of purchased computer software and the corresponding documentation (manuals, etc.).

It is the policy of Atkins that personnel may not engage in work for others, or on their own, after the normal working hours established by this Company unless such work is not competitive with or detrimental to the Company’s interests. Outside employment in engineering, planning, architecture, land surveying and other allied professional and technical services provided by this Company is not permitted, either individually or for another firm. In addition, no employee may have an ownership in another firm providing these services, unless such firm is publicly traded on a National Stock Exchange.

Any employee offered outside employment by others, or otherwise considering outside employment, shall inform his/her supervisor and the Atkins Ethics and Compliance Office of the character and amount of work and the circumstances surrounding such employment. If it is decided that such employment is in conflict with the interests of this company, the employee will be expected to decline the offer.

If it is decided that such employment is not in conflict with the interests of this company, then the employee understands and warrants that in conducting such employment or business he/she will not use company resources including, but not limited to, company time, company vehicles, the telephone, facsimile machine, copier, letterhead, or any other resources provided by this company.

Atkins is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA). It is the Company’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, the Company will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made the Company aware of his or her disability, provided that such accommodation does not constitute an undue hardship on the Company.

Information, information systems, communications and technology are critical components of Atkins businesses. All Atkins users must maintain the security, confidentiality, availability, and integrity of these resources. Violations of this policy may be considered serious breaches of trust, which can result in disciplinary action up to and including termination of employment or contract and prosecution in accordance with applicable federal, state, and local laws. The full text of this policy is available in the Company’s Information Technology Security Policy found in the Policies and Procedures Manual on the Intranet.



Any employee with a disability who believes they need reasonable accommodation to perform the essential functions of their job should contact the Human Resources department.

Atkins is committed to maintaining a work environment that is free from discrimination, harassment, and retaliation. In keeping with this commitment, we will not tolerate these actions against Company employees by anyone, including any supervisor, manager, co-worker, vendor, client, contractor, or other regular visitor of the Company.

Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status, such as sex, color, race, ancestry, national origin, age, disability, or other legally protected group status. The Company will not tolerate harassing conduct that affects tangible job benefits, that interferes unreasonably with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. Such harassment may include, for example, jokes about another person’s protected status, kidding, teasing or practical jokes directed at a person based on his or her protected status.

The prohibited conduct also includes: (a) epithets, slurs, negative stereotyping, or intimidating acts that are based on a person’s protected status; and (b) written or graphic material circulated within or posted within the workplace that shows hostility toward a person or persons because of their protected status.

Sexual harassment deserves special attention. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment is conduct based on sex, whether directed towards a person of the opposite or same sex, and may include explicit sexual propositions, sexual innuendo, suggestive comments, sexually oriented “kidding” or “teasing,” “practical jokes,” jokes about obscene printed or visual material, and physical contact such as patting, pinching or brushing against another person’s body.

All Company employees are responsible to help assure that we avoid discrimination or harassment. If you feel that you have experienced or witnessed harassment or discrimination, you are required to immediately notify your supervisor, your department head, the Corporate Human Resources Director or any other member of Company management. The Company forbids retaliation against anyone for reporting harassment or discrimination, assisting in making a complaint, or cooperating in such an investigation. If you feel you have been retaliated against, you are to notify the Corporate Human Resources Director, your department head, or your supervisor.

The Company will investigate all complaints of discrimination, harassment, or retaliation thoroughly and promptly. To the fullest extent practical, the Company will keep complaints and the terms of their resolution confidential. If an investigation confirms that a violation of this policy has occurred, the Company will take appropriate, corrective action including discipline up to and including immediate termination of employment.

Atkins maintains an Open Door Policy that is intended to provide effective and acceptable means for employees to bring problems, suggestions, or complaints concerning their employment to the attention of management.

The Company expects its employees’ help in assuring that discrimination/harassment/ retaliation is avoided. As such, you are required to immediately notify your supervisor, department head, the Corporate Human Resources Director, or any other member of management, if you feel that you have experienced or witnessed discrimination/harassment/retaliation. You need never hesitate in this matter, and your standing with the Company will not be adversely affected in any way.

All complaints will be investigated thoroughly and promptly, and to the fullest extent practicable, the complaints and terms of their resolution will be kept confidential. If it is found that a violation has occurred, Atkins will take appropriate corrective action, including discipline up to and including termination of employment

Atkins is committed to protecting the confidentiality and integrity of employee records, and issues the following guidelines for the proper receipt, possession, use, retention, and transmittal of personal information as well as providing references and employment verifications.



� Internal access to employee records will be limited to those in management who have a legitimate business-related need to know.

� Third party requests for information on current or former employees should be referred to Corporate Human Resources. This applies to written or telephone verifications from potential employers and/or credit granting institutions. Corporate Human Resources will respond to telephone inquiries by verifying dates of employment, salary and job titles. Response to written requests from prospective employers or banking institutions will be effected only when the request includes the employee’s signature authorizing the release of information. The Company will also cooperate with governmental agencies conducting audits or investigations.

� Employees requesting to see specific information in their files will be directed to their manager or Human Resources who will arrange a mutually convenient time for the files to be viewed. The Company does not permit files to leave the manager’s or Human Resources office or for photocopies to be made. However, photocopies of documents signed by an employee will be permitted in those states where there is a statutory requirement. Review of one’s personnel file will be done in the presence of the manager or Human Resources representative.

In instances where employees may wish to enter written material into their files, they may forward it to Corporate Human Resources for inclusion in their personnel files and provide a copy to their supervisor.

The possession and/or use of alcohol, illegal drugs, or any controlled substance on company property is absolutely prohibited and will be severely dealt with by the Company. Employees who report to work under the influence of, or in possession of, any illegal drugs or intoxicants will be subject to immediate disciplinary action, which may include discharge.

Atkins retains the right to require an employee to take a drug test at any time when, in the opinion of management, this is necessary. The Company also retains the right to make employment decisions based on the results of a drug test.

Our firm is proud to offer a working environment free of tobacco pollutants. Smoking is not allowed in any of our premises including Company vehicles or at indoor company-sponsored events.

You are encouraged to use a Company vehicle if available for business purposes. However, when a Company vehicle is not available, you may use your own if you have been given prior approval. You will be reimbursed for mileage at the rate approved by the CFO, plus parking and toll charges, by submitting an expense report accompanied by supporting documentation (receipts if applicable), and approved by your supervisor. No additional payments will be made for gasoline, repairs or other expenses incurred. When you use your own vehicle, you are responsible for maintaining proof of adequate automobile insurance and must have a current driver’s license.

The issue of safety and potential Company liability in the use of Cellular Telephones, Blackberry’s, IPod’s and other Wireless Communication Devices while driving is not to be taken lightly. Employees whose job responsibilities include regular or occasional driving are expected to adhere to the following:

� Refrain from using your wireless communication device (WCD) while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call or performing functions on their blackberry type devices.

� In situations where job responsibilities include regular driving and accepting of business calls, hands-free equipment must be purchased.

� Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a WCD for business use, are also expected to abide by the provisions above. Under no circumstances are employees allowed to place themselves or others at risk to fulfill business needs.

� Employees who are charged with traffic violations or who are involved in accidents resulting from the use of their WCD while driving, will be solely responsible for damages to any vehicle, including those owned, leased or rented on behalf of Atkins as well as damage and injuries to third parties, and may be subject to disciplinary action up to and including termination of employment.

� Employees are prohibited from using an IPod with a headset or similar device while operating a motor vehicle.



Management is expected to serve as role models for proper compliance with the provisions above and is encouraged to regularly remind employees of their responsibilities in complying with the safety provisions of this policy.

To ensure orderly operations and provide the best possible work environment, Atkins expects employees to follow rules of conduct that will protect the interests and safety of all employees as well as the firm. All full-time and part-time active employees are covered under this policy.

While not an exhaustive list, the following behaviors will not be tolerated:

� Insubordination or neglect of working responsibilities. � Theft, inappropriate removal or destruction of property belonging to the Company or it employees. � Working under the influence of alcohol or illegal drugs. � Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating

employer-owned vehicles or equipment. � Fighting or threatening violence in the workplace. � Sexual or other unlawful or unwelcome harassment, as well as any type of discrimination. � Possession of dangerous or unauthorized weapons, or materials such as explosives or firearms, in the workplace. � Unauthorized use of any Company-owned communication system, or other employer-owned equipment. � Unauthorized disclosure of business “secrets” or confidential information. � Dishonesty � Excessive absences and tardiness. � Any other behavior deemed inappropriate in a business environment.

While Atkins does not wish to regulate the behavior of its employees outside of working time, the Company has the right to expect them to conduct themselves appropriately while attending Company-sponsored activities and/or representing the firm in public or private meetings and functions.

Violation of the above rules of conduct, or such other conduct that may be deemed inappropriate or unprofessional by a reasonable person, may result in disciplinary action, up to and including termination of employment.

The safety and security of the Company’s employees, clients, vendors, contractors, and the general public are of vital importance. Therefore, acts of violence made by an employee against another person’s life, health, well being, family, or property will not be tolerated. Employees found guilty of acts or threats of violence will be subject to discipline, up to and including termination. In addition, no weapons of any kind (whether concealed or not) are allowed on Company premises and adjacent parking areas.

The premises of the Company, and those other areas in which you may be called upon to work, must be kept free of health and safety hazards. Any hazards known to exist must be reported to management so that remedial action can be taken.

In order to secure our buildings, security access cards or alarm codes are issued at some locations on an as-needed basis. Bearers of security access cards/codes are responsible for all the activity generated by such cards/codes.

“It Is Against Company Policy to Loan Your Card or Provide Your Security Access Code to Anyone!”

The Company strives to provide you with a working environment, which is comfortable, adequate, and at least equal to those customarily considered good practice in engineering and construction management companies. In order to achieve this, the following are prohibited:

� Excessive noise such as loud music, radios, tape recorders, etc. � Tending of children or pets in the workplace, except for sanctioned events. � Open display of offensive items, inappropriate posters, drawings, etc. � Possession of weapons of any kind.



� Any other behavior inappropriate in a business environment.

If you have to take time off from your normal working day, we ask that you notify your immediate supervisor in advance so that plans may be made to have other employees handle your workload, if necessary.

If it appears that you are going to be late in the morning, you should call your immediate supervisor as early as possible to indicate when you expect to come in to work.

In the event of illness or other emergencies, you should call your immediate supervisor as early as possible after the opening of the office.

Excessive absences and tardiness are among the grounds for disciplinary action which could result in termination of employment.

Where practical, a business casual dress policy may be adopted as the standard Monday through Friday. The Company expects that tasteful and appropriate attire will be worn. The objective is to have employees project a professional image while taking advantage of more casual and relaxed fashions.

� Regular business attire should be worn if clients might be visiting the office or if employees will be going outside the building for meetings or presentations.

� Individuals should always dress neatly and in good taste in clothes that are clean, ironed and well maintained.

� T-shirts with advertising or printing are not appropriate and should not be worn. � Casual footwear (but no beach-type) may be worn. While discouraged, sneakers may be worn if they are clean and

presentable. Employees who have client contact should refrain from wearing sneakers. � Jeans in good condition may be worn, but employees who have client contact should refrain from wearing jeans. � Shorts for females or males are not appropriate. � Female employees may wear slacks or skirts and tops. Clothing that reveal bare shoulders (such as halters), pants worn

below the waistline exposing the midriff, or excessively short skirts, are not appropriate and should not be worn. � Sexually provocative clothing which includes the observable lack of undergarments and exposed undergarments is not

acceptable. � Men’s shirts should have collars (golf shirts, sport shirts, etc.). Dockers or khaki trousers are acceptable. � Employees who visit job sites or those working in the field should wear clothing as required for their field assignments.

In addition to proper dress, employees are expected to maintain proper hygiene and present a clean, neat, and business-like appearance. For example, male employees are expected to be clean-shaven or to have neatly trimmed mustaches and/or beards. Female employees are expected to have neatly combed hair and moderate amount of make-up and jewelry if they wear any. Fragrances (perfumes/after shave) should also be used in moderation. Visible tattoos and body piercing do not contribute to a professional appearance and are discouraged.

Supervisors and managers are responsible for interpreting and enforcing the dress and grooming code in their areas of responsibility. This includes counseling employees who are inappropriately dressed. Discretion may be exercised on specific dress requirements appropriate to the visibility and activity in areas to which employees are assigned. Reasonable accommodations will be made for employees’ religious beliefs consistent with the business necessity to present a professional appearance.

Bulletin boards are located throughout our office areas and are one of our sources of communications between the Company and you. Important announcements and items of interest will be found here, so it is recommended that you check your bulletin board frequently.

The Company’s bulletin boards can also serve as a medium for employee notices. However, space and message content may be restricted. Employees may not display any type of printed material without prior review and approval by Human Resources.



Solicitation and distribution of literature on company property any time by non-employees is strictly prohibited. Solicitation and distribution of literature by employees on company property during working time, which in any way interferes with work production or client service, is also prohibited.

Our Progressive Discipline policy provides a sequence of warnings and reviews that managers may use in order to afford employees the opportunity to correct and/or improve unsatisfactory job performance, absenteeism, tardiness, or a combination of both, as well as other deficiencies. Failure to positively respond to Progressive Discipline may lead to termination of employment. This policy does not apply to severe infractions that may warrant immediate termination of employment. (See Discharges below.)

While we strive to adhere to and utilize our Progressive Discipline process, the Company does not waive its right to terminate an employment relationship at any time with or without cause.

Occasionally an individual fails to consider the interests of either the Company or his or her fellow employees in matters sufficiently serious to warrant immediate dismissal. Reasons may include, but are not limited to, any of the following:

� Insubordination, or neglect of responsibility. � Intoxication, drinking on the job or use of drugs without a prescription. � Conduct which is contrary to common decency, including any form of discrimination or harassment. � Divulging confidential information pertaining to the Company without authority of management or any use of such

information for personal gain. � Deliberate destruction or removal of Company or fellow-employee property. � Dishonesty, deceit and/or theft, including falsification of time, expense or other records. � Unauthorized possession of weapons of any kind. � Willful violations of company policy or safety rules.

If you plan to leave the Company, it is expected that two weeks written notice be given so that a satisfactory replacement may be obtained. Employees are expected to continue working during this period. Atkins reserves the right to accept a resignation anytime prior to the end of a notice period. Full-time resigning employees are invited to participate in the Exit Interview process. This can be done by completing an Exit Interview questionnaire and mailing it to Corporate Human Resources.

Should layoffs become necessary due to economic or business necessity, affected employees may receive either severance pay, advance notice of layoff, or a combination of both.

In order for our personnel records to be kept accurate and up-to-date, it is important that you notify your Human Resources/Administrative Representative of any of the following:

Change of name, address or telephone number, marital status or number of dependents, life insurance beneficiary, person to be notified in case of emergency, or if you obtain new/additional degree or professional registration.



The following is available to all full-time employees, as well as to part-time regular employees who work a minimum of 24 hours a week. Some medical plans may require more than 24 hours per week for eligibility purposes.

When you work with Atkins there is more to your paycheck than meets the eye. Additional dollars are expended by the Company on your behalf to provide a flexible benefits program. The benefits, under the Preferred Choice umbrella, assure family security. The program allows you to select from among several options to form a benefits package that fits your individual or family needs. Coverage is also extended to domestic partners

(same or opposite sex) of employees. Further information will come to you in separate booklets or communications that highlight each of the various plans. Some choices may be restricted due to provider’s inability to offer coverage because of geographical factors or the size of the local office.

The Preferred Choice program is mainly self-insured and subject to the regulations of the IRC Section 125, ERISA, and COBRA, and HIPPA. Although most benefits are effective on the first day of employment, some plan dates are subject to a waiting period and or underwriting approval. The program offers coverage for:

� Life Insurance/AD&D - Provides financial protection for you and your family in case of death or serious injury. Atkins currently offers basic and/or supplemental life coverage to all eligible employees and their dependents.

� Medical Plan - Most employees are able to choose from at least two plans: a PPO and a managed care such as an HMO; Some plans are subject to pre-existing condition limitations. All plans provide prescription benefits.

� Dental Plan - According to location, most employees are able to choose between 2 dental offerings: the Dental Preferred Organization (DPO) option or Dental Maintenance Organization (DMO) option.

� Long-Term Disability - Offers to the employee financial protection from inability to work due to permanent and total disability. Coverage is automatic. Active employment ceases upon approval for Long-Term Disability benefits. Employee is eligible for rehire if released by physician to return to work.

� Short-Term Disability - Provides income replacement to assist employees during a period of total disability caused by a non-work related illness or accident. The Atkins plan is secondary to State mandated plans.

� Cancer/Critical Illness Plan - Benefits may be payable to employee/dependent(s) if diagnosed as suffering from internal cancer or a covered critical illness as defined by the plan.

� Vision Care Plan - This program can cover the employee/family for all routine eye care including eye exams, eye glass lenses and frames, or contact lenses.

� Flexible Spending Accounts - Allows for payment of health-related and dependent care expenses with pre-tax dollars through two individual accounts (Health Care and Dependent Care), each with a maximum contribution of $5,000 and minimum of $240.

� Hospital Indemnity Plan - Elective program intended to provide supplemental income while employee (or dependent) is hospitalized.

� Long-Term Care - Provides benefits to employees and dependents who, while under medical attention, require long-term care due to cognitive impairment or loss of ability to perform routine day-to-day activities on their own.

This program provides employees with Company-paid time away from work for such reasons as vacations, illnesses, or other matters. While employees have the freedom to manage the use of this benefit according to their needs, it is expected that the needs of the Company be also taken into consideration. Use of Paid Time Off must be approved by your supervisor.

Full-time employees earn from 15 to 25 paid days every year in accordance with the following schedule:

� Up to 5 years of employment -15 days � Beginning of 6th year to 15th year - 20 days � After 15 years - 20 days + 1 day for each year, up to 25 days (reached at 20 years of

employment). Employees classified as part-time regular earn half of the amount provided to full-time employees.

Employees are allowed to carry over up to two times the annual PTO earned to the next calendar year. However, as of December 31 each year, any amount of unused PTO over this limit will be forfeited (except in states where this practice is unlawful).

The PTO Program provides the opportunity to exercise a “cash-in” option as follows:

Full-time Employees Full-time Employees hired before March 16, 2011 may cash up to forty (40) unused PTO hours provided they



maintain a reserve of at least forty (40) hours at the time of PTO cash-in.

Part-time Regular Employees hired before March 16, 2011 may cash up to twenty (20) unused PTO hours provided they maintain a reserve of at least twenty (20) hours at the time of PTO cash-in.

There will be no PTO cash-in for 2012 and going forward.

All full-time employees are entitled to eight (eight-hour days) paid holidays per year, as follows:

� New Year’s Day � Memorial Day � Independence Day � Labor Day � Thanksgiving Day � Day after Thanksgiving � Christmas Eve � Christmas Day

Part-time regular employees receive half of the above benefit if the holiday falls on their designated workday. Generally, holidays falling on a Saturday will be observed the preceding Friday; those occurring on a Sunday will be observed the following Monday.

In addition, the Company provides one (1) "floater" day per calendar year to be used at the Employee's discretion. This benefit is not pro-rated, is not cumulative (may not be carried forward year after year), and is not payable upon termination. Employees who wish to observe other holidays for religious, ethnic or cultural reasons may use the "floater" day, take the time off without pay or may use their accrued paid-time off. Employees wishing to take time off must notify their supervisors in advance.

Full-time employees may be eligible to be paid for time not worked under these circumstances:

� Bereavement: Up to twenty-four hours in a calendar year in case of death of family members which include spouse/domestic partner, children, parents, siblings or grandparents of the employee or the employee’s spouse/domestic partner;

� Professional registration examination: Up to sixteen hours to take examination, one time only. Study time is not covered.

Employees classified as part-time regular may be eligible for half of the above benefits.

Time charged for this benefit must have the prior approval of the employee’s manager. Employees are expected to return to work as soon as the reason for the absence has passed.

This benefit is not cumulative.

There may be times when, due to an emergency or unusual circumstance, you may need to be absent from work.

It is the policy of the Company to consider requests for leaves of absence without pay on an individual basis and in accordance with governmental regulations– Family and Medical Leave Act (FMLA) and other state and local government regulations.

You may be eligible under the FMLA for up to 12 weeks of unpaid, job-protected leave for any of the following reasons:

� For your own serious health condition that makes you unable to perform your job. � Birth of your child and to provide for his/her care after birth.



� Placement of a child with you for adoption or foster care. � To care for your spouse, domestic partner, child, or parent with a serious health condition. Also for the care of grandparent

or other household relative with a serious health condition and for whom you assume financial responsibility if you reside in any municipality where it is mandated by an ordinance.

� If you have a spouse, son, daughter, or parent on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation.

Additionally, if you are an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered Servicemember, you may be eligible for up to 26 weeks of unpaid leave to care for such covered Servicemember who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or on the temporary disability retired list for a serious injury or illness.

There are special provisions for the use of intermittent or reduced leave if such is taken because of the reasons above.

To be eligible for FMLA-covered leave an employee must have a minimum of one year of service and worked at least 1,250 hours during the 12-month period immediately preceding the commencement of the leave.

You may continue all Preferred Choice benefits while on leave, however, under certain circumstances if you do not return to work at leave’s end, you may be required to reimburse the Company for its share of premiums paid on your behalf during your FMLA leave. Employees must reimburse the Company for dependents’ or elective insurance coverage that would normally have been deducted from their pay.

Employees requesting leave also have other obligations such as: providing 30-days advance notice when leave is foreseeable; reporting every 30 days to their supervisor and ratifying the return date seven days before leave expiration; obtaining and providing at the beginning of the leave a certificate from the health care provider (if applicable) as well as a return-to-work certificate.

Employees who do not meet the eligibility requirements of the FMLA: An employee with less than a year of employment may be approved for up to 12 weeks of unpaid leave when the absence is due to the illness, injury, or pregnancy of the employee. These employees will be subject to the same conditions of leave as employees covered by the FMLA, and will receive the same Company contribution for their Preferred Choice benefits as they did prior to commencement of leave. Employees must reimburse the Company for dependents’ or elective insurance coverage that would normally have been deducted from their pay.

Employees needing time off due to extension of vacation (beyond PTO accrual), sabbatical, or other personal reasons may be approved for up to 30 days of unpaid leave in a “rolling” 12-month period (as described in Section I of the Leave of Absence Policy).

The full text of this policy is available in the Company’s Leave of Absence Policy found in the Policies and Procedures Manual on the Intranet.

During your employment you may be summoned for jury service. You are required to notify your immediate supervisor or manager as soon as the summons is received. If you are a full-time employee, the Company will continue to pay your normal salary for a period of up to ten days in a calendar year, and you are obligated to reimburse to the Company any payment received from the Courts for jury service. You may retain any travel reimbursement made by the court. Please remember that you are expected to report for work each day or period in which you are excused from jury service.

In accordance with governmental regulations, Atkins will grant leaves of absence to employees to serve in the U.S. armed forces, the various reserve units, or the National Guard. Upon completion of service, employees shall be restored to their former jobs with full seniority, or to positions offering the same pay, rank, and seniority.

If you are a full-time employee on approved Military Leave, you will receive benefits as follows:

� Employees serving for 31 days or less - Salary differential for up to ten (10) days. PTO accrual will continue during this 31-day period as well as normal company-paid insurance benefits for employee



and dependents. � Employees serving for a period in excess of 31 days due to national emergencies - Salary differential for up to six (6)

months and continuation of PTO accrual during this six-month period. Normal company-paid insurance benefits for employees and dependents will continue for 60 days. After 60 days, employee and dependents will be provided the option to continue coverage under COBRA.

If you are injured while performing your duties, or you contract a job-related illness, you must notify your supervisor at once, in order to avail yourself of the benefits provided under the Workers’ Compensation Act. For lost time due to a compensable workers' compensation claim, where the medical provider restricts attendance at work and the duration of the absence does not extend to the state's waiting period, Atkins will pay the employee's regular salary for up to 40 hours. The employee will begin to receive Workers' Compensation wage benefits directly from the insurance carrier after lost time extends beyond the state's waiting period (this period varies by state).

Atkins Career Planning and Development Program has been created to further the professional and career development of employees, to facilitate internal promotions, increase employee job satisfaction, and lower turnover.

The following programs are offered:

� Educational Assistance: Provides 80% reimbursement of tuition (comparable to state university) and books for approved job-related studies with grade of “C” or better. Employees must seek management approval prior to enrolling for classes

� Audio-Visual Lending Library � Professional Registrations: The Company encourages the licensure of qualified professionals, and may pay for initial

registration and renewal fees for the state where the employee works, as well as other states as required by business necessity.

� Seminars/Conferences: The Company sponsors attendance to pre-approved conferences and seminars. � Continuing Education Units (CEU’s) for Professional Registrations: Reimbursement for cost of program and time off. � Professional Memberships: Membership fees as well as meeting meal costs for approved professional

societies/associations in which employee maintains an active role. � Project Management Professional (PMP) Certification as offered by the Project Management Institute, and Certified

Construction Manager (CCM) Certification as offered by the Construction Management Association of America, as well as Leadership in Energy and Environmental Design (LEED) Certification.

Job opportunities at Atkins are posted on the Company’s intranet (e*net), or on its website. Employees can search the Employment Opportunities database via the Company’s e*net using criteria such as location, service, or title to identify specific openings available. Qualified employees may follow the Internal Job Application process by applying on-line to the specific job requisition. Generally, employees must be in their current jobs for at least one year before applying for another position.

In addition, Atkins website contains a “Careers” section which provides a listing by state to anyone in and outside the Company.

The Company strongly encourages employees to refer individuals who may be qualified to fill available openings.

Employee Profit Sharing

You are eligible to participate in the Atkins Corporation Employee Profit Sharing and Stock Ownership Plan upon hire. Vesting is according to schedule, with 100% after 5 years. Plan participation requires minimum 2% deferral of compensation through a 401(k) account with the Company matching 50% of the first 6% (up to 3% of eligible compensation). The Plan has the potential for additional Company contributions depending upon the firm’s profitability (part-time employees must work 1,000 hours in a

� Continuous learning through Atkins University which offers classroom training for leadership, project management, and business development, online webinars and self-study courses, as well as local office activities.



calendar year before being eligible for such contributions), and also offers the opportunity to self-direct investment of contributions.

The Employee Assistance Program (EAP) is an important benefit and resource available to you and your dependents (through an independent counseling service) for help with a variety of problems such as marital or family conflicts, emotional problems, stress, alcohol or drug abuse and a number of other concerns. You and your eligible dependents are entitled to up to three free consultations a year. Brochures are available at all offices.

Employees are afforded special banking benefits at Space Coast Credit Union as well as Bank of America and Citibank.

Additional information on these benefits are available on the e*net. At the home page, under HR & Benefits, click on My Benefit Information and further on My Employee Discounts to access such information.

Employees are offered discounts for various goods and services from participating vendors, including discounts for computers, cell-phone service, travel clubs, automobile purchases, entertainment venues, and auto/home insurance. Information can be found in the Employee Central page of the e*net.

The Company periodically researches and updates its benefits and programs to ensure that you receive the best courtesy discounts and recreational benefits it can offer.

The Company periodically sponsors different activities for your recreation. You are invited to join in these activities and get to know your fellow employees in a more relaxed and personal atmosphere. Information concerning these and other special activities and events are communicated through e-mail and/or posted on the e*net/bulletin boards at appropriate times.

Atkins seeks to recognize and reward employees in a variety of ways. The following are included in the Company’s Recognition Programs policy:

� Incentive Program � Program for Employee Recognition and Commendation (PERC) � Recognition of First Professional Registrations � Service Awards Program � Atkins Technical Journal

Incentive Program

This program is intended to reward employees in management, technical and administrative positions for extraordinary efforts and special contributions to the firm’s profitability. Participation is restricted to selected full-time employees in Salary Grade E-15 and above, with at least one year of service in the eligible grade and a consistent superior performance.

Program for Employee Recognition and Commendation (PERC)

The PERC was established to recognize and reward individual excellence on the job. An award under this program recognizes extraordinary



of a specific job, or having saved the firm significant dollars through cost reduction, or improvement in quality.

Recognition of First Professional Registrations

This award recognizes attainment of first state licenses (professional registrations) by technical, full-time employees.

Service Awards

The Service Awards Program is designed to recognize and show appreciation for the years of service rendered by employees.

� Awards given at two years of service, and choice program at five years of service and above, in 5 year increments. � Framed certificates beginning at five years of service.

Atkins Technical Journal

Technical staff is encouraged to consider participating in the Atkins Technical Journal, which will bring international exposure to our professionals’ work and expertise. The Technical Journal is organized by the Atkins Highways and Transportation technology group and is open to all disciplines.

Rev. January 2009



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