AB Group Employee Handbook

Purpose of Handbook

The purpose of our employee handbook is to provide a comprehensive guide to the policies, procedures, and expectations at A.B. Group PLLC. It serves as a reference for employees to understand what is expected of them and what they can expect from the company. Our handbook also helps reinforce our company’s culture and values, mitigate legal risks, and creates a consistent and equitable work environment. By providing a transparent and supportive work environment, we aim to foster growth and success for both our employees and the company.

Welcome You!

Mission

Spark connection around the world through efficient delivery of high-quality design.

Accomplished Through

• Hiring talented, diverse, and well-rounded teams.

• Being responsive to client needs and efficient in providing our services.

• Striving for excellence and always going the extra mile to do what’s right.

Core Tenets

1 Big Brain Small Ego

• Humble people admit their deficits and grow.

• Humble people are concerned with WHAT is right, not WHO is right.

• Hire and promote for humility, fire for ego and pride.

2 Grow or Die

• To grow: learn fast, fail fast, try again. To get more, be more.

• We are either growing or dying; there is no in-between.

• We are always ahead of the market, even if only by a few steps. Without that edge, we die.

3 Truth Above All

• Truth is best left untampered with. Don’t sugar coat it!

• Someone else’s reaction to the truth is not your responsibility.

• Our growth is directly correlated with the amount of uncomfortable conversations we are willing to have.

4 Speed is King

• Efficient speed is the number one currency in business relationships.

• Speed is more important than perfection.

• A good plan executed now is better than a perfect plan executed never.

5 Do the Boring Work

• Life is not a movie, and work is not always fun… But we do the work anyway.

• We do what our competition won’t do.

• Do right by others, no matter the short-term cost.

Our Leader Message to the Team

& CEO

Ladies and Gentlemen,

We find ourselves united today under the banner of our esteemed architecture design firm. As the leader of this exceptional team, I feel compelled to convey my vision, values, and expectations as we embark on this thrilling journey together.

In this noble endeavor, our mission at A.B. Group PLLC is to forge awe-inspiring architectural designs that breathe life into spaces and elevate the human spirit. We firmly believe that architecture possesses the extraordinary ability to transcend mere structures, stirring emotions and enriching the lives of individuals and communities alike. As a collective, we are bound by a steadfast commitment to push the boundaries of design, champion sustainability, and deliver nothing short of excellence in every undertaking.

At the very core of our triumph lies a set of unwavering values. These values shall serve as our compass, guiding us through the tempestuous seas of challenges and decisions, and shaping our approach to the arduous task at hand:

Founder

• Ingenuity: We shall foster an environment that nourishes boundless creativity, where audacious ideas and imaginative solutions are not merely welcome but actively encouraged. Embrace the power of your creativity and let it unfurl its wings within your designs.

• Collaboration: We shall embrace the spirit of collaboration, for in unity we shall find true greatness. Open communication, teamwork, and the free exchange of ideas shall be the keystones upon which our exceptional designs are built.

• Integrity: We shall stand firm upon the bedrock of integrity, adhering to the highest moral principles in all our endeavors. Honesty, transparency, and unwavering professionalism shall govern our interactions with clients, colleagues, and partners.

• Excellence: We shall strive unceasingly for excellence, for it is only through the pursuit of perfection that we may carve our place among the immortals. From the genesis of a concept to its final execution, we shall dedicate ourselves to delivering designs that surpass expectations, leaving an indelible mark upon the world.

• Continuous Growth: We shall nurture a culture of perpetual learning and improvement, for stagnant waters breed mediocrity. Embrace the opportunity for professional development, keep abreast of industry trends, and embrace the expansion of your knowledge and skills.

As proud employees of A.B. Group PLLC, you represent the very lifeblood of our success. Your unwavering commitment, undying dedication, and fiery passion for the noble art of architecture propel us ever forward. Together, we shall forge a workplace that reverberates with creativity, innovation, and a deep sense of camaraderie.

This employee handbook shall serve as your beacon, illuminating the path and providing you with vital information, policies, and guidelines. It shall be your compass, ensuring you remain steadfast in understanding our expectations, procedures, and the fruits of our labor. Remember, my comrades, that we are a formidable team. Let us rally around one another, celebrating our victories and transforming our challenges into stepping stones of progress. Together, we shall conquer the heights and leave an indomitable mark upon the architectural landscape.

I thank you for choosing to be a part of the esteemed ABG family. I eagerly anticipate the opportunity to toil alongside each and every one of you, witnessing the breathtaking designs that we shall forge together.

Lets rock and roll!

Alaa Bou Ghanem

Legal Stuff to Remember

Employment

At-Will Employment Statement

Employment with AB Group is voluntary and can be terminated by the employee or AB Group at any time, with at least 2-week notice. Our policy of employment-at-will is not subject to modification by any employee, owner, or leader, and is not intended to be a legal contract of employment. To confirm your understanding of this policy, you will be asked to sign the Receipt and Acknowledgment of the Employee Handbook.

Equal Employment Opportunity Statement

AB Group is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected status under applicable laws. We are committed to providing a work environment that is free from discrimination, harassment, and retaliation. AB Group values diversity and strives to promote an inclusive and welcoming environment for all employees. We encourage all qualified individuals to apply for employment opportunities with our company.

“Before God, we are all equally wise, and equally foolish.”

— Albert Einstein —

Non-Discrimination and Anti-Harassment Policies

AB Group is committed to maintaining a workplace free from discrimination and harassment of any kind. We believe that every employee should be treated with dignity and respect, and that everyone deserves a fair and equal opportunity to succeed.

Non-Discrimination Policy:

AB Group prohibits discrimination against employees and job applicants on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status or any other characteristic protected by applicable law. This applies to all aspects of employment, including hiring, promotions, terminations, compensation, and training.

Anti-Harassment Policy:

AB Group strictly prohibits any form of harassment, including but not limited to, sexual harassment, verbal harassment, physical harassment, or any other conduct that creates a hostile or offensive work environment. We will not tolerate any behavior that denigrates or shows hostility or aversion towards an individual because of their race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status or any other characteristic protected by applicable law.

Reporting:

AB Group encourages employees to report any concerns about discrimination or harassment in the workplace. Any employee who believes they have been subjected to such conduct or who witnesses it should immediately report it to their supervisor, HR representative or a member of the management team. All complaints will be investigated promptly and thoroughly, and appropriate action will be taken, including disciplinary action if warranted.

Retaliation:

AB Group will not tolerate any form of retaliation against an employee who reports discrimination or harassment or who participates in an investigation of such a complaint. Retaliation against an employee who makes a good faith report of discrimination or harassment is strictly prohibited and will result in disciplinary action.

We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness.

— Declaration of Independence —

Employee Classification and Compensation

AB Group classifies its employees as either exempt or non-exempt based on the Fair Labor Standards Act (FLSA) and state law. Exempt employees receive a fixed salary and are not eligible for overtime pay. Non-exempt employees are paid an hourly wage and may be eligible for overtime pay when they work more than 40 hours in a week. AB Group offers competitive compensation packages that take into account factors such as experience, performance, and market trends. Compensation may include base pay, bonuses, benefits, and other incentives. The company is committed to providing fair and equitable compensation for all employees.

Payroll and Benefits Information

At AB Group, we value our employees and believe in providing fair and competitive compensation. We operate on a biweekly pay schedule, with paydays falling every other Friday. Your earnings will be calculated based on the hours worked and your designated hourly rate. In addition to your base pay, we offer an elaborate benefits package, including health insurance, and paid time off. Details of our benefits program can be found in the employee handbook. We are committed to ensuring that all employees are compensated fairly and receive the benefits they deserve.

Company History

Founded: June 25 2021

After graduating from the Masters of Architecture program at UNC Charlotte, Alaa Bou Ghanem, a talented and ambitious 25-year-old architect, decided to embark on an unconventional journey by launching his own firm. AB Group, fueled by his passion for design and a desire to make a mark in the architectural industry, Alaa took a bold step to establish his presence in the field.

Launching a firm at such a young age presented its own set of challenges. Alaa knew that success would not come easily, but he was determined to overcome any obstacles that came his way. He recognized the importance of building a strong foundation for his firm, starting with careful planning and strategic decision-making.

To establish credibility and attract clients, Alaa leveraged his network and personal connections in the industry. He reached out to professors, mentors, and fellow professionals who had witnessed his growth and development as an architect. Their support and recommendations played a crucial role in helping Alaa gain early traction for his firm.

AB Group’s story continues to unfold as Alaa and his team strive to push the boundaries of design, create meaningful spaces, and leave a lasting legacy in the architectural industry.

Workplace Policies

Code of Conduct and Ethics

AB Group’s Code of Conduct/Business Ethics is built on our commitment to our clients and colleagues based on the values of HUMILITY, EXCELLENCE, and TEAMWORK. Each employee is expected to act with integrity and professionalism, maintaining the trust and confidence of our clients and all stakeholders.

AB Group adheres to the latest editions of professional codes, including the Code of Ethics and Professional Conduct of the relevant professional organizations.

• Code of Ethics and Professional Conduct of the American Institute of Architects

• Code of Ethics for Engineers published by the National Society for Professional Engineers

• Code of Ethics for Professional Conduct and Associate Member Conduct of the International Interior Design Association

All employees are expected to be familiar with these Standards (copies of these documents are included in our Policy Manual) and abide by them. Please contact your leader or Human Resources if you have any questions or concerns.

Attendance and Punctuality Expectations

At AB Group, we pride ourselves on maintaining a professional and efficient workplace. Our business hours are from 8am to 5pm on weekdays, and in-person attendance during these hours is mandatory. All employees are expected to arrive promptly and be ready to work at the beginning of their shift. Punctuality is critical, as being late or absent can cause delays and disrupt the work of others. If an employee is unable to come to work on time or is going to be absent, they must notify their supervisor as soon as possible. Excessive absenteeism or tardiness may result in disciplinary action, up to and including termination. We appreciate your commitment to our company and to maintaining a reliable and efficient work environment.

Commitment to Flexibility

Flexible work arrangements are crucial to attract and retain a diverse and talented workforce that aligns with AB Group’s culture. Such arrangements offer employees the flexibility to work when and where they prefer, allowing them to serve clients and undertake projects in new and innovative ways. These arrangements can be mutually beneficial, especially for tasks requiring independent attention, concentration, and minimal face-to-face interaction. All AB Group employees have access to a laptop to facilitate flexible work arrangements, subject to preapproval by their leader and mutual agreement to serve the best interests of the company and the employee. These arrangements reflect AB Group’s commitment to caring for employees and respecting their diverse work-life needs and interests. A comprehensive policy on flexible workplace and schedules is available in AB Group’s Policy Manual.

Note that work-from-home is acceptable “for good reason” pending the approval of the employee’s supervisor. (Ex. Medical reasons, Family reasons, etc… Note: Work from home Fridays is NOT good reason)

Dress Code Policy

AB Group has a dress code policy that requires employees to dress in business casual attire during regular office hours. This includes clean and neat clothing, appropriate footwear, and avoidance of revealing or offensive attire. However, when meeting with clients, employees are expected to dress in a more professional manner, including wearing formal business attire or business suits. It is important that all employees present themselves in a manner that reflects a professional image of the company to our clients.

Camera-On Policy

AB Group recognizes the importance of video conferencing as a means of communication in today’s workplace. To ensure a professional appearance, employees must: Always turn their cameras on before joining a video call. Dress appropriately for video meetings, following the dress code policy.

• Ensure adequate lighting before joining a video call.

• Have a clean and tidy workspace and avoid background noise.

• Conduct video meetings in a quiet and private location.

• Remove all animals from the room where the video call is being conducted. (ex. Pets, birds, etc.) AB Group will NOT tolerate any external distractions on video calls. The use of virtual backgrounds is discouraged. Instead, employees should use the background blur tool and if absolutely necessary, background used should be appropriate and not distracting. Employees are prohibited from recording and sharing the meeting without permission from all participants. Any technical difficulties should be reported to IT immediately to ensure a smooth and efficient meeting.

Drug Use Policy

AB Group is committed to maintaining a safe and healthy work environment for all employees. Drug use and abuse can have a negative impact on workplace safety, productivity, and overall business operations. Therefore, AB Group strictly prohibits the use, possession, sale, purchase, or distribution of any illegal drugs or controlled substances in the workplace or during work hours.

Employees are expected to report to work free from the influence of drugs or alcohol and to perform their job duties in a safe and responsible manner. The use of prescription drugs or overthe-counter medications that may impair an employee’s ability to perform job duties safely is also prohibited unless authorized by a healthcare provider.

In addition to the potential impact on workplace safety, drug use and abuse can have serious health consequences for employees. AB Group encourages employees who may have a drug or alcohol problem to seek help and support through available resources such as our Employee Assistance Program (EAP).

AB Group reserves the right to conduct drug testing for reasonable suspicion, following an accident or incident, or as part of a routine screening program. Refusal to submit to drug testing may result in disciplinary action, up to and including termination.

Violation of this policy may result in disciplinary action, up to and including termination. AB Group will also comply with all applicable local, state, and federal laws and regulations regarding drug use and abuse in the workplace.

Open door Policy

AB Group values open communication and recognizes the importance of constructive relationships and the elimination of counter-productive conflicts. We encourage our employees to share suggestions for improvements or raise concerns about the workplace. We believe the most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with your direct leader. However, if you do not feel comfortable discussing your concern with your leader, or prefer another avenue of communication, you are welcome to discuss your idea or concern with any leader and/or Human Resources. All employees should feel free to raise good-faith issues of concern without fear of reprisal, as we believe that open communication is essential to a successful work environment.

Workplace Safety and Security Protocols

At AB Group, the safety and security of our employees is of utmost importance. We strive to maintain a healthy and secure work environment for everyone.

To ensure workplace safety, all employees are required to comply with all relevant safety rules and regulations. This includes following all safety protocols when handling equipment and materials, wearing appropriate protective gear, and reporting any accidents, hazards or unsafe conditions to their supervisor immediately.

In addition, all employees are responsible for maintaining the security of the workplace. This includes safeguarding company property, locking doors and windows, and reporting any suspicious activity to the appropriate authorities.

AB Group also provides regular safety training and resources to employees to help them stay informed and prepared in case of an emergency.

We encourage all employees to report any safety or security concerns to their supervisor or HR, and we will take appropriate steps to address the issue promptly. By working together, we can create a safe and secure workplace for everyone at AB Group.

“Talent wins games, but teamwork and intelligence win championships.”

— Michael Jordan

Technology and Communication Usage Policies

AB Group understands the importance of technology and communication in conducting business, but also recognizes that there are risks involved. The following policies have been put in place to ensure that our technology and communication systems are used responsibly and safely:

Authorized Use:

All technology and communication systems provided by AB Group are for business use only. Employees must use these systems only for the purpose of performing their job duties.

Security:

All employees are responsible for safeguarding company technology and communication systems, including computer hardware and software, email, Internet access, and mobile devices. Employees must ensure that their passwords are secure and not share them with anyone.

Monitoring:

AB Group reserves the right to monitor all technology and communication systems for security and compliance purposes. Employees should have no expectation of privacy when using company systems.

Data Protection:

Employees must protect company data and confidential information by not disclosing it to unauthorized persons or entities. All employees must comply with AB Group’s data protection policies and procedures.

Prohibited Activities:

Employees are prohibited from using company technology and communication systems for any illegal or unethical activities, including harassment, discrimination, or the dissemination of harmful or inappropriate material.

Personal Use:

Limited personal use of company technology and communication systems is allowed, but it should not interfere with job duties or productivity.

Reporting Misuse:

If an employee suspects that technology and communication systems are being misused, they should report it to their supervisor or HR immediately.

Training:

All employees are required to receive training on technology and communication usage policies to ensure that they are aware of their responsibilities and the risks associated with technology and communication systems.

AB Group takes the security and responsible use of technology and communication systems seriously. Failure to comply with these policies can result in disciplinary action, up to and including termination.

Confidentiality and Data Protection Policies

AB Group recognizes the importance of maintaining confidentiality and protecting sensitive data. As an employee, you may have access to confidential information including but not limited to client information, financial information, trade secrets, and personal information of employees. It is imperative that all employees take appropriate measures to ensure the security and confidentiality of such information.

The following guidelines must be followed: Confidential information should only be shared with authorized personnel on a need-to-know basis.

Do not disclose confidential information to unauthorized personnel, including family and friends.

Do not access, view, or use confidential information for personal gain or benefit.

• Use strong passwords for all accounts, change them regularly, and do not share them with anyone.

• Do not leave confidential information unattended on your desk or computer screen.

• Do not download, copy, or remove any confidential information without authorization.

• Report any suspected or actual breach of confidentiality to your leader or the Human Resources department immediately.

• AB Group complies with all applicable laws and regulations regarding the protection of personal data. Any personal data collected from employees or clients will be processed lawfully and in accordance with the company’s privacy policy. Employees are expected to maintain the confidentiality and security of personal data at all times.

• Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

Work Expectations

Performance Expectations and Evaluations

At AB Group, we value and reward high performance, and we believe that providing timely feedback and regular evaluations help employees grow and succeed. Therefore, we conduct performance evaluations once a year in December.

We expect all employees to meet and exceed the standards set for their roles and responsibilities, and we encourage open communication between employees and their leaders throughout the year. Employees will receive constructive feedback on their work and will be given the opportunity to address any areas that need improvement.

Performance evaluations will consider both the quality of work and the level of engagement demonstrated by employees in their roles. We encourage all employees to take an active role in their evaluations and to use them as an opportunity for growth and development.

Rewards and recognition for high performance may include promotions, bonuses, and other incentives, and are at the discretion of the company. We believe in a fair and transparent evaluation process, and we will ensure that evaluations are conducted in a consistent and objective manner.

It is important to note that evaluations are not the only factor in determining promotions or salary increases. Factors such as business needs, market trends, and employee potential will also be taken into consideration.

We are committed to providing our employees with the tools and resources needed to succeed and to grow within our organization. Regular evaluations and feedback are an important part of that commitment, and we encourage all employees to take an active role in their performance and development.

Professional Development Opportunities

AB Group is committed to supporting the professional development of our employees. We recognize that investing in the growth and development of our employees is essential to their success, the success of our clients, and the success of our business.

We offer a range of professional development opportunities to all employees, including training programs, workshops, and mentoring programs. These opportunities are designed to help employees enhance their skills, knowledge, and abilities in their current roles, as well as prepare them for future career growth opportunities within AB Group. Employees are encouraged to take advantage of these opportunities to further their professional development. In addition, we expect employees to actively seek out opportunities to learn and grow, and to proactively engage in their own professional development.

Performance evaluations, which occur annually in December, provide an opportunity to discuss career development and professional growth goals with your leader. We value and reward high performance and recognize the importance of ongoing learning and development for our employees.

Performance Evaluation Requests:

1. Any employee, regardless of position or department, has the right to request a performance evaluation of their immediate supervisor or coworkers.

2. Performance evaluation requests can be made at any time during the year, and employees are encouraged to express their interest in these evaluations when they feel it is necessary or appropriate.

3. Performance evaluation requests should be submitted in writing to Alaa Bou Ghanem or the designated point of contact within the organization. The request should clearly state the reason for the evaluation and provide any relevant supporting information.

Onboarding and Training Procedures

At AB Group, we believe in providing our employees with the necessary training and resources to excel in their roles. We are committed to fostering a positive work environment where everyone can thrive, learn and grow. As a new employee, we want to ensure that you receive the proper onboarding and training to start your journey with AB Group.

Onboarding Procedures:

Upon acceptance of the job offer, you will receive an onboarding package which includes all the necessary paperwork and information about the company.

• You will be introduced to your manager and team members on your first day.

• Your manager will provide you with a brief overview of the company, its mission, values and culture.

You will be given a tour of the office and introduced to the facilities and amenities available to you.

You will be provided with the necessary equipment, software and access to systems to perform your job duties.

• You will receive training on our company policies and procedures, including our code of conduct, confidentiality and data protection policies.

• You will be provided with a detailed job description and performance expectations for your role.

• You will be enrolled in any necessary training programs or courses to develop the skills required for your position.

• Your manager will schedule regular check-ins with you to discuss your progress and answer any questions you may have.

Training Procedures:

Our training programs are designed to support employees at all levels, from entry-level to management.

Employees will receive regular opportunities to develop their skills and knowledge through internal and external training programs.

Managers will work with their team members to identify any skills gaps or areas for improvement and develop a training plan to address these areas.

• Employees will be encouraged to attend industry events, conferences and seminars to stay up-to-date with the latest trends and developments in their field.

• We offer online training resources, including access to e-learning platforms and training videos, to supplement our in-person training programs.

• All training activities will be tracked and recorded in our HR system for future reference. We believe that providing our employees with comprehensive onboarding and ongoing training programs is essential for their success and the success of AB Group. We are committed to investing in our employees and providing them with the resources they need to grow and excel in their careers.

Time-Off Policy

Paid-Time-Off (PTO) is accrued at a rate of:

• 1 Hr per 8 Hrs of Work

• 8 Hrs per pay-period (80 hrs per pay-period)

• Accruals are Uncapped

PTO Eligibility:

Employees working 30+ hours per week are eligible for PTO. Part-time employees are not eligible.

Disclaimer: Paid Time Off

1. Only employees who work a minimum of 30 hours or more per week are eligible to receive paid time off. This policy applies to all full-time employees in our organization. The requirement of working a minimum of 30 hours per week has been established to ensure that PTO benefits are provided to employees who meet the designated threshold of engagement and commitment to their work responsibilities. Part-time employees who work fewer than 30 hours per week will not be eligible for PTO benefits.

2. Overtime work does NOT contribute to PTO accruals.

3. No national holidays are granted without using PTO.

4. AB Group’s PTO accruals are designed to average around 26 days in one year and is intended to be used by employees for: Personal Vacation, Holiday, and Sick Days.

5. AB Group allows unlimited Unpaid Time-Off beyond PTO accruals subject to supervisor approval.

It is essential to understand that this eligibility criterion is subject to change and may be revised based on the company’s policies and any relevant laws or regulations that may apply. Any modifications or updates to this policy will be communicated to all employees in a timely manner.

Performance Improvement Plan [PIP]

AB Group is committed to supporting employees who are struggling to meet performance expectations. The Performance Improvement Plan (PIP) is a tool that can help employees improve their job performance by providing them with clear goals and performance expectations. The following procedures outline the steps that will be taken when a PIP is initiated:

Your Potential

Your Performance

Performance Concerns:

If an employee’s job performance is not meeting expectations, the supervisor will document specific areas of concern and meet with the employee to discuss the issues. The supervisor will explain that a PIP may be necessary to address the performance concerns.

PIP Creation:

If the supervisor determines that a PIP is necessary, they will work with the employee to create a PIP. The PIP will outline specific performance goals, a timeline for improvement, and any additional resources or support that will be provided.

PIP Discussion:

The supervisor will meet with the employee to discuss the PIP, review the performance goals, and answer any questions the employee may have. The supervisor will also explain that failure to meet the performance goals outlined in the PIP may result in disciplinary action, up to and including termination of employment.

“Success is not final, failure is not fatal: It is the courage to continue that counts.”

— Winston Churchill —

PIP Implementation:

The employee will be expected to follow the PIP and make progress towards the performance goals outlined in the plan. The supervisor will monitor the employee’s progress and provide feedback and support as needed.

PIP Evaluation:

After the timeline for improvement has ended, the supervisor will evaluate the employee’s performance and determine whether the performance goals outlined in the PIP have been met. If the goals have been met, the PIP will be closed, and the employee will resume their normal job duties. If the goals have not been met, the supervisor may extend the timeline for improvement or take disciplinary action, up to and including termination of employment.

AB Group is committed to providing employees with the support they need to improve their job performance. The PIP is a tool that can help employees meet performance expectations and continue to be successful in their role.

Expense Reimbursements

Licensing Exams and Industry Certifications

AB Group will cover the cost of all necessary licensing exams but only for successful attempts. Each employee shall submit to The Company the full exam payment receipt along with proof of successful completion to qualify for reimbursement. Furthermore, AB Group will reimburse for one industry certification of the employee’s choosing (ex. AIA, USGBC, CREW...)

Other Expenses

The Company will cover all reasonable, business-related expenses. Employees must have their manager’s authorization before incurring an expense on behalf of AB Group. Request for reimbursement for expenses shall be made on an employee expense form with itemized bills. Original receipts are required for all expenses. Expense reports should be submitted within 30 days after the end of the month, or the expenses may not be reimbursed. Employees may not be reimbursed for expenses that were not approved in advance and are deemed unnecessary or extravagant. While this cannot cover all possible situations, it establishes sufficient parameters for employees and managers to exercise reasonable judgment.

All travel and expenses must be pre-approved by your manager prior to booking or traveling. Airfare must be booked through AB Group’s approved travel vendor. The travel vendor is only to be used for coordination of your own travel for business purposes. It may not be used for coordination of family or personal trips. Payment for rental cars and hotels will follow the company’s expense reimbursement policy.

Travel Time

Before traveling, Employees need to discuss travel time requirements and time sheet recording (i.e., client project or overhead project) with their managers.

Overview of Client Engagement Process

Without our Clients There is NO Business

At AB Group, we are committed to providing exceptional services to our clients. Our client engagement process is designed to ensure that we understand our clients’ needs and deliver the best solutions to meet those needs.

Client Access to Employees:

Upon hire, employees will be granted a business email account and phone number, through which each employee is expected to communicate with clients under the supervision.

Every employee is expected to engage in communication with AB Group’s Clients and External partners during normal business hours: Monday - Friday from 8am to 5pm.

Employees are expected to deliver CLEAR, CONCISE and COMPELLING communication at all times.

Employees are highly encouraged to go the extra mile and communicate with clients and

external partners outside normal business hours, especially regarding urgent and time sensitive matters.

Initial Contact:

The client will contact AB Group via phone, email, or our website to express their interest in our services.

Consultation:

Our sales team will schedule a consultation with the client to gather information about their business and specific needs. This consultation may include a discovery call or meeting, during which our team will ask questions to gain a better understanding of the client’s goals, challenges, and expectations.

Proposal:

Based on the information gathered during the consultation, our team will prepare a proposal that outlines the scope of the project, timeline, and pricing.

Contract:

If the client agrees to the proposal, our team will prepare a contract that includes the terms and conditions of the project.

Kick-off Meeting:

Once the contract is signed, our team will schedule a kick-off meeting with the client to discuss the project in detail, including project milestones, timelines, and expectations.

Project Execution:

Our team will execute the project according to the agreed-upon timeline and deliverables. We will maintain regular communication with the client to ensure that they are satisfied with the progress and any changes are addressed in a timely manner.

Project Completion:

Once the project is completed, our team will review the deliverables with the client and ensure that they meet the client’s expectations.

Post-Project Follow-up:

Our team will follow up with the client after the project is completed to ensure that they are satisfied with the results and to address any additional concerns.

At AB Group, we strive to provide a seamless

and transparent client engagement process. We believe that open communication, careful planning, and attention to detail are essential to delivering successful projects and building strong relationships with our clients.

Project management and coordination protocols

Project Initiation:

1. Define project objectives, scope, and deliverables.

2. Identify key stakeholders and establish communication channels.

3. Assign a project manager to oversee the project.

Project Planning:

1. Develop a comprehensive project plan with timelines, milestones, and dependencies.

2. Allocate resources, such as personnel, budget, and equipment.

3. Create a risk management plan.

4. Establish a communication plan for effective collaboration.

Team Collaboration:

1. Foster open communication, trust, and collaboration.

2. Conduct regular team meetings.

3. Use project management software for communication and document sharing.

Project Documentation:

1. Maintain clear and updated project documentation.

2. Store documents in a central repository accessible to all team members.

3. Review and update documentation regularly.

Client Communication:

1. Assign a point of contact for client communication.

2. Conduct regular client meetings or status updates.

3. Respond promptly to client queries and concerns.

Quality Control:

1. Develop quality standards and guidelines.

2. Conduct regular reviews and inspections.

3. Implement a feedback loop for continuous improvement.

Change Management:

1. Establish a change management process.

2. Evaluate change requests based on impact.

3. Communicate changes and obtain approvals.

Risk Management:

1. Identify risks and develop mitigation strategies.

2. Regularly assess project risks.

3. Encourage proactive risk reporting.

Project Monitoring and Control:

1. Monitor project progress against timelines and milestones.

2. Track and report project metrics.

3. Take corrective actions as needed.

Project Closure:

1. Conduct a project review.

2. Document lessons learned and best practices.

3. Archive project documentation and deliverables.

Conflict of Interest Policies

AB Group is committed to conducting its business with integrity and impartiality. Employees are expected to act in the best interests of the company and to avoid situations where their personal interests could conflict with those of AB Group. This policy outlines the guidelines and procedures for managing conflicts of interest in the workplace.

Scope:

This policy applies to all employees of AB Group, including full-time, part-time, temporary and contract employees.

Disclosure of Conflicts of Interest: Employees are required to disclose any conflicts of interest that may arise in the course of their work. This includes situations where an employee has a personal interest in a matter that may affect the company, or where the employee has a relationship with a third party that could influence their judgment.

Examples of Conflicts of Interest:

• An employee or their family member has a financial interest in a company that competes with AB Group.

• An employee is related to or has a close personal relationship with a supplier, customer or competitor of AB Group. An employee uses their position at AB Group to benefit themselves or their family members, rather than the company.

Procedures for Managing Conflicts of Interest:

If an employee becomes aware of a potential conflict of interest, they must report it immediately to their supervisor or to the HR department. AB Group will then take appropriate steps to manage the conflict of interest, which may include:

Reassigning the employee to another role or project.

• Declining to participate in the matter that creates the conflict of interest.

• Requesting that the employees divest themselves of any financial interests that create the conflict.

Conclusion:

Consequences of Violating the Conflict of Interest Policy:

Violations of this policy may result in disciplinary action, up to and including termination of employment. AB Group takes conflicts of interest seriously and expects all employees to act with integrity and impartiality in their work.

AB Group is committed to conducting its business with the highest standards of integrity and ethical behavior. Employees are expected to act in the best interests of the company and to avoid situations where their personal interests could conflict with those of AB Group. By following this policy, we can ensure that we maintain our reputation for fairness, honesty and impartiality in all our dealings.

“For good ideas and true innovation, you need human interaction, conflict, argument, debate.”

— Margaret Heffernan —

Moonlighting Policy

At AB Group, we understand that our employees may have interests and talents outside their primary role within the company. We recognize the importance of work-life balance and respect our employees’ desire to engage in additional employment or entrepreneurial activities. However, in order to ensure the best interests of both our employees and the company, we have established the following moonlighting policy:

Definition of Moonlighting:

Moonlighting refers to engaging in any secondary employment, self-employment, or freelance work outside of regular working hours, whether it is in a similar field to architecture or not.

Prior Approval Requirement:

Prohibited Moonlighting Work:

All employees are strictly prohibited from performing work outside AB Group that is in anyway similar to the work that AB Group performs.

Employees who wish to engage in moonlighting activities must obtain prior written approval from their immediate supervisor and the Human Resources Department. Failure to obtain approval may result in disciplinary action.

By signing the acknowledgment form, employees confirm that they have read, understood, and will comply with the moonlighting policy outlined below.

Loyalty Matters

Confidentiality and Intellectual Property:

Employees must not use any company resources, confidential information, or intellectual property for moonlighting purposes. Any work created during moonlighting activities belongs solely to the employee, and the company holds no claim to it.

Professional Conduct: Employees engaging in moonlighting activities must conduct themselves in a professional manner, maintaining a high level of integrity and ethical standards. Any behavior that reflects negatively on the employee or AB Group is strictly prohibited.

Notification of Changes:

Employees must promptly inform their supervisor and the Human Resources Department of any changes in their moonlighting activities, including new engagements or the termination of existing ones.

Policy Violations:

Conflict of Interest:

Moonlighting activities should not create a conflict of interest or adversely affect an employee’s performance, responsibilities, or obligations to AB Group. Employees must avoid any activities that could interfere with their ability to fulfill their duties, or that may damage the reputation or interests of the company.

Time Commitment:

Employees are expected to prioritize their responsibilities at AB Group over any moonlighting activities. The time commitment required for moonlighting should not interfere with the employee’s regular working hours, cause excessive fatigue, or impact their ability to meet deadlines and deliver quality work.

Non-Compete and Non-Disclosure Agreements:

Employees must honor any non-compete or non-disclosure agreements they have signed with [Company Name] or any other organization. Moonlighting activities should not involve work that conflicts with such agreements.

Insurance and Liability:

Employees are responsible for ensuring that their moonlighting activities comply with applicable legal and insurance requirements. AB Group will not assume any liability for injuries, damages, or disputes arising from moonlighting activities.

Violation of this moonlighting policy may result in disciplinary action, up to and including termination of employment, depending on the severity of the infraction.

Digital Hygiene and Computer Usage Policy

Purpose

The purpose of this policy is to establish guidelines for digital hygiene and computer usage within our architecture design firm. By adhering to this policy, we aim to ensure the security, efficiency, and professionalism of our digital environment.

Employee Responsibilities

• Employees are responsible for using firm-provided computers and resources in a manner that aligns with this policy.

• Employees must report any suspected security breaches, vulnerabilities, or policy

violations to the designated IT personnel promptly.

Employees should exercise caution when handling sensitive or confidential information and follow data protection guidelines.

• Employees must comply with software licensing agreements and refrain from installing unauthorized software on firm computers.

• Employees should regularly update their computer systems, including operating systems and applications, to ensure security patches are applied.

Best Practices

1. Use strong, unique passwords:

Create strong and complex passwords for your accounts, including a mix of uppercase and lowercase letters, numbers, and special characters. Avoid using common passwords or reusing passwords across different accounts. Consider using a password manager to securely store and generate unique passwords.

2. Keep your software updated:

Regularly update your operating system, web browsers, and applications to ensure you have the latest security patches and bug fixes. Enable automatic updates whenever possible.

3. Enable two-factor authentication (2FA):

Enable 2FA whenever available to add an extra layer of security to your online accounts. It typically requires a second form of verification, such as a unique code sent to your mobile device, in addition to your password.

4. Be cautious of phishing attempts:

Be wary of suspicious emails, messages, or links that ask for personal information or login credentials. Avoid clicking on unknown links or downloading attachments from untrusted sources. Verify the legitimacy of a website or sender before providing any sensitive information.

5. Use reputable security software: Install and regularly update reputable anti-virus and anti-malware software to protect your computer from malicious programs. Run regular scans and ensure real-time protection is enabled.

6. Backup your data:

Regularly backup your important files to an external hard drive, cloud storage, or other secure locations. In the event of data loss or system failure, you can restore your files from the backup.

7. Secure your Wi-Fi network: Protect your home Wi-Fi network with a strong, unique password. Enable encryption (WPA2 or WPA3) to secure the data transmitted between devices and the router. Avoid using public Wi-Fi for sensitive activities like online banking.

8. Practice safe browsing habits:

Be cautious of the websites you visit and the links you click on. Stick to reputable websites and avoid downloading software from untrusted sources. Use ad-blockers and pop-up blockers to reduce the risk of encountering malicious content.

9. Limit personal information sharing:

Be mindful of the personal information you share online. Avoid posting sensitive data, such as your full address, phone number, or financial details on public platforms. Regularly review privacy settings on social media and other online accounts.

Termination of Employment

End of Employment Checklist

1. Return all company-issued electronic devices, including laptops, phones, and tablets. Make sure that all personal data has been removed from these devices before returning them. Additionally, make sure to return any accessories that were provided with the device, such as charging cables or adapters.

• Do not remove any software or hardware from computers and electronic devices. Only remove personal files if any. ABG IT will handle all necessary technology changes to devices. Submit all usernames and passwords for accounts and software that pertain to Employment. Accounts including but not limited to: Autodesk, Microsoft, Bluebeam, Adobe, McNeel, Sketchup etc…

2. Return any physical documents or files, including blueprints, project plans, and design notes.

3. Confirm that all company-owned software, including CAD and other design tools, has been removed from personal devices.

4. Delete any personal or confidential information stored on company devices or accounts. Make sure that you have removed any personal files or data that you do not want the company to access. Additionally, delete any bookmarks, favorites, or saved passwords that are associated with company accounts.

5. Remove any personal information, such as email or contact information, from companyowned databases or communication tools. Make sure that you have deleted any personal

information that you have added to company databases or communication tools, such as your email signature or contact information.

6. ABG will set up auto-forward on your email account stating that you have left the company and providing contact information for your replacement. This will help to ensure that anyone who contacts you after you leave knows how to get in touch with your replacement.

7. Return all keys, access cards, or other security devices that were issued to you. Additionally, make sure that you have returned any security-related documents, such as security policies or procedures.

8. ABG will cancel any subscriptions or services that were paid for by the company and are no longer needed. Make sure that you have canceled any subscriptions or services that were paid for by the company and are no longer needed, such as software licenses or cloud services.

9. Provide contact information for your replacement and for any ongoing project leads or clients that you were working with. Make sure that you have provided contact information for your replacement, as well as for any project leads or clients that you were working with, so that they can reach out to you or your replacement if needed.

10. Attend an exit interview, if requested, to discuss your departure and provide feedback on your experience with the company. Additionally, make sure to provide feedback in a professional and constructive manner.

Employee termination and ownership of work + media release form

End of Employment & Electronic Media Release Form (“Employee”)

Upon the decision by employer or employee to terminate employment with AB Group, employee is expected to review and execute an ownership of work and media release forms

Tuesday, March 28, 2023

EMPLOYEE ELECTRONIC MEDIA RESTRICTION AGREEMENT

This agreement (the "Agreement") is entered into on this

(the "Effective Date"), by and between: Architect Builder Group PLLC (“ABG”), a North Carolina Professional Limited Liability Company with its principal place of business at Charlotte, NC (the "Company"), and (“Employee”).

WHEREAS, during Employee's employment with the Company, Employee has had access to, and may have created or obtained, electronic files containing confidential and proprietary information owned by the Company (the "Confidential Information");

WHEREAS, the Company desires to protect its Confidential Information and prevent its unauthorized disclosure or use;

WHEREAS, the Employee understands the Company's desire to protect its Confidential Information and agrees to be bound by the restrictions set forth in this Agreement.

NOW, THEREFORE, in consideration of the mutual promises and covenants set forth herein, the parties agree as follows:

RESTRICTIONS ON USE OF ELECTRONIC MEDIA. Employee agrees not to take or use any electronic media, including but not limited to computer disks, flash drives, or other digital storage devices, containing the Company's Confidential Information after the termination of Employee's employment with the

Company Both parties acknowledge that use of the above listed and released files is permitted only per the use described under “List of Released Files”

RETURN OF ELECTRONIC MEDIA. Upon termination of Employee's employment with the Company, Employee agrees to immediately return to the Company all electronic equipment and media, including but not limited to computers, monitors, wire connections, computer disks, flash drives, or other digital storage devices, containing the Company's Confidential Information, as well as any copies or reproductions of such electronic media.

CONFIDENTIALITY OBLIGATIONS. Employee acknowledges and agrees that the Company's Confidential Information and Electronic Media is the sole and exclusive property of the Company, and that Employee has no right, title, or interest in or to such Confidential Information except as expressly provided herein. Employee agrees to keep the Company's Confidential Information confidential and to use it only for the benefit of the Company during the course of Employee's employment with the Company.

NON-DISCLOSURE. Employee agrees not to disclose the Company's Confidential Information to any third party, except as required by law, court order, or other legal process, and only after giving the Company prior notice of such requirement to the extent legally permissible.

ACKNOWLEDGMENT OF INJUNCTION. Employee acknowledges that any breach of the terms of this Agreement may result in irreparable harm to the Company for which there may be no adequate remedy at law, and that the Company shall be entitled to seek injunctive relief to enforce the terms of this Agreement.

GOVERNING LAW. This Agreement shall be governed by and construed in accordance with the laws of the State of North Carolina.

ENTIRE AGREEMENT. This Agreement contains the entire agreement between the parties and supersedes all prior negotiations, understandings, and agreements between the parties, whether written or oral.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first above written.

“Employee”

By (Signature):

Print Name:

Date Signed: AGREED TO AND ACKNOWLEDGED: Architect Builder Group, PLLC

Signature:

Print Name:

Date Signed:

Conclusion

Acknowledgment of receipt and understanding of the handbook and Disclaimer regarding handbook modifications.

I acknowledge that I have received a copy of the Employee Handbook and Policy Manual, which describes important information about AB Group, and understand that I should consult Human Resources if I have questions.

I have entered into employment with AB Group voluntarily and acknowledge that it is for no specified length of time. Accordingly, either I or AB Group may terminate the relationship at will, with or without cause, at any time, for any reason or no reason. I understand that neither this Manual nor any other AB Group policy, practice or procedure is intended to provide any contractual obligations related to continued employment, compensation, or employment contract.

Since the information, policies and benefits described here are necessarily

subject to change, I acknowledge that revisions to the Manual may occur, except to AB Group’s policy of employment-at-will.

I understand that AB Group may change, modify, suspend, interpret, or cancel, in whole or part, any of the published or unpublished personnel policies or practices, with or without notice, at its sole discretion, without giving cause or justification to any employee. Such revised information may supersede, modify, or eliminate existing policies. AB Group’s Executive Leadership and/or Board of Directors shall have sole authority to add, delete or adopt revisions to the policies in this Manual. Any written or oral statement by a leader contrary to the personnel policy manual is invalid and should not be relied upon by any employee.

I understand and agree that I will read and comply with the policies contained in this Manual and any revisions, am bound by the provisions contained therein, and that my continued employment is contingent on following those policies.

Signatures

Employee Full Name:

Employee Personal Email:

Employee Cellphone Number:

Employee Signature:

Employer Full Name:

Employer Work Email:

Employer Phone Number:

Employer Signature:

For Questions Please Contact

Alaa Bou Ghanem Founding Principal

300 East Blvd. C6 Charlotte NC 28203

(office): (980) 999-0213

(direct): (980) 949-0213

(email): alaa.boughanem@abgnc.com