brief information regarding organisation

1. Jehovah Nissi Arch Firm
we
design.we
build.

2. ABOUT:-
Our Firm Jehovah Nissi hold its mean that “The Lord!OurBanner!”
Actually we treat every work as ourFirst Project, and we want to make as wellas solve New Risks,by Innovative,
Creative, Impressivemannerin every work of us.
We habited to be not satisfied in the work done by us yesterday. But Want to make a better one today. Wellwe are
not creating the roof & walls;We are creating habitable and meaningful space transformed by human aspirations,
within to be lived in. We always habited to Design/Make a thing by considering its next larger content, Such a way,
a chair in a Room, A Room in a House, A house in a Boundary, A boundary in an environment.
Our Design and Construction Teams motivated towards creation of New things, Such a way learning for new
thoughts, not to work in conventionalmanner, Playing with new dimensions, Shapes.We are having profession as
Our hobby and Passion.
Mission Statement
Lead ourindustrybycreatingvalue for our customers,employees,andcommunities through
safe,qualityconstructionof the highestprofessional standard.
Our Values:
• Caringaboutour people andtheirfamilies
• CommunityInvolvement
• ExtraordinaryWorkEthic
• Passionforthe Work
Our Strategic Goals:
• PositionThe Jehovahnissi Archfirm asourclient’sfirstchoice fortheirprojects
• Have the most professional,skilledandreliableworkforce ineachof our locations
• Provide exceptional customerservice
• Master operational effectiveness
Employee HandbookEnglish01/11
Table of Contents
MissionStatementLeft
ValuesLeft
StrategicGoalsLeft

3. Welcome -
ImportantNotice -
Equal EmploymentOpportunity -
No HarassmentPolicy -
EmploymentStatus -
Hiring -
WorkingConditions -
Compensation -
Benefits -
Leavesof Absences -
SafetyandHealth -
Employee Conduct -
BusinessAttire -
Performance Evaluations -
Separationof Employment -
CommunicationSystems -
Acknowledgmentof ReceiptInsertEmployeeHandbookEnglish01/11

4. IMPORTANT NOTICE
This handbook is designedtoacquaint employeeswithThe Jehovah nissi Archfirm and some
informationabout working here.The handbook is not all inclusive,butis intendedtoprovide
employeeswitha summary of some ofthe company guidelines.Thiseditionreplacesall previously
issuedadditions.
EMPLOYMENT WITH THE JEHOVAH NISSI ARCHFIRM IS AT-WILL. Employeeshave the right to endtheir
work relationshipwith Jehovahnissi,with or without advance notice for any reason. Jehovah nissi has
the same right. The language usedin this handbookand any verbal statementsmade by management
are not intendedto constitute a contract of employment,eitherexpressorimplied,norare they a
guarantee ofemploymentfor a specificduration. No representative ofThe Jehovah nissi Archfirm,
other than the Presidentofthe Company,has the authority to enterinto an agreementof
employmentforany specifiedperiodandsuch agreementmust be in writing, signedby the President
and the employee.
No employee handbookcan anticipate everycircumstance or question.Afterreading the handbook,
employeesthathave questionsshouldtalk with theirimmediate supervisoror the Human Resources
department.In addition,the needmay arise to change the guidelinesdescribedinthe handbook.
Except for the at-will nature of the employment, Jehovahnissi therefore reservesthe rightto
interpretthem or to change them withoutprior notice. Employee HandbookEnglish01/11
EQUAL EMPLOYMENT OPPORTUNITY/ AFFIRMATIVE ACTION
The Jehovahnissi Archfirm iscommittedtocreatingaqualityworkenvironment,whichmakesfulland
effectiveuse of the talentsandcontributionsof all employeeswithoutregardtoage,color,gender,
pregnancy,national origin,race,religion,sexual orientation,disability,statusasa disable veteranorany
otherstatusprotectedbyfederal,state orlocal laws.
It istherefore the ongoingpolicyandpractice of Jehovahnissi toprovide equal opportunityin
employmenttoall employeesand jobapplicants.Thispolicyshall applytoall terms,conditions,and
privilegesof employment,includinghiring,training,promotion,transfer,compensation,benefitsand
termination.
The Human ResourcesDirectorhasbeenassignedthe responsibilityof overseeingcompliance withstate
and federal equal opportunitylawsandaffirmative actionregulations.Managersandsupervisorsatev-
erylevel of Jehovahnissi are accountable forthe implementationof thispolicyandforthe maintenance
of a discrimination-free workenvironment.
Employeesare encouragedtoseekassistance fromtheirimmediate supervisororHR Directorif they
believethattheyhave notbeentreatedinaccordance withthispolicy.Retaliationorreprisal against
personwhoinitiate complaintsorassistinthe investigationof acomplaintwill notbe tolerated.

5. NO HARASSMENT POLICY
The Jehovahnissi Archfirm strivestomaintainaworkenvironmentfreeof unlawful harassment.Indoing
so,The Jehovahnissi Archfirm prohibitsunlawful harassmentbecauseof age,color,gender,pregnancy,
national origin,race,religion,sexual orientation,anddisability,statusasadisable veteranoranyother
statusprotectedbyfederal,state orlocal laws.
Unlawful harassmentincludesverbal orphysical conductthathas the purpose oreffectof substantially
interferingwithanindividual’sworkperformance orcreatinganintimidating,hostile,oroffensive work
environment.Actionsbasedonanindividual’sage,color,gender,pregnancy,national origin,race,
religion,sexual orientation,disability,statusasa disable veteranoranyotherstatus protectedby
federal,state orlocal lawswill notbe tolerated.Prohibitedbehaviormayinclude butisnotlimitedto
the following:
• Writtenformsuchas cartoons, email,posters,drawingsorphotographs
• Verbal conductsuchas epithets,derogatorycomments,slurs,orjokes
• Physical conductsuchas assault,or blockinganindividual’smovements
Thisguidelineappliestoall employeesincludingmanagers,supervisors,co-workers,andnon-employees
such as customers,clients,vendors,consultants,andanyone havingbusinesseswith Jehovahnissi.
Sexual Harassment
Because sexual harassmentraisesissuesthatare to some extentuniqueincomparisontootherharass-
ment, Jehovahnissi believesitwarrantsseparate emphasis.
Jehovahnissi policyprohibitssexual harassmentandinappropriatesexualconduct.Sexualharassmentis
definedasunwelcome sexual advances,requestsforsexualfavors,andotherverbal orphysical conduct
of a sexual nature,when:
• Submissiontosuchconduct ismade explicitlyorimplicitlyatermorconditionof employment
• Submissiontoor rejectionof suchconductisusedas the basisfor decisionsaffectinganEmployee
HandbookEnglish01/11
individual’semployment
• Suchconduct has the purpose oreffectof substantiallyinterferingwithanindividual’swork
performance orcreatingan intimidating,hostile,oroffensiveworkenvironment
All employeesare expectedto conductthemselvesinaprofessional andbusinesslike manneratall
times.Conductwhichmayviolate thispolicyincludes,butisnotlimitedto,sexuallyimplicitorexplicit
communicationswhetherin:

6. • Writtenform,suchas cartoons,posters,calendars,notes,letters,oremail
• Verbal form,suchas comments,jokes,foul orobscene language of asexual nature,gossiping,or
questionsaboutanother’ssex life,orrepeatedunwantedrequestsfordates
• Physical gesturesandothernonverbal behavior,suchasunwelcometouching,grabbing,fondling,
kissing,massaging,andbrushingupagainstanother’sbody
Bringing Concernsto our Attention
If you have a concern or believe there hasbeenaviolationof the EEO/AA policyorharassment,
includingsexual harassment,please use the followingprocess. Jehovahnissi expectsemployeestobring
concernsto our attentionina timelymannertoenable the Companytoinvestigateandcorrectany
behaviorthatmay be inviolationof thispolicy.
Reportthe incident tothe Directorof HumanResourcesor the CEO of The Jehovahnissi Archfirm who
will investigatethe matterandtake appropriate action.Yourconcernswill be keptasconfidential as
practicable.If youare uncomfortable reportingyourconcernstoeither of these people,pleasecontact
any memberof the seniorleadershipteam.
Jehovahnissi prohibitsretaliationagainstanemployee forfilingacomplaintunderthispolicyorfor
assistingina complaintinvestigation.If youperceive retaliationformakingacomplaintoryour
participationinthe investigation,please follow the complaintprocedure outlinedabove.The situation
will be promptlyinvestigated.
If Jehovahnissi determinesthatanemployee’sbehaviorisinviolationof thispolicy,disciplinaryaction
will be taken,upto andincludingterminationof employment.
Dating and RelationshipHarassmentFree Guideline
The Jehovahnissi Archfirm desirestoavoidmisunderstandings,favoritismorthe appearance of
favoritism,possible claimsof sexual harassmentandthe employee moraleproblemsthatcanpotentially
resultfrompersonal orsocial relationshipsbetweenemployeesinthe company.Relativesand
individualsinvolvedinclose personal relationshipswithcurrentemployeesmaybe hired,however,
Jehovahnissi reservesthe righttoprohibitthese individualsfromworkingtogether,supervisingone
another,or workinginsituationswhere one individual audits,verifiesorisentrustedwithmoneyfrom
the other.To that end,everyemployee,includingbutnotlimitedto,supervisorsandexecutivesmust
disclose the existence of anyrelationshipwithanothercoworkerthathasprogressedbeyondaplatonic
friendship.Disclosure maybe made toyourimmediate supervisororthe Directorof HumanResources.
The disclosure will enablethe organizationtodeterminewhetheranyconflictof interestexistsbecause
of the relative positionsof the individualsinvolved.

7. EMPLOYMENT STATUS
Regular Employee
An employee whohascompletedanyintroductoryperiod, andisnothiredfora temporaryperiodorfor
a specificassignment.EmployeeHandbookEnglish01/11
Full-Time Employee
An employee normallyscheduledtoworkat least32 hours perweek.Full-timeemployeesare currently
eligible forJehovahnissi benefitsassetforthinthishandbook.
Part-Time Employee
An employee normallyscheduledtoworklessthan32 hoursperweek.Part-time employeesare
currentlynoteligible forJehovahnissi benefits.
Temporary Employee
An employee whoishiredintoajob establishedforatemporaryperiodorfor a specificassignment.
Temporaryemployeesgenerallyare ineligible for Jehovahnissi benefits.
Exempt/Salaried
An employee whosepositionmeetsspecifictestsestablishedbythe FairLaborStandards Act(FLSA) and
State lawand whoare therebyexemptfromovertime payrequirements.
Non-Exempt/Hourly
An employee thatiseligibleforpaidovertimeatone and one-half timestheirregularrate of pay forall
hoursworkedinexcessof 40 hoursper week.
FieldEmployees
Employeeswhospendthe majorityof theirworkatjobsitesconductingworkthat requiresphysical
labor.
Administrative Employees
Employeeswhopredominantlyperformworkinthe corporate orsatellite officesandthe majorityof
theirtasksare administrativeinnature.
HIRING
EmploymentDocumentation
All employeesmustsatisfyFederal requirementsregardingemploymenteligibility.A social securitycard
isonlyone of several documentsthatmaybe presentedbyacandidate forI-9 documentationpurposes.

8. The Jehovahnissi Archfirm does notrequire a social security card for I-9 documentationpurposes.
However,the companydoesrequire all employeestopresentacurrentcopyof theirsocial securitycard
for payroll processingpurposes. Jehovahnissi will be happytoassistthose withoutcurrentsocial
securitycardsto obtainthisdocument.
Background Checks
The Jehovahnissi Archfirmreservesthe righttoconductbackgroundchecks,includingmotorEmployee
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vehicle reportchecks,criminalrecordsdatabasesandworkerscompensationclaimschecks.
NewHire Orientation
We knowhowhard itis to take inall the informationaboutThe Jehovahnissi Archfirm,yourjob,and
our internal proceduresduringthe firstfew daysof work.Withthat inmind,we schedule everynewly
hiredemployee toattendatwo-hournew hire orientationthe monthaftertheirhire date.Thismeeting
isa time toreviewinformationabout Jehovahnissi,the divisionyouworkfor,paydays,overtime,time
cards, benefits,safetyandtoansweranyquestionsyoumayhave.We lookforwardtoseeingeachof
youthere.
If at anytime youhave a questionaboutany Jehovahnissi policyorprocedure,oranythinginthis
Handbook,please feel freetocontactyour supervisororHumanResources.
WORKING CONDITIONS
Work Week
Fieldemployeesare requiredtoworkthe hoursassignedbythe ProjectManager forthe project.This
may include requiredovertime.Overtime workforhourlyemployeesmustbe authorizedinadvance by
the ProjectManager or Site Superintendent.Exempt/salariedemployeesare requiredtoworkthe hours
necessarytoaccomplishtheirassignments.
Work Break/Lunch Break
Each hourlyemployeemaytake a workbreakof 10 minutesforeachfour-hourworkperiod.The
scheduling,if necessary,of workbreakswilldependuponthe day-to-dayworkconditions.
Fieldemployeesreceive30 minutesforluncheachdaywhere time isnotpaid.Office staff generallyre-
ceives60 minutesforlunch,unpaid,unlesspriorarrangementsare made withyoursupervisor.
Attendance/Punctuality
Employeesare expectedtobe inattendance,ontime,attheirdesignatedworkarea.The locationsof
manyof The Jehovahnissi Archfirm jobsitesrequire employeestotravel some distance.The same
expectationsare applicableforthose worklocations.If anemployee becomesillorotherfactors
intercede thatpreventthe employee fromworkinghisorherdesignatedhours,itisthe employee’s

9. responsibilitytonotifytheirsupervisororThe Jehovahnissi Archfirm office before the beginningof the
employee’sworkshift.
Anyunauthorizedabsence of anemployee fromwork mayresultindisciplinaryaction,whichmay
include termination.If anemployee doesnotcall inor reportto workfor three workdayswithoutprior
approval,the absence maybe viewedasjobabandonmentandthe employee’semploymentmaybe
terminated.
Lactation/BreastfeedingBreaks
As part of our family-friendlypoliciesandbenefits,The JehovahnissiArchfirm supportsbreastfeeding
mothersbyaccommodatingthe motherwhowishestoexpressbreastmilkduringherworkdaywhen
separatedfromhernewborn child.
For up to twelve monthsanemployeewhoisbreastfeedingherownchildoranadoptedchildwill be
provideduptotwo breakperiodsof 20 minuteseachplusanadditional 20minutesduringherlunch
periodtoexpressbreastmilkforhernewborn.The employeeandherimmediate supervisorwillagree
on the timesEmployee HandbookEnglish01/11
for these breaks.The JehovahnissiArchfirm hasdesignatedthe HRDirector’soffice asthe lactation
room.The LactationRoom isfurnishedwithseveral comfortable chairsnexttosmall tables.Italsohasa
refrigeratorreservedforthe specificstorage of breastmilk.
Human Resourcesmay require medical certificationto support the stated intentof this policy.
COMPENSATION
Pay Day
The Jehovahnissi Archfirmwilldistributepaychecksonthe 7thand the 22nd of each month.An
employeemaynotreceive apaycheckinadvance unlessauthorizedbythe CEOor his designate.
Payroll Deductions
The followingmandatorydeductions(if applicable)willbe made fromanemployee’spaycheck:
• Medicare
• Federal Income Tax
• State Income Tax
• Legal Garnishmentof Wages
Voluntarydeduction/arrangements,includingbutnotlimitedtothe following, maybe made froman
employee’spaycheckasauthorizedandpermittedbylaw:
• Medical Insurance forEmployee and/orFamilyMember(s)

10. • Tool Deductions
• HousingDeductions
Overtime/Non-ExemptEmployees
Anynon-exemptemployee whoworksovertime (in excessof 40 hoursin a seven-day,Mondaythrough
Sundayworkcycle or over12 hoursinone day) shall be paidovertime payatthe rate of one andone
half (1 and ½) timeshis/herhourlyrate of pay.Each workweekmustbe consideredseparatelywhen
computingovertime worked.Paymentsof overtime relate onlytonon-exemptemployees.
Job Closure
In the eventthatthe jobsare closeddue toinclementweather,powerfailures,etc.,non-salaried
employeesscheduledtoworkwill notbe compensatedforthe hours misseddue tothe closure.Division
Presidents,ProjectManagersorSite Superintendentwill decide onjobclosure.
BusinessReimbursementorBenefits
Eligible employeesare responsible forandare issueda Jehovahnissi credit,gasoline cardand/ora
Jehovahnissi veEmployee HandbookEnglish01/11
hicle.Those employeesshouldsee theirsupervisorsfordetailsonthe properandauthorizeduse of
these items.
Mileage Reimbursement
Eligible employee’sapprovedautomileage isreimbursedata rate set by The Jehovahnissi Archfirm in
compliance withthe IRSGuidelines.Eligibleemployee’sapprovedexpensesforparking,occasional
meals,etc.,are reimbursedwithreceiptsandcompletionof voucherforms.
Work Out of Town
Travel time to out-of-townwork isnotnormallycompensatedunlessitoccursduringthe employee’s
normal workhours,but may be compensateduponapproval byyoursupervisor.Those whoare given
the responsibilitytodrive otheremployeestoworksitesoutof townina Jehovahnissi vehiclewillbe
paidfor the time theydrive.Driversmayeitherbe paidtheirnormal hourlyrate forthe time theydrive,
or an agreeduponsetrate for eachday of driving.
A perdiemisa set amountof money,whichmaybe paidto an employee tocoverordinaryand
necessarybusinessexpensesincurred,orreasonablyexpectedtobe incurred,byanemployee for
lodging,mealsandincidentalswhiletravelingawayfromhome overnight.Perdiemsdonotcovertravel
time.Perdiemsare notusedif the employee will be returningtohisor herhome the same day.
An employee isnottoput lodging,mealsorincidentalsontheir Jehovahnissi creditcardif theyare
receivingaperdiemforthe same.

11. BENEFITS
Health/Dental Insurance
Eligibility
Hourly/Non-Exemptemployeeswhohave beenemployedbyThe JehovahnissiArchfirm full-time
(averages32 hoursof workor more perweek) fora periodof 6 monthsare currentlyeligible toenroll in
the Jehovahnissi groupinsurance programs.Salaried/ExemptandAdministrative employeesare eligible
after30 days of full-timeemployment.
Newemployeeshave 30daysfrom theireligibilitydate toenroll inthe plan.Coverage electionscanonly
be addedor changedif you have hadthe followingstatuschanges:
• Marriage,divorce or legal separation
• Birthor adoptionof a child
• A change inyour spouse’semployment
Otherwise,youmayelectcoverage ormake changestoyourplanduringthe annual openenrollment.
Insurance BenefitPaidby The Jehovahnissi Archfirm
Regular,full-timeemployeesare currentlyeligible tohave apercentof that employee’s
Health/Dental/Life Insurance premiumpaidby Jehovahnissi.The Jehovahnissi contributionwillbe
basedon the premiumtocoverthe Employee HandbookEnglish01/11
individualemployee only.The employee isfree toaddhis/herfamilytothe plan.Howeverthe employee
will paythe full costof the premium.All premiumsare deductedonapre-tax basishelpingtoloweryour
taxable income.
The current schedule is:6months50%
18 months65%
30 months80%
UnemploymentInsurance
Jehovahnissi paysthe entire costof unemploymentinsurance forall employeesasrequiredbylaw.
Employeeswholose theirjobsmaybe eligible toreceive unemploymentbenefits.
Holidays
All Exempt/Salariedandadministrativefull-timeemployeeswillreceive the followingpaidholidays.
1. NewYear’sDay

12. 2. Memorial Day
3. Independence Day
4. Labor Day
5. ThanksgivingDay
6. ChristmasDay
If any of the recognizedholidaysoccurona Saturday the holidaywill be observedthe previousFriday.
Sundayholidaysare observedthe followingMonday.
Paidholidaysare notgrantedto temporaryor part-time employees.Employeesonanyleave of absence
are noteligibleforholidaypay.
Holiday payisnot consideredtime workedinthe computationof overtime.Employee HandbookEnglish
01/11
Paid Time Off
You are eligible toparticipate inthe paidtime off (PTO) programif youare a regularstatus,full time
employeescheduledtoworkat least 32 hoursper week.Once aneligible employeehascompleted
three monthsof continuousemploymenttheywill be able tostartusingaccrued PTO.
The amount of PTO youaccrue each yearis basedonyour lengthof service andaccruesaccordingto the
schedule below.PTOisaccruedas youwork.You will notaccrue PTOtime while youare on an unpaid
leave of absence oron long-termdisability.