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VisualScape Inc.
Company Information: VisualScapeis a locally owned, full-service landscape team of seasoned green industry experts with over 35+ years of collective experience in Landscape Maintenance, Landscape Installation, Design, Arbor care, Tree trimming, Irrigation,Horticultural services, Floriculture and Pest Control Services. VisualScape, Inc. proactive, customer-driven business model provides customers with a stress- impeccable. VisualScape was founded onJune 21, 2011, by Mr. Ivan C. Vila, President. Mr. Vila is a well- rounded business professional with over 25years of green industry experience and a proven track record of implementing customer service initiatives and quality control measures in two nationally acclaimed industry companiesservicing the South Florida, tri-county area. The key members of our team have worked together for over 25years and have over 35years of experience in the green industry. Our team has successfully completed large landscape maintenance projects to the following government entities such as: City of Coral Gables, Town of Cutler Bay, City of Hialeah, Village of Pinecrest, City of Fort Lauderdale, City of Tamarac, Florida Department of Transportation, City of Deerfield Beach, City of Doral, Miami Dade County, Pompano Beach, City of Oakland Park and Miami International Airport along with other, State and Federal contracts. Our executive staff, Mr. Juan C. Vila, C.O.O and other members of our management team have extensive experience managing similar contracts such as FAU, Ave Maria University and Valencia Community College. In addition, our management team has completed several installation projects for FIU under Vila & SonCorp. We use an innovative model to manage our customer relations (CRM) landscape industry, but successfully used in other states. The Client Relations Model provides a single point of contact for our client, facilitating proactive communication to ensure efficient, valuable service delivery. Your CRM representative will make sure your needs are taken care of, bring to your attention preventive measures and efficient/effective solutions to keep your landscape healthy. His main responsibility is to free you from managing your landscaping while keeping your grounds looking great! We have combined our extensive years of experience installing and maintaining landscapes with a customer-driven business model to guarantee not only that your grounds are going to look impeccable but that you will have one less thing to worry about. We have reviewed the scope of work/vision for this project and are confident in our ability to exceed your every expectation. City of Sunny Isleshigh regard for quality, service and value mirror our own core vision. VisualScape is a customer driven, locally owned landscape company creating partnerships with our customers. We take pride and ownership at every property that we service, and always consider the customer first in every decision we make. We are confident inour ability to meet and exceed the expectationsfor this project. and any unforeseen ground maintenance challengesthatmay arise. We are committed to customer satisfaction and fulfilling all requirements needed to provide the citythe very best grounds maintenance and landscaping services. WHAT SETS US APART: Local ownership Our experienced and capable management & supervision team implementing our CRM model Our careful focus and continuous evaluation of client requirements a clean, neat, and professional appearance Our safety-first policy throughout the organization and job sites Expert and professional services in a courteous, prompt and orderly manner Fully licensed and bonded with all required licenses, certifications, equipment,& fleet Pest management planning and pest control services Anticipated and quick response to unplanned grounds maintenance tasks: weather emergencies, emergency services, unscheduled cuts, special events, eradication, supply and install plants, irrigation system issues VisualScape is the current Landscape Contractor for the Park. Our Team is familiarwith The City, and we will build our current knowledgeto provide the best quality Landscape Management Services to the City of Sunny Isles Beach REQUIRED INFORMATION: In response to this ITB, all Bidders must provide the following: : VisualScape, Inc. th Company Locations: 17801 NW 137Ave, Miami, FL 33018 Internet Web Site Address: www.visualscapeinc.com Details of Entity Business Structure (Corporation, Partnership, LLC): Corporation st VisualScape Inc. is a Florida Profit Corporation founded in June 21, 2011. It was established under FEIN 45-2599402 with no subsidiaries. VisualScape is a locally owned, and minority owned company. The sole owners and President of VisualScape is Mr. Ivan C. Vila. There have never been any changes in the chain of ownershipor corporate structure since its inception. st Date Founded: June 21, 2011 Home office address and telephone number, and local address and phone th Number: Home Office: 17801 NW 137Ave, Miami, FL 33018 Phone: 305-362-2404 th Local Address and Local phone: 17801 NW 137Ave, Miami, FL 33018 Phone: 305-362-2404 List of any outstanding litigation that would threaten the viability of the firm orthe performance of this contract: Please see attached signed letter certifying there is no outstanding litigations that would threaten the viability of the firm or the performance of this contract. Proof of Insurance: See attached Indication of how long it would take to implement service after authorized to begin: 30 days DATE (MM/DD/YYYY) CERTIFICATE OF LIABILITY INSURANCE 01/08/ 0 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). CONTACT PRODUCER Benny Cabrera NAME: FAX PHONE GGA Insurance Group 305 630- 305 9-30 (A/C, No): (A/C, No, Ext): E-MAIL 10689 N. Kendall Drivebcabrera@ggaig.com ADDRESS: Suite 08 INSURER(S) AFFORDING COVERAGENAIC # MiamiFL331 6FCCI Insurance Company101 8 INSURER A : INSURED Brierfield Insurance Company10993 INSURER B : VisualScape, Inc.National Trust Insurance Company 01 1 INSURER C : 1 801 NW 13 AvenueRichmond National Insurance Company1 103 INSURER D : INSURER E : MiamiFL33018 INSURER F : CL 31 068 COVERAGESCERTIFICATE NUMBER:REVISION NUMBER: THIS IS TO CERTIFY THAT THE POLICIES OF INS RANCE LISTED BELOW HAVE BEEN ISS ED TO THE INS RED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY RE IREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOC MENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISS ED OR MAY PERTAIN, THE INS RANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS S BJECT TO ALL THE TERMS, EXCL SIONS AND CONDITIONS OF S CH POLICIES. LIMITS SHOWN MAY HAVE BEEN RED CED BY PAID CLAIMS. ADDLSUBR INSRPOLICY EFFPOLICY EXP TYPE OF INSURANCELIMITS POLICY NUMBER LTR(MM/DD/YYYY)(MM/DD/YYYY) INSDWVD COMMERCIAL GENERAL LIABILITY 1,000,000 EACH OCC RRENCE DAMAGE TO RENTED 100,000 CLAIMS-MADEOCC R PREMISES Ea occurrence XC 10,000 MED EXP Any one person AYYGL1000 8 0 01/01/ 0 01/01/ 0 51,000,000 PERSONAL ADV INJ RY ,000,000 GEN L AGGREGATE LIMIT APPLIES PER:GENERAL AGGREGATE PRO- ,000,000 POLICYLOCPROD CTS - COMP/OP AGG JECT OTHER: COMBINED SINGLE LIMIT AUTOMOBILE LIABILITY 1,000,000 Ea accident ANY A TOBODILY INJ RY Per person OWNEDSCHED LED BYCA1000 860 01/01/ 0 01/01/ 0 5 BODILY INJ RY Per accident A TOS ONLYA TOS HIREDNON-OWNEDPROPERTY DAMAGE Per accident A TOS ONLYA TOS ONLY UMBRELLA LIAB ,000,000 OCC REACH OCC RRENCE C EXCESS LIAB YY MB1000 890001/01/ 0 01/01/ 0 5 ,000,000 CLAIMS-MADEAGGREGATE DEDRETENTION PEROTH- WORKERS COMPENSATION STAT TEER AND EMPLOYERS' LIABILITY Y / N 1,000,000 ANY PROPRIETOR/PARTNER/EXEC TIVE E.L. EACH ACCIDENT AY N / A YWC0100081 0101/01/ 0 01/01/ 0 5 OFFICER/MEMBER EXCL DED 1,000,000 (Mandatory in NH) E.L. DISEASE - EA EMPLOYEE If yes, describe under 1,000,000 DESCRIPTION OF OPERATIONS belowE.L. DISEASE - POLICY LIMIT Each Occurrence 3,000,000 Excess Liability nd Layer DRN 03 5 560101/01/ 0 01/01/ 0 5Aggregate 3,000,000 DESCRIPTION OF OPERATIONS / LOCATIONS / VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached if more space is required) City of Sunny Isles Beach is Additional Insured with respects to General Liability and Auto Liability on a Primary and Non-Contributory basis. Waiver of Subrogation in favor of Additional Insureds with respects to General Liability and Workers Compensation. mbrella is Follow Form. CERTIFICATE HOLDERCANCELLATION SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS. City of Sunny Isles Beach 180 0 Collins Avenue AUTHORIZED REPRESENTATIVE 3rd Floor Sunny Isles BeachFL33160 © 1988-2015 ACORD CORPORATION. All rights reserved. ACORD 25 (2016/03)The ACORD name and logo are registered marks of ACORD CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net 8.2 QUESTIONNAIRE This Completed Form Must be submitted with the Bid. The City may, at its sole discretion, require that the Bidder submit additional information not included in the submitted form. Such information must be submitted with two (2) Calendar Days of the City’s request. Failure to submit the form or additional information upon request by the City will result in the rejection of the Bid as Non-Responsive. Additional pages may be used following the same format and numbering. Some information may not be applicable. In such instances insert “N/A”. All questions are to be answered in full without exception. The City shall be entitled to contact every reference listed in response to this questionnaire, and each entity referenced in any response to any question in this questionnaire. The contractor, by completing this questionnaire, expressly agrees that any information concerning the contractor in possession of said entities and references may be made available to the City. Only complete and accurate information shall be provided by the Contractor. The Contractor hereby warrants that, to the best of its knowledge and belief, the responses contained herein are true, accurate, and complete. The Contractor also acknowledges that the City is relying on the truth and accuracy of the responses contained herein. If it is later discovered that any material information given in response to a question was provided by the contractor, knowing it was false, it shall constitute grounds for immediate disqualification, termination, or rescission by the City any subsequent agreement between the City and the Contractor. A.Business Information 1.How many years has your company been in business under its current name and ownership? a.Professional Licenses/Certifications (include name and number)* Issuance Date General Contractor - CGC1526863 / Irrigation SCC1311517029/4/18/10/22/15 ISA Certified Arborists - 2 11/7/15 & 7/15/24 DBE Certified (See Section 2: Qualifications for full list of licenses and certifications) (*include active certifications of small or disadvantage business & name of certifying entity) June, 2011 b.Date company licensed by the State of Florida or Miami-Dade County: June 21, 2011 c.State and Date of Incorporation: Landscape Management, Arbor Care, d.What is your primary business? (This answer should be specific) Landscape and Irrigation installation e.Name of licensed/certified employee(s), license/certification number, and relationship to company: CG, Irrigation, Arborist - Ivan C. Vila, President Arborist - Adrian Rivero Jr. See Section 2: Qualifications for full list of licenses and certifications ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 110 CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net f.Namesof previous licensed/certified employee(s), with license/certification number during the past five (5) years including, license numbers, relationship to company and years as qualifier for the company Ivan C. Vila has been the only qualifyer for VisualScape Inc. 2.Name and Licenses of any prior companies: Name of Company License No. Issuance Date N/AN/A N/A 3.Type of Company: Corporation “S” Corporation LLC Sole Proprietorship Other: (Corporations will be required to provide a copy of their corporate resolution prior to executing a contract) 4.Company Ownership: a.Identify all owners of the company Name Title % of ownership 100% Ivan C. Vila, President b.Is any owner identified above an owner in another company? Yes No If yes, identify the name of the owner, other company names, and % ownership N/A c.Identify all individuals authorized to sign for the company, indicating the level of ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 111 CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net their authority ( check applicable boxes and for other provide specific levels of authority) Name Title Signatory Authority Cost No-Cost Other All Ivan C. Vila, President N/A N/A Explanation for Other: 5.Employee Information 207 24 Total No. of Employees: Number of Managerial/Admin. Employees: Number of Trades Personnel and total number per classification: (Apprentices must be listed separately for each classification) Technicians-6 Administrative-24Drivers-6 Supervisors-376 Tree Trimmers- Mechanics-4Crew Members-124 Ivan C. Vila, Adrian A. Rivero 6.Name of Certified Arborist:(provide copy of certification) Ivan C. Vila 7.Name of Certified Irrigation Technician:(provide copy of license) Leandro De Lima 8.Name of Certified Pest Control Operator:(provide copy of license) 9.Has any owner or employee of the company been convicted of a federal offense or moral turpitude: If yes, please explain: No 10.Insurance & Bond Information GGA Insurance Group Insurance Carrier name & address: 10689 N. Kendall Drive, Suite 208, Miami, FL 33176 Hector Echemendia a.Insurance Contact Name, telephone, & e-mail: (305) 630-4777, hechemendia@ggaig.com 1 b.Insurance Experience Modification Rating (EMR):_ (if no EMR rating please explain why) ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 112 CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net 22, $989,224.00 c. Number of Insurance Claims paid out in last 5 years & value: Acrisure d. Bond Carrier name & address: 15050 NW 79 Avenue, Suite 200, Miami Lakes, FL 33016 Charles Nielson e. Bond Carrier Contact Name, telephone, & e-mail: (305) 722-2674, charlesnielson@acrisure.com None f. Number of Bond Claims paid out in last 5 years & value: 11. Have any claims lawsuits been filed against your company in the past 5 years? If yes, identify all where your company has either settled or an adverse judgment has been issued against your company. Identify the year basis for the claim or judgment & settlement unless the value of the settlement is covered by a written confidentiality agreement. None 12. Has your company been assessed liquidated damages or defaulted on a project in the past five (5) years? Yes No (If yes, provide an attachment that provides an explanation of the project and explanation) 13. Has your company been cited for any OSHA violations in the past five (5) years? If yes, please provide an attachment including all details on each citation. Yes No 14. Provide an attachment listing all of the equipment and vehicles owned or under lease or rental agreement, which will be used in the performance of the Work. Contractor must clearly identify which equipment and vehicles are owned versus rented or leased. Contractor must also provide the age of each piece of equipment or vehicle, and must specify whether the equipment or vehicle will be dedicated for use solely on the City’s Landscape Maintenance Work. During the Bid evaluation process the City may request copies of rented or leased equipment. The Equipment and Vehicles form in Section 7.3 has been provided to aid Bidders in submitting the requested information. B. Project Management & Subcontract Details 1. Program Manager for Parks: John McAllister a. Name: 2 years b. Years with Company: ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 113 CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net FNGLA Landscape Maintenance Technician (FCLMT) c.Licenses/Certifications: OSHA 30-Hours, Broward County Tree Trimming d.Last 3 projects with the company including role, scope of work, & value of project: City of Sunny Isles Landscaping Servcies Parks, Manager, $1,137,832.00 Gro Capital Portfolio, Manager, Landscape Management, $475,000.00 Towers of Quayside, Manager, Landscape Management, $525,000.00 Program Manager for ROW: John McAllister e.Name: 2 f.Years with Company: FNGLA Landscape Maintenance Technician (FCLMT) g.Licenses/Certifications: OSha 30-Hours, Broward County Tree Trimming h.Last 3 projects with the company including role, scope of work, & value of project: City of Sunny Isles Landscaping Servcies Parks, Manager, $1,137,832.00 Gro Capital Portfolio, Manager, Landscape Management, $475,000.00 Towers of Quayside, Manager, Landscape Management, $525,000.00 2.Field Supervisor for this Project- Parks: Anor Agenor a.Name: 5 b.Years with Company: FDOT MOT c.Licenses/Certifications: d.Last 3 projects with the company including role, scope of work, & value of project: City of Sunny Isles Landscaping Servcies Parks, Supervisor, $1,137,832.00 Towers of Quayside, Manager, Landscape Management, $525,000.00 Village of Pinecrest, Grounds Maintenance Parks, Supervisor, $1,435,000.00 ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 114 CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net 3. Field Supervisor for this Project- ROW: Wilfrid Millien a. Name: 13 b.Years with Company: FNGLA Landscape Maintenance Technician (FCLMT) c. Licenses/Certifications: Fertilizer Applicator, Broward County Tree Trimming, d. Last 3 projects with the company including role, scope of work, & value of project: Village of Pinecrest, Grounds Maintenance Parks, Supervisor, $1,435,000.00 Town of Cutler Bay, Landscape Maintenance, Supervisor, $750,000.00 City of Hialeah, Supervisor, Landscape Maintenance, $278,000.00 4. Subcontractors: (See Contract restrictions on Subcontracting Section 1.52) Name Trade/Work to % of Work License No. be performed None - VisualScape will self perform all scope of service required C. Disposal Site(s) 1. Will your company be disposing of cuttings and debris at a Miami Dade County Site? Yes/No (circle one). If yes, provide a copy of all applicable Landscape Permit #60713 (see attached) Permits. 2.If your company is using alternate disposal sitesprovidethe following informationfor a maximum of two alternate sites: n/a a. Name of Company: Address: Contact Person: Phone Number: E-Mail Address: License Number: License Issued By: Miami-Dade County State of Florida (Circle one) n/a b. Name of Company: Address: Contact Person: Phone Number: E-Mail Address: License Number: License Issued By: Miami-Dade County State of Florida (Circle one) ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 115 CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net Current and Prior Experience: 1.Current Experience including current projects or contracts, recently awarded, or pending award. Provide an attachment to this questionnaire that lists all such contracts or projects, including the owner’s name, title and value of project, scope of work, projected or actual start date, projected completion date. 2.Prior contracts orprojects of a similar size, scope, and complexity: Provide an attachment to this Questionnaire that includes contracts or projects the Bidderconsidersofasimilar, size, scope and complexity that the City should consider in determining the Bidders responsiveness and responsibility. This attachment must include the contracts or projects that meet the minimum number of contracts or projects identified by the bid solicitation. Information provided must include the owner’s name, address and contact person, including telephone & e-mail, title of contract or project, location of project, scope, initial value and final cost of or project, projected and final timeframes for completion in calendar days. A the contract reference letter is to be completed by the owner of the Project and submitted as part of the Bid submission. D. Bidder’s References Bidders are to include a minimum of three (3) references from contracts or projects listed in D2. above. The attached form is to be used and is to be included with the Bid submission. references after the specified The City, at its sole discretion may allow the Bidder to submit the date for Bid submission. E. Proposed Maintenance Plan Provide an attachment to this questionnaire specifically describing the proposed maintenance plan of action for the Work to be offered for the Landscape Maintenance Services Bid, ITB 24-06-02. How many crews of what size and makeup will be used to perform the work? How many days per week and how many hours per week will be allotted to accomplish the work? Will you adjust staff seasonally, and, if so, how will you do so in order to meet demands of the Performance Standards & Technical Specifications? Contractor shall closely evaluate the City’s minimum manpower requirements defined in the Performance Standards and make recommendation if minimum specified manpower is sufficient and, if not, how many personnel do they recommend. The Contractor’s recommendation will be taken into consideration in Bid evaluation. F. Financial Status 1. Attach a professionally prepared financial statement with the City’s ability to audit upon request, including Contractor’s latest balance sheet and income statement showing the following items: a. Current assets, i.e. cash, joint venture account, accounts receivable, notes receivable, accrued income, deposits, materials inventory, and prepaid expenses. b. Net fixed assets. c. Other assets. d. Current liabilities, i.e. accounts payable, notes payable, accrued expenses, provision for income taxes, advances, accrued salaries, and accrued payroll taxes, e. Other liabilities, i.e., capital, capital stock, authorized and outstanding shares per values, earned surplus, and retained earnings, and f. Name of firm preparing financial statement and date thereof ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 116 REFERENCES: Project Name/ GeographicalOverall Start/ProjectContactInfo:Phoneand Location/ScopeofWorkSizeEndDateCostEmail Landscape60Acres06/2013-$424,720 / AlfredoQuintero Year Maintenance06/2024305-234-4262 Services(Right-of-Aquintero@cutlerbay-fl.gov Ways) RFP #13-02 and RFP# 19-04 Servicesinclude: Turf mowing, trash pick-up, shrub and groundcovertrimming, tree and palmpruning/trimming, fertilization ofplant material and sod areas,mulching,pest and disease inspectionandtreatment,and watertruck services Maintenance50Acres09/2012-$278,000/Vicente Rodriguez ContractPresentYear305-687-2620 #2011/2012-3210-Vrodriguez@hialeahfl.gov 12-010 Section 3 and Section 4 and Cultural Park: Services provided include: Turf mowing, trashpick-up, shruband groundcover trimming, tree and palm pruning/trimming, fertilization of plant material and sodareas,mulching,pest/disease inspectionandtreatment,and watertruckservices. 90Acres05/2016-$1,648,988 GroundsTony Lamazares 5 Years Maintenanceof04/2026Park Superintendent Parks andVillage of Pinecrest Recreational305-234-2110 Areas #2016-005: Servicestlamazares@pinecrest-fl.gov include: Turf mowing, trash pick- Charles (Rick) Carr up, shrub and groundcover trimming, tree and palmPublicWorksForeman Villageof Pinecrest pruning/trimming, fertilization of plant material and sod areas,305-669-6916 ccarr@pinecrest-fl.gov mulching, pest and disease inspection and treatment, and water truck services, irrigation repairs and modifications, landscapeinstallation. Jackson 34Acres07/2017-$316,145Michael Hughes North, Present305-585-7270 South &Michael.hughes@jhsmiami.org Various Facilities: Services include: Turfmowing, daily trash pick-up,shrub and groundcover trimming,tree and palm pruning/trimming,fertilization of all plant materialandsod, mulching,pestanddisease inspection. 03/2018-$395,000/ Landscape190 AcresAndrew Seibel Year Maintenanceon(Approx.) 12/2024305-964-4864 8SitesAndrew.Seibel@dot.state.fl.us Turnpike system in Zone 1-On this performance-based contract we provide management, inspection, and performance of maintenanceonsixturnpikesites (Landscape & wildflower assets w/in the Department's Right-of- Way) 25Acres11/2020-$1,137,830 City of Sunny GaleVasile Isles Beach10/2024305-792-1796 Parks:gvasile@sibfl.net Services provided include: Turfmowing, daily trash pick-up,shrub and groundcover trimming,tree and palm pruning/trimming,fertilization of all plant materialand sod areas, mulching, pest anddisease inspection and treatment, irrigation inspections and repairs, landscape installation. Department of25AcresNovember$114,359MichaelJester 2017 - Interior Everglades305-242-7771 Present National ParkMichael_jester@nps.gov Services: Maintenance and Annual TreeTrimming Services. Scope ofWork: Tree trimming, pruning,lifting and shaping trees, Treeremoval,Removalof deadwood and vines around trees, tree chipping and haul away, stump grinding, and application of herbicide to tree stumps. 73 Acres01/2018-$1.2 Million Jaime Alfayate 12/2024 Regional Facility Manager Landscaping Maintenance Services Office 954-355-5781 Region 2 / Spectrum Bldg, BHMC, Cell 754-332-4564 Childrens Diagnostic Center, DHQ jalfayate@browardhealth.org Bldg, ISC Bldg, Gold Coast Home th Health, Sports Medicine Bldg, 7 Ave Clinic, BH Weston, Pine Island Property: The awarded contract consisted of Cutting Trimming & Edging, Tree Pruning, and Irrigation Maintenance, Mulching, Fertilization, and Pest Control. District Wide 280 Acres 2019-2021$2.5 Million Arturo Castro Maintenance 2021-2024 954-793-7615 Contracts ZoneI, Artcastro1958@hotmail.com I-75, from N. of Indian Trace to I-75/ I-595/ and Sawgrassand Zone 2 Turnpike MainlinePalm Beach, Martin, St. Lucie, Okeechobee, Osceola County:The improvements under this contract consist of ROW landscape maintenance, to include trees, palms, shrubs and associated irrigation in Broward county. VisualScapehasextensivefirm-wideexperienceandexpertiseprovidingHorticulturalServicesto other government entities such as: City of Miami Beach, City of Sunny Isles Beach, Hallandale Beach,MiamiDadeCountyPublicSchools,PoliceFacilities,CityofCoralGables,CityofFort Lauderdale, City of West Palm Beach, City of Weston, and several FDOT landscape installation Jobs. Ourextensiveexperienceandattentiontodetailsetsusapart.VisualScapeisconfidentinitsability to successfully perform on this contract. As mentioned previously, we take pride and ownership of every project and property we work with, which is why this contract falls right in-line with our alreadyexisting culture. /³§¤±#«¨¤³²)¢«´£¤Ȁ 2019 Florida Department of Transportation th RON DESANTIS KEVIN J. THIBAULT, P.E. 5548 NW 9 Avenue GOVERNOR SECRETARY Fort Lauderdale, FL 33309 Date: August 15, 2019 Contact Name: Arturo Castro Name of Business: Florida Department of Transportation th Business Address: 5548 NW 9 Ave. Fort Lauderdale FL, 33309 To Whom it may concern: Re: Reference letter for VisualScape, Inc. This reference letter to recommend VisualScape, Inc. for all your landscaping services. The FDOT has contracted VisualScape services since 2016; completing various landscape projects for us. the best approach for your Landscaping needs. The staff is always willing and able to perform, be it an emergency, a beautification project, or additional services, they have come through with excellence. Customer services and dependability is present on the project site and administration. The employees from the field crews to management are always pleasant, very professional and highly skilled. The landscaping work is always done with utmost attention to detail and they always maintained a clean and safe working environment as required in our projects. Very Respectfully, Arturo Castro VISUALSCAPEACTIVE MEMBERSHIPS: VISUALSCAPEAWARDS AND RECOGNITIONS: 2023 Gold Award of Excellence for “Seminole Hard RockHotel –Pool Mountain” 2023 Silver Award of Excellence for “QuaysideTower 4” NALP 2023 Silver Award of Excellence for “Broward HealthCoral Springs” 2023 Bronze Award of Excellence for “University of Miami –Chemistry Bldg” 2022 Gold Award of Excellence for “Regalia” 2022 Silver Award of Excellence for “FDOT Turnpike Landscape” 2022 Silver Award of Excellence for “City of Sunny Isles Park” 2022 Bronze Award of Excellence for “Broward Health” 2021 Gold Award of Excellence for “Bal Harbour Tower” 2021 Bronze Award of Excellence for “Town of Cutler Bay” 2020 Silver Award of Excellence for “W South Beach Hotel” 2020 Silver Award of Excellence for “The Towers of Quayside” 2020 Silver Award of Excellence for “Village of Pinecrest Parks” 2020 Bronze Award of Excellence for “FDOT –E6K65/ E4T08 –I-595/I-75 2021 Latin Builders Association / Landscape Contractor of the Year Award 2019 Latin Builders Association / Landscape Contractor of the Year Award 2018 Latin Builders Association / Landscape Contractor of the Year Award 2016 Latin Builders Association / Landscape Contractor of the Year Award 2012 Latin Builders Association / Landscape Contractor of the Year Award 2016 Recognitionby City of Cutler Bay PROPOSED MAINTENANCE PLAN: Provide an attachment to this questionnaire specifically describing the proposed maintenance plan of action for the Work to be offered for the Landscape Maintenance Services Bid, ITB 24-06-02.. How many crews of what size and makeup will be used to perform the work? How many days per week and how many hours per week will be allotted to accomplish the work? Will you adjust staff seasonally, and, if so, how will you do so in order to meet demands of the Performance manpower requirements defined in the Performance Standards and make recommendation if minimum specified manpower is sufficient and, if not, how many personnel do they recommend. VisualScape has read and has a complete understanding of the scope of work. VisualScape will will ensure to keep all plants undamaged, free of pests and disease or any symptoms of disease or pestinfestation, properly hydrated and nourished, supported to grow and maintain form and generalappearance in accordance with the characteristics of the latest edition of the Florida Department Management Practices, and the specifications set forth in this ITB. VisualScape will maintainall landscape areas, ensure structural safety, retain aesthetics, and maintain plant health. VisualScape has the experience, staff and equipment to successfully providethe City of Sunny Isles with the professional, productive and responsive Landscape Management Services requested in this ITB.We are confident in our ability to not only meet but exceed every expectation. Upon execution of the commencement letter, VisualScape will request a meeting with all involved management to set the ground work for each locationand contractual services to be provided. At this meeting we will formally introduce our management team and present our yearly maintenance planas well as our first . VisualScape will assign the management, supervision,and crews that will servicethe City of Sunny Isles. VisualScape will conduct a site visit with the Contract Manager, Production Manager, and crew Supervisor to clearly define site boundaries and required services to be provided at each location prior to the commencement of the first service. During this meeting we will also conduct our first tool box safety meeting in which we will discuss in detail the safety and MOT requirements of this contract. The first month services and schedules will be modified as the month goes on,and our crews evaluate how toeffectively complete the servicesat each location.Our team will also familiarize themselves with each site and ensure that all work is conducted at optimum times considering both pedestrian and vehicular traffic. During the initial threemonths both the Contract manager and the Production Manager will be present during each service,to ensure that all services are being completed accurately, with optimum quality, and safely. VisualScape currently hashighly experienced personnel and all the equipment required to complete this work. We will only assign the most seasoned and highly trained supervisors and crew members to service yoursites. Any new hires that may be required during the growing season will be placed on other properties until fully trainednot only in the operation of the equipment used, but also in the safety guidelines. It is our goal to provide the City of Sunny Islewith a worry-free contract and gain the trust that our current customers already have in VisualScape. Once we take on a customer/property we take ownership and provide a long-term partnership. Ultimately, we have the same Goal in mind keep the manage a World Class Landscape while complying with all the horticultural and safety rules and regulations and maintaining the original design intent of the landscape. VisualScape will provide a total of 4full-time landscape professional crews, oneContract Manager, and oneProduction Manager which will be dedicated to performing services. All work will be performed as specified in this ITN: 2 4 to 5Man Full-Service Crews are responsible for Items3.8 WEED CONTROL, 3.10 SHRUB & GROUNDCOVER MAINTENANCE,3.11 BUTTERFLY GARDEN SPECIALIZED MAINTENANCE, 3.13 SOD MAINTENANCE / MOWING, 3.15 EDGING, and 3.16 LINE TRIMMING.One crew will be assigned to the Parks and the other to the ROW. Each crew will consist of: 1 English speaking, experienced, and professional Supervisor and 2 to 4 highly trained Gardeners 1 Pick-up Truck with dump bed 1 Enclosed Trailer 1Riding Mowers 2 Walk behind Mower 1 Push Mower 2 Edger 2 Line Trimmers 4 Blowers 1 Street Blower 1 Back Pack Sprayer Trash cans, rakes, and other miscellaneous hand tools. 2 2 to 3Man Litter Management Crewsand 2 -2-man weekend crews are responsible for Items 3.17 CATCH BASINS, 3.18 GRAFFITI REMOVAL, 3.19 LITTER/DEBRIS REMOVAL, 1.18 BUS SHELTER & BENCH LOCATIONS.One crew will be assigned to the Parks and the other to the ROW.Each crew will consist of: 1 English speaking, experienced, and professional Supervisor and 1 to 2trained Crew Members 1 Pick-up Truck 1 Utility terrain vehicle 1 Street Blower 1 Back Pack Blower 1 Back Pack Sprayer Trash pickers, paint, cleaning supplies, garbage bags, trash cans, and other miscellaneous hand toolsand supplies. VisualScape will provide the following Supplemental Crews for Routine Services outside of the daily tasks: 1-3.7 PESTICIDES AND FERTILIZERS 1 English speaking, experienced, Certified Fertilizer applicator / Supervisor and 2 trained Certified Fertilizer applicator / Crew Members 1 Pick-up Truck 1 Open Trailer 1 Gas powered spreader 1 Back Pack Blower Wheel Barrels, spreaders both wheeled and hand held, and other miscellaneous hand tools. 1 - 2 Man Pest Control Crew will provide pest control, selective herbicide applications, and 3.7 PESTICIDES AND FERTILIZERS consist of: 1 English speaking, experienced, certified pest control operator/ Supervisor and 1 trained Certified Fertilizer applicator / Crew Members 1 Spray Truck 1 Open Trailer 1 Gas powered spreader / Sprayer 1 Back Pack Blower Spreaders both wheeled and hand held, and other miscellaneous hand tools. 1-3.9 TREE & PALM MAINTENANCEand 1.10 MANGROVE CONSERVATION AREA MAINTENANCE. 1 -English speaking, experienced, certified tree trimmer/Supervisor and 2 trained Crew Members 1 Bucket Truck with dump bed 1 -Chipper 2 High powered chain saw 1 Power pruner 1 Pole Saw 1 Back Pack Blowers Hand pruners, hand saws and other miscellaneous hand tools 1-3.6 IRRIGATION SYSTEM MAINTENANCE can be provided. The crew will consist of: 1 -English speaking, experienced, certified irrigation technician/Supervisor and 1 trained technician helper 1 Irrigation Van 1 Trencher (if applicable) Miscellaneous irrigation parts and hand tools. Necessary for completing most irrigation repairs As needed -4 Man Enhancement Crew will complete 3.12 MULCH, 4.1.2 B. SEASONAL .Additional crews and Supervision will be available upon request for special projects. The crew will consist of: 1 English speaking, experienced, and professional Supervisor and 3 trained Crew Members 1 Pick-up Truck with dump bed 1 Open Trailer 1 Skid Steer 1 Back Pack Blower Wheel Barrels, rakes, shovels, picks, and other miscellaneous hand tools. All the crew members listed above will be responsible for providing all the services listed in this ITBfor all of the locations. Days and times for each service will be scheduled after consulting with the City of Sunny Isles to ensure that each location receives services at the best times considering vehicular and pedestrian traffic. Safety is the most important item to consider while scheduling especially high traffic areas. As in any living landscape there are certain areas that require more time and detail. VisualScape Our VisualScape Team creates partnerships with all of our customers and we take pride and ownership of all the properties we work on. If additional services / requests are required at any time we VisualScape will accommodate. Please consider us as a part of your team. CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net 8.3 EQUIPMENT AND VEHICLES Please see attached list of owned equipment and vehicles dedicated solely to City's Work *Note: This form is to be used for question A14 of the Questionnaire. Print as many as are required. Vehicle/EquipmentManufacturerVehicle/Equipment Rented/OwnedDedicated Solely Age (Years) to City’s Work Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned Rented/Leased Owned ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 118 Vehicle and Equipment Idling Policy for VisualScape Inc. Statement of Purpose This policy is designed to assist in protecting air quality through reduction of engine idling by employees, customers and product delivery vehicles of VisualScape Inc. Background Air pollution, particularly ground-level ozone, is an immediate and ongoing concern. It impacts citizen health, economic growth, and quality of life. Vehicle exhaust from idling vehiclescontributes significantly to air pollution. Statement of Policy It is the policy of VisualScape Inc.that driversof any vehicle belonging to the business, employees, customers of product delivery companies turn theengine offwhen a vehicle will be stopped for more than 30 seconds, except when in traffic. Exemptions The policy of turning the engine offwhen stopped does not apply for the periods during which idling is necessary under the following circumstances: 1.When stopped in traffic. 2.When specific traffic, safety, or emergency situations arise. Implementation This policy shall be effective immediately from the date of signature. st Dated the 1day of July, 2011 SignatureIvan Vila, President ĻŷźĭƌĻƭ 5ĻķźĭğƷĻķ Ʒƚ /źƷǤ ƚŅ {ǒƓƓǤ LƭƌĻƭ ĻŷźĭƌĻ /ƚķĻ5źǝźƭźƚƓağƓǒŅğĭƷǒƩĻƩaƚķĻƌĻŷźĭƌĻ LķĻƓƷźŅźĭğƷźƚƓ ϔ ĻğƩ ЊЋ ΛtΏЊЋΜ MAINT2014ISUZUNPRJALE5W164E7302515 ЊЏ ΛtΏЊЏΜ LAND2015FORDF1501FTEX1CP4FKD75354 ЊБ ΛtΏЊБΜ LAND2016FORDF2501FT7W2A6XGEC39144 ЌЌ MAINT2007FORDF1501FTRF12257NA36287 ЌА MAINT2011ISUZUNPRJALC4W166B7005185 ЏВ Λ9ΏВΜ MAINT2017PACE AMERIJT85X16TE353BPTEA22HU021358 АЋ Λ9ΏЊЋΜ MAINT2018PACE AMERIjt8.5x16te353bptea24ju027295 9ΏЊЍ MAINT2019SpartanSP8.5x16TA50XBE1623KA041211 John DeerGator John DeerGatorW04X2SD004542 9ƨǒźƦƒĻƓƷ 5ĻķźĭğƷĻķ Ʒƚ /źƷǤ ƚŅ {ǒƓƓǤ LƭƌĻƭ 9ƨǒźƦƒĻƓƷağƉĻaƚķĻƌ{ĻƩźğƌ bǒƒĬĻƩ 13 HP Force BlowerBilF1302H80717143 Back Pack BlowerStihlBR600507164687 Back Pack BlowerStihlBR600507298715 Back Pack BlowerStihlBR600507502130 Back Pack BlowerStihlBR600509063131 Back Pack BlowerStihlBR600509063222 Back Pack BlowerStihlBR600509063224 Back Pack BlowerStihlBR600509063225 Back Pack BlowerStihlBR600509063228 ChainsawStihlMS201T-6182939045 ChainsawStihlMS201T-6182939047 EdgerStihlFC9096063573 EdgerStihlFC91296068973 EdgerStihlFC90296069519 Edger296069973 EdgerStihlFC90500349861 EdgerStihlFC90500349864 EdgerStihlFC90504488638 EdgerStihlFC90507813393 Hedge TrimmerStihlHL100K290713826 Hedge TrimmerStihlHL100298956649 Hedge TrimmerStihlHL100299906600 Hedge TrimmerStihlHL100299906602 Pole PrunerStihlHT10150860831 Pole PrunerStihlHT101508608313 Power PrunerStihlHT101504492042 Push MowerToroGM80087141984 Riding MowerScag48" V Ride - SVR48V-691FXH3800314 Riding MowerStihl Scag 48' V-ride48" Kawasaki SVR48V-22FX J7701541 Riding MowerScagSVR11-36A-19FXN6000010 Riding MowerScag 36"Kawasaki 19HPN6000278 Riding MowerScag 36"Kawasaki 19HPN6000328 Weed EaterStihl100RX289736977 Weed EaterStihlFS90R289736991 Weed EaterStihlFS90R295042150 Weed EaterStihlFS90R296377039 Weed Eater299667743 Weed EaterStihlFS90R500333157 VISUALSCAPE LICENSES AND CERTIFICATIONS: Inge Bisconer2023-2024 IA President tƩĻƭĻƓƷĻķ Ʒƚ 2024 LƓ ƩĻĭƚŭƓźƷźƚƓ ƚŅ ƭǒƦƦƚƩƷ ŅƚƩ źƭǒğƌ{ĭğƦĻͲ LƓĭ͵ Certificate of Membership Natasha L. Rankin, MBA, CAEIA Chief Executive Officer CITY OF SUNNY ISLES BEACH 18070 Collins Ave. | Sunny Isles Beach, FL 33160 305.792.1707 | sibfl.net | Purchasing@sibfl.net REASON FOR “NO BID” For firms choosing NOT to propose on this opportunity, the City appreciates your response using this form. Please return via email to Purchasing@sibfl.net. Why did your firm choose not to respond to this opportunity? N/A Circle all that apply from below list: ____ a.We do not offer these services or equivalent. b.Insufficient time to respond to the solicitation. c.Our project schedule would not permit us to perform. d.Unable to meet requirements. Other: N/A ITB 24-06-02 CITYWIDE LANDSCAPING SERVICES 119 PROPOSED MAINTENANCE PLAN: Provide an attachment to this questionnaire specifically describing the proposed maintenance plan of action for the Work to be offered for the Landscape Maintenance Services Bid, ITB 24-06-02.. How many crews of what size and makeup will be used to perform the work? How many days per week and how many hours per week will be allotted to accomplish the work? Will you adjust staff seasonally, and, if so, how will you do so in order to meet demands of the Performance manpower requirements defined in the Performance Standards and make recommendation if minimum specified manpower is sufficient and, if not, how many personnel do they recommend. VisualScape has read and has a complete understanding of the scope of work. VisualScape will will ensure to keep all plants undamaged, free of pests and disease or any symptoms of disease or pestinfestation, properly hydrated and nourished, supported to grow and maintain form and generalappearance in accordance with the characteristics of the latest edition of the Florida Department Management Practices, and the specifications set forth in this ITB. VisualScape will maintainall landscape areas, ensure structural safety, retain aesthetics, and maintain plant health. VisualScape has the experience, staff and equipment to successfully providethe City of Sunny Isles with the professional, productive and responsive Landscape Management Services requested in this ITB.We are confident in our ability to not only meet but exceed every expectation. Upon execution of the commencement letter, VisualScape will request a meeting with all involved management to set the ground work for each locationand contractual services to be provided. At this meeting we will formally introduce our management team and present our yearly maintenance planas well as our first . VisualScape will assign the management, supervision,and crews that will servicethe City of Sunny Isles. VisualScape will conduct a site visit with the Contract Manager, Production Manager, and crew Supervisor to clearly define site boundaries and required services to be provided at each location prior to the commencement of the first service. During this meeting we will also conduct our first tool box safety meeting in which we will discuss in detail the safety and MOT requirements of this contract. The first month services and schedules will be modified as the month goes on,and our crews evaluate how toeffectively complete theservicesat each location.Our team will also familiarize themselves with each site and ensure that all work is conducted at optimum times considering both pedestrian and vehicular traffic. During the initial threemonths both the Contract manager and the Production Manager will be present during each service,to ensure that all services are being completed accurately,with optimum quality, and safely. VisualScape currently hashighly experienced personnel and all the equipment required to complete this work. We will only assign the most seasoned and highly trained supervisors and crew members to service yoursites. Any new hires that may be required during the growing season will be placed on other properties until fully trainednot only in the operation of the equipment used, but also in the safety guidelines. It is our goal to provide the City of Sunny Islewith a worry-free contract and gain the trust that our current customers already have in VisualScape. Once we take on a customer/property we take ownership and provide a long-term partnership. Ultimately, we have the same Goal in mind keep the manage a World Class Landscape while complying with all the horticultural and safety rules and regulations and maintaining the original design intent of the landscape. VisualScape will provide a total of 4full-time landscape professional crews, oneContract Manager, and oneProduction Manager which will be dedicated to performing services. All work will be performed as specified in this ITN: 2 4 to 5Man Full-Service Crews are responsible for Items3.8 WEED CONTROL, 3.10 SHRUB & GROUNDCOVER MAINTENANCE,3.11 BUTTERFLY GARDEN SPECIALIZED MAINTENANCE, 3.13 SOD MAINTENANCE / MOWING, 3.15 EDGING, and 3.16 LINE TRIMMING.One crew will be assigned to the Parks and the other to the ROW. Each crew will consist of: 1 English speaking, experienced, and professional Supervisor and 2 to 4 highly trained Gardeners 1 Pick-up Truck with dump bed 1 Enclosed Trailer 1Riding Mowers 2 Walk behind Mower 1 Push Mower 2 Edger 2 Line Trimmers 4 Blowers 1 Street Blower 1 Back Pack Sprayer Trash cans, rakes, and other miscellaneous hand tools. 2 2 to 3Man Litter Management Crewsand 2 -2-man weekend crews are responsible for Items 3.17 CATCH BASINS, 3.18 GRAFFITI REMOVAL, 3.19 LITTER/DEBRIS REMOVAL, 1.18 BUS SHELTER & BENCH LOCATIONS.One crew will be assigned to the Parks and the other to the ROW.Each crew will consist of: 1 English speaking, experienced, and professional Supervisor and 1 to 2trained Crew Members 1 Pick-up Truck 1 Utility terrain vehicle 1 Street Blower 1 Back Pack Blower 1 Back Pack Sprayer Trash pickers, paint, cleaning supplies, garbage bags, trash cans, and other miscellaneous hand toolsand supplies. VisualScape will provide the following Supplemental Crews for Routine Services outside of the daily tasks: 1-3.7 PESTICIDES AND FERTILIZERS 1 English speaking, experienced, Certified Fertilizer applicator / Supervisor and 2 trained Certified Fertilizer applicator / Crew Members 1 Pick-up Truck 1 Open Trailer 1 Gas powered spreader 1 Back Pack Blower Wheel Barrels, spreaders both wheeled and hand held, and other miscellaneous hand tools. 1 - 2 Man Pest Control Crew will provide pest control, selective herbicide applications, and 3.7 PESTICIDES AND FERTILIZERS consist of: 1 English speaking, experienced, certified pest control operator/ Supervisor and 1 trained Certified Fertilizer applicator / Crew Members 1 Spray Truck 1 Open Trailer 1 Gas powered spreader / Sprayer 1 Back Pack Blower Spreaders both wheeled and hand held, and other miscellaneous hand tools. 1-3.9 TREE & PALM MAINTENANCEand 1.10 MANGROVE CONSERVATION AREA MAINTENANCE. 1 -English speaking, experienced, certified tree trimmer/Supervisor and 2 trained Crew Members 1 Bucket Truck with dump bed 1 -Chipper 2 High powered chain saw 1 Power pruner 1 Pole Saw 1 Back Pack Blowers Hand pruners, hand saws and other miscellaneous hand tools 1-3.6 IRRIGATION SYSTEM MAINTENANCE can be provided. The crew will consist of: 1 -English speaking, experienced, certified irrigation technician/Supervisor and 1 trained technician helper 1 Irrigation Van 1 Trencher (if applicable) Miscellaneous irrigation parts and hand tools. Necessary for completing most irrigation repairs As needed -4 Man Enhancement Crew will complete 3.12 MULCH, 4.1.2 B. SEASONAL .Additional crews and Supervision will be available upon request for special projects. The crew will consist of: 1 English speaking, experienced, and professional Supervisor and 3 trained Crew Members 1 Pick-up Truck with dump bed 1 Open Trailer 1 Skid Steer 1 Back Pack Blower Wheel Barrels, rakes, shovels, picks, and other miscellaneous hand tools. All the crew members listed above will be responsible for providing all the services listed in this ITBfor all of the locations. Days and times for each service will be scheduled after consulting with the City of Sunny Isles to ensure that each location receives services at the best times considering vehicular and pedestrian traffic. Safety is the most important item to consider while scheduling especially high traffic areas. As in any living landscape there are certain areas that require more time and detail. VisualScape Our VisualScape Team creates partnerships with all of our customers and we take pride and ownership of all the properties we work on. If additional services / requests are required at any time we VisualScape will accommodate. Please consider us as a part of your team. TRAINING AND QUALITY ASSURANCE: VisualScape Inc. realized that in order to provide a quality service it must rely on its employees,at all levels,to be trained in their specific area of responsibility and to be able to complete their assigned specific tasks utilizing proven industry best practices. VisualScape provides ongoing training and education in order to provide the essential skills andknowledge to deliver the landscape and horticultural services required by FIU and outlined in this ITB. Our focus and attention to detail will ensure we are delivering the highest level of service possible at all times. You will therefore see quality inspections, comprehensive crew training, a detailed process to support this training, focused attention from our management team, and our encouragement of greater participation from you to ensure that the detail consistently meets your expectations.VisualScape provides training in all propersafety techniques and conducts continuous safety trainings to all employees using horticultural and green industry safety best management practices. We also ensure to provideour employees with the proper protective equipment. Employee Orientation: their jobs, co-workers and the organization by providing them with information regarding such items as quality service and safety standards, policies, procedures, company mission, goals, and culture. It is absolutely necessary for the new employee to know that he/she will be entering a company where the health and safety of the employees are of primary importance, that complying with and ensuring compliance with safety measures and procedures is of extreme value, and that compliance with this duty can be rewarded, whereas noncompliance can result in disciplinary actions that can include dismissal. During this orientation we make it clear that the booklet they receive, the Workplace Safety Program, contains all the regulations in condensed form that will help them behave in a manner that will prevent accidents and problems while working; therefore, it is reviewed carefully. Employee Performance Evaluations & Incentives: Our Company conducts yearly employee evaluations. Performance is measured and rewarded based on key competencies including safety, quality, customer service, and job performance. Incentives such as merit bonuses and/or barbeques for top production crews are given quarterly. On the Job Training:We encourage our employees to seek certifications and explore external resources for business related training and education. In mostcases, the Company will pay for or reimburse the registration, tuition fee and or related expenses for approved seminars, workshops, and short courses conducted by recognized landscape and related trade associations. In addition to that the Company provides internal training, for which we offer a wide variety of technical and non-technical courses in-house. We identify the needed courses through our site evaluations, customer feedback, performance evaluations and needs assessments. The training is conducted by our management team or resources such as vendors and suppliers that provide the latest trend and technology in the most commonly used industryequipment & products. Safety Tool Box Meetings: Meetings held once a week at the Campusyard. It is mandatory for all employees to attend. Topics are chosen from our library of safety topics or the Workplace Safety Program. Quarterly Safety Committee Meetings: A safety committee has been established to recommend improvements to our workplace safety program, and to identify corrective measures needed to eliminate or control recognized safety and health hazards.The contract manager will form part of this committee. The safety committee shall determine the schedule for evaluating the effectiveness of control measures used to protect employees from safety and health hazards in the workplace. The safety committee will be responsible for assisting management in the following functions: Reviewing workplace safety rules Evaluating employee accident and illness prevention programs Providing and monitoring workplace safety education and training Review status of accidents occurred Safety supplies request & inventory The safety program will be updated by evaluating employee accident injury records, establishing trends and patterns, and formulating corrective measures to prevent recurrence. Safety committee members will participate in safety training and monitor workplace safety education and training to ensure that the safety program is being followed and pertinent information is being documented. Meetings are held quarterly. EMPLOYEE QUALITYASSURANCE: The management team will train employees in order to follow the expected FIU quality control measures. Our employees will be trained knowing that there will be daily and or random campus inspectionsand all service requirements must be met with their performance. Site evaluations provide the results of our commitment to excellent services and our development of each employee. In Section 4.1.7 of our submittal we will demonstrate 6¨²´ «3¢ ¯¤ ȃ%¬¤±¦¤¢¸ 0« In the eventof a catastrophic emergency, equipment including trucks,loaders, woodchippers, hand tools, trucks, trailers, and all necessary equipment to perform job operations are available at the request. Emergency routes will be provided by supervisors andmanagers. VisualScape participates and fully understandsthe disaster response plan in the City of Sunny Islesand adjoining cities within our service area andfollows their guidelines. Emergency gridswillbe set up for employees working during an emergency. VisualScape maintains an active pre-disasterplan inadditionto a post-disaster plan, which includes five means of communication. Communication plans among management includes:cell phone,mobile radio, PDA, email, and smart phones. No employee will be left working alone; team action will be implemented.All communication / IT equipment will be forwarded to mobile devices to keep open lines of communication with clients, employees, and vendors. Crew members will report to an assigned supervisor, who willtake visual head counts based on current employeerosters.All Managers are trained in basic first aid and safety procedures. Emergencies can/will be reported by any employee who witnesses it. All crewshave radios inwhich to communicate. For catastconsistsofa four-man crew, dump truck, dump trailer, and all necessary saws and hand tools. Loader, skid steer, and woodchippercan alsobe provided asneeded. Emergency crew is billed separately from contract revenues at a per our rate. Local Emergency Call List: Ivan C. Vila (President / CRM) 786.859.1331 Juan C. Vila(Director of Operations) 786.288.9393 Adrian Rivero (OperationsManager)786.367.4686 Jose M. Quintero (Administrative) 305.362.2404 Karina Perez(Administrative) 305.362.2404 Victor Perez(CRM)786-236-3148 John McAllister (Manager)786-910-6109 VisualScape Monthly Report Sept. 2021 Part 1 Basic Services Date Location Task Accomplished 9/1, 9/8, 9/15, 9/22, 9/29 Senator Margolis Park Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/6, 9/13, 9/20, 9/27 Samson Park Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/1, 9/8, 9/15, 9/22, 9/29 Town Center Park Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/6, 9/13, 9/20, 9/27 Pelican Community Park Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/1, 9/8, 9/15, 9/22, 9/29 Golden Shores Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/3, 9/10, 9/17, 9/24 Heritage Park/Garage Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/3, 9/10, 9/17, 9/24 Gateway Park/Garage Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/7, 9/14, 9/21, 9/28 Bella Vista Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/2, 9/9, 9/16, 9/23, 9/30 Intracoastal N Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/2, 9/9, 9/16, 9/23, 9/30 Intracoastal S Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 9/7, 9/14, 9/21, 9/28 Pier Parking Lot Mowing - Edging - Line Trimming - hedge trimming- Cleanup- weed control litter control (Daily) 8/1- 8/31 Fishing Pier litter control (Daily) Part 2 Supplemental Services Date Location Task Accomplished Proposal # Intracoastal N/S Senator Margolis 9/24 Landscape enhancement 3243 Gateway 9/1 Landscape enhancement 3217 9/23 Landscape enhancement 3172, 3239 Samson Pelican CC 9/1 Landscape enhancement 3214 9/24 Landscape enhancement 3242 Pier Parking Lot Date palms Bud 9/28 Bud drench PO pending drench All parks Royal palms soil 9/28 Soil Drench PO pending drench All Parks Town Center 9/1 Landscape enhancement 3216 9/23 Landscape enhancement 3171 Golden Shores 9/24 Landscape enhancement 3241 Heritage Park 9/1 Landscape enhancement 3213 9/24 Landscape enhancement 3240 Mosquito Spray 9/7 All parks 3235 Part 3 Quality Inspections Date Inspection Location Work Inspected Deficiencies Found? Addressed how? Completed by? 10/6 Daniele Piccione Senator Turf, Shrubs, Royal & Coconut palms Fertilization in Margolis Park Palms, Weeds, trimming in progress. progress; New Pest Fertilization to be Punchlist in completed week of 10/13 progress Daniele Piccione 10/6 Samson Park Turf, Shrubs, Coconut palms trimming in Fertilization in Palms, Weeds, progress. Fertilization to be progress; New Pest completed week of 10/13 Punchlist in progress Daniele Piccione 10/6 Town Center Turf, Shrubs, Coconut palms trimming in Fertilization in Park Palms, Weeds, progress. Fertilization to be progress; New Pest completed week of 10/13 Punchlist in progress Daniele Piccione Coconut palms 10/6 Pelican Turf, Shrubs, Fertilization in Community Palms, Weeds, trimming in progress. progress; New Park Pest Fertilization completed Punchlist in week of 10/13 progress Daniele Piccione Coconut palms 10/6 Golden Shores Turf, Shrubs, Fertilization in Palms, Weeds, trimming in progress. progress; New Pest Fertilization completed Punchlist in week of 10/13 progress Daniele Piccione 10/6 Heritage Turf, Shrubs, Coconut palms Fertilization in Park/Garage Palms, Weeds, trimming in progress. progress; New Pest Fertilization completed Punchlist in week of 10/13 progress Daniele Piccione Coconut palms 10/6 Gateway Turf, Shrubs, Fertilization in Park/Garage trimming in progress. Palms, Weeds, progress; New Pest Fertilization completed Punchlist in week of 10/13 progress Daniele Piccione 10/6 Bella Vista Turf, Shrubs, Coconut palms trimming Fertilization in Palms, Weeds, in progress. Fertilization progress; New Pest to be completed week of Punchlist in 10/13 progress Daniele Piccione 10/6 Intracoastal N Turf, Shrubs, Coconut palms Fertilization in Palms, Weeds, trimming in progress. progress; New Pest Fertilization completed Punchlist in week of 10/13 progress Daniele Piccione Coconut palms 10/6 Intracoastal S Turf, Shrubs, Fertilization in trimming in progress. Palms, Weeds, progress; New Fertilization completed Pest Punchlist in week of 10/13 progress 10/6 Daniele Piccione Pier Parking Lot Turf, Shrubs, Coconut palms Fertilization in Palms, Weeds, trimming in progress. progress; New Pest Fertilization completed Punchlist in week of 10/13 progress Daniele Piccione 10/6 Fishing Pier Garbage bins N/A N/A Part 4 Re-work Services (items that were not satisfactory and had to be redone) Date Location Task Accomplished Parks Landscape Maintenance tğƩƉƭ CƩĻƨǒĻƓĭǤΉ5ğǤağźƓƷĻƓğƓĭĻ IƚǒƩƭĻĻƉƌǤ ğƌƉƷŷƩƚǒŭŷ ǞźƷŷ {ǒƦĻƩǝźƭƚƩ Gateway Park Once a week/ThursdayBetween 7am-12pm Butterfly Garden (Gateway Park)Once a week/ThursdayBetween 9am-12pm Bella Vista ParkOnce a week/TuesdayAnytime Zone 1Wednesdays (1:30pm-3pm) - Freddy Pier ParkOnce a week/TuesdayAnytime Fishing Pier Daily (trash/fish guts)Before 7am Intracoastal Park (North/South)Once a week/ThursdayAnytime Town Center Park Once a week/WednesdayBetween 7am-10am Zone 2Thursdays (11am-12pm) - Gilbert Samson Oceanfront ParkOnce a week/MondayAnytime Pelican Community ParkOnce a week/MondayAnytime Zone 3Tuesdays (2pm-3pm) - Ramon Once a week/Wednesday7am-10am Bone Zone Senator Gwen Margolis ParkOnce a week/WednesdayAnytime Heritage ParkOnce a week/FridayBetween 7am-12pm Zone 4Fridays (11am-12pm) - Arturo Golden Shores ParkOnce a week/TuesdayBetween 7am-12pm *Note: This schedule is just for the cutting days 4141114 30 Sep-24 4141114 31 Aug-24 5151111115 31 Jul-24 4141111114 30 Jun-24 4141111114 31 May-24 51511115 30 Apr-24 414111114 31 Mar-24 2023-2024 4141111111114 29 Feb-24 51511115 31 Jan-24 Annual Maintenance & Service Plan Schedule 4141111114 31 Dec-23 41411111114 30 Nov-23 51511115 31 Oct-23 Changed to perennials 333321312222 52125212121252 366 N/A Cycles "As needed""As needed" ServiceRoutine Maintenance Mowing - Edging - Line Trimming - CleanupShrubs, Hedge, and Ground Cover - TrimmingWeed Control - HerbicideLitter RemovalIrrigation Maintenance Inspection Horticultural Program Pest IdentificationFertilization: Lawn/Shrubs & Ground CoverFertilization: TreesFertilization: PalmsSoil Test Arbor Care Royal Palm Maintenance: Merit Soil DrenchRoyal Palm Maintenance: Foliar ApplicationDate Palm Maintenance: Root/Soil DrenchTree PruneDate Palm PruneCoconut Palm PruneOther Palms Prune Supplemental Service MulchingMulching Scheduled Seasonal Color ReplacementInspections Monthly Monthly ManagersWeekly Supervisors - This schedule is a guideline for services to be performed throughout the year. Dependent on weather, growing patterns, and specific needs of the landscape this schedule is subject to adjustments in order to achieve the optimum quality of landscape. 8:00 AM6:45 AM6:50 AM7:10 AM7:30 AM7:55 AM8:15 AM8:30 AM8:50 AM9:05 AM9:25 AM9:45 AM 10:25 AM CźƓźƭŷ {ƷğƩƷ 6:40 AM6:35 AM6:45 AM6:55 AM7:15 AM7:35 AM8:00 AM8:20 AM8:32 AM8:50 AM9:10 AM9:25 AM9:55 AM litter at each park. Daily Litter Patrol Pier tğƩƉ Pelican Margolis Sampson Bella Vista Intercostal NIntercostal N Town Center Heritage Park Gateway Park Golden Shores Heritage Garage Gateway Garage Above schedule will vary daily depending on traffic, weather, and amount of Ivan C. Vila President/CRM Juan Carlos Vila Operations Jose M. Quintero Carlos GarciaCynthia FerrellYodalys EsperonKeila ZambranoKarina Perez Lauren Rose Senior Estimator CRM Fleet ManagerGovernment CertificationsAdministrativeHuman ResourcesAccounting Contracts Admin Chantel Fernandez MechanicsRicardo VillasmilCarmen Campos Safety ManagerAccounts Payable 4EstimatorPayroll Administrative Administrative Alex Concepcion John McAllister Irrigation/Enhancement Program Manager Manager Wilfrid MilienAnor Agenor IA Certified Enhancement ROWParks Crew 2-3 Members IrrigationTechnician SupervisorSupervisor MaintenanceMaintenance Arbor Care 3 Members Crew3 Members Crew Crew 2-3 Members Supervisor Supervisor MaintenanceMaintenance Arbor Care 3 Members Crew3 Members Crew Crew 2-3 Members Supervisor Supervisor LitterLitter 1 Member Crew1 Member Crew Supervisor Supervisor Key Personnel: Principal Owner: Ivan C. Vila: has more than 25years of experience in the green industry performing various positions such as estimating, account management, client relations, and operations for both landscape installation and maintenance. This experience allows him to manage the business from all perspectives client, employees, financials, etc. He has implemented procedures to ensure that everyone adheres to clear quality control measures and horticultural best practices. He is responsible for fielding and handling customer request/needs and provides proactive communication and solutions in the areas of quality, safety, enhancements, budgeting, scheduling. Current Licenses: ISA Certified Arborist, Certified General Contractor, Certified Irrigation Specialty Contractor, License as Dealer in Agriculture, LCLM, Fertilizer Applicator, and FNGLA Certified Landscape Technician Relevant Experience: FDOT, City of Hialeah, City of Pinecrest, Everglades National Park, US Coast Guard, W Hotel, Miami Dade County Contracts Contact Information: Email: ivila@visualscapeinc.com Office: 305-362-2404 Cell: 786-859-1331 Senior Management/ Contract Manager: Juan C. Vila has more than 35years of experience in the green industry, most of them owning an award-winning, state-wide, $70 million a year landscaping company with more than 700 employees. His main focus has always been the building of client relationships and promoting a culture of success through integrity and commitment in his enterprises. At the core of his business philosophy is giving back to the community among the several commitments he has been involved in he has dedicated much of his efforts in support of the Fisher House MVA. He is responsible for operations, oversees scheduling, and is in constant communication with the CRM (customer relations manager) at all times to ensure the customer is aware of what services are taking place on the property on any given day. Relevant Experience: Town of Cutler Bay, Jackson Health, City of Pinecrest, City of Hialeah, and Orlando Expressway Authority Contact Information: Email: jcv@visualscapeinc.com Office: 305-362-2404 Cell: 786-288-9393 Contract Administrator: Jose Quintero:Jose has over 25years of experience in the green industry. He has managed several different aspects of the business including accounting, estimating, project management, and customer service. He is responsible that all administrative items from estimating through billingrun smoothly and that all customers receive optimum level of service from all members of the team. Contact Information: Email: jquintero@visualscapeinc.com Office: 305-362-2404 Program Manager (CRM): John McAllister:Manager with over 20 years of extensive experience in maintenance operations management, skilled in many areas and applications including but not limited to: Training, Scheduling, and Maintenance Planning. Current Licenses: FNGLA Certified Landscape Technician, Broward County Tree Trimming License Contact Information: Email: jmcallister@visualscapeinc.com Office: 305-362-2404 Cell: 786-910-6109 ROWSupervisor: Wilfrid Milien: Wilfrid has more than 25years of experience in the green industry. His expertise is in managing high end commercial lawn maintenance properties, ensuring that all maintenance clients are satisfied and that his supervisors are performing at optimum levels of quality through horticultural best practices. Wilfred is responsible for directing his crews to perform based on the scope of work of each project. He also trains his supervisors on the technical aspects of the job along with the quality safety standards of the company. Current Licenses: LTD Commercial Fertilizer Applicator Holder/ Green Industry Best Management Practice Training Contact Information: Email: wmilien@visualscapeinc.com Office: 305-362-2404 Park Supervisor: Anor Agenor: Anorhas more than 20+years of experience in the green industry. His expertise is in Production Supervisionand in enhancement projects. Anois responsible for directing his crews to perform based on the scope of work of each project. He also trains his crewson the technical aspects of the job along with the quality safety standards of the company. Current Licenses: FDOT MOT, Pending completion of FNGLA Landscape Maintenance Technician certification. Contact Information: Office: 305-362-2404 Enhancement Manager: Adrian Rivero:Adrian has more than 25years of experience in the green industry. He holds the Florida Certified Landscape Technician (FCLT) certification from the Florida Landscape & Nursery Growers Association. He has managed Landscape installation projects from $10k up to $4 million in revenue, giving our clientele a quality product in an efficient, timely, and safe way. He is responsible for the design, scheduling, and completion of VisualScape beautification projects as well as arbor-care. Current Licenses: LTD Commercial Fertilizer Applicator Holder/ Green Industry Best Management Practice Training, FNGLA Certified Landscape Technician, FNGLA Landscape Contractor, Certified Horticulture Professional, Broward County Tree Trimming License, Advanced MOT Training Contact Information: Email: arivero@visualscapeinc.com Office: 305-362-2404 Cell: 786-637-4686 Bio: Ivan C. Vila is the founding owner at VisualScape, Inc., responsible for managing VisualScape resources, including directly leading the corporate management team as well as overseeing all aspects of the company operations. Mr. Vila has been the sole owner of VisualScape since its inception. He has more than 25years of experience in the green industry performing various positions such as estimating,account management, client relations, and operations for both landscape installation and maintenance. This experience allows him to manage the business from all perspectives client, employees, Ivan C. Vila financials, etc. He has implemented procedures to ensure that everyone adheres to superb quality control measures and President VisualScape horticultural best practices. He is responsible for fielding and handling customer request and provides proactive Education: communication and solutions in the areas of quality, safety, enhancements, budgeting, and scheduling. Ivan has has been able FIU (Florida International University) to put all his knowledge, experience and training into growing and developing VisualScape, Inc into a multimillion dollar corporation. Ivan is a winner of numerous landscape awards, and Professional Licenses: has many notable projects to his credit. »ISA Certified Arborist Professional Experience: »FNGLA Certified Landscape VisualScape, Inc. -June 2011 Present Contractor »Responsible for customer satisfaction, safety »FNGLA Certified Irrigation Tech performance, revenue growth, profitability, and »State Certified Irrigation Specialty employee development. »LCLM »Oversight of Customer Relations program »Fertilizer Applicator »Oversight of quality control measures »State Certified General Contractor »Manage Agronomic programs »Ensures landscape quality is at the highest standard Professional Affiliations: Vila & Son Landscaping Corporation 2001-2011: »FNGLA (Florida Nursery Growers »Large Commercial Landscape Company that operated and Landscapers Association) in 8 »ISA (International Society of »locations statewide with a range of employees of 500- Arboricultural) 900 atpeak »TCIA (Tree Care Industry »Managed all aspects of a 2.2 million dollar Association) maintenance book of business including 7 maintenance »IA (Irrigation Association) routes, 47 employees, 35 customers, and 47 properties »NALP (National Association of Landscape Professionals) »Ensured landscape quality is at the highest standard. Project Experience: »FDOT »City of Cutler Bay Contact: »City of Pinecrest PH: 305-362-2404 »US Coast Guard Email: ivila@visualscapeinc.com »W Hotel 17801 NW 137th Ave, Miami, FL 33018 »Miami Dade County www.visualscapeinc.com »Village of Pinecrest Bio:Juan C. Vila has more than 30 years of experience in the green industry, most of them owning an award-winning, state-wide, $70- million a year landscaping company with more than705 employees. His main focus has always been the building of client relationships and promoting a culture of success through integrity and commitment in his enterprises both local and international. In addition to being executive director of the Latin Builders Association (LBA), he was an active member of Associated Builders & Contractors (ABC), Professional Landcare Network (PLANET), American Society of Landscape Architects (ASLA), Florida Nursery Growers and Landscapers JuanC. Vila College Community Advisory Board. At the local level, he and his C.O.O VisualScape company had contributed to Habitat for Humanity of Greater Miami, building homes for low-income families; worked along with Key Areas of Expertise: community leaders and the Miami River Commission in the rehabilitation of the Miami River and has dedicated much of its efforts in support of the Fisher House MVA, a home away from home for military families whose loved ones are being treated at a »Horticultural Knowledge military hospital. »Integrated Pest Management »Budgeting & Cost Controls Operations Management Professional Experience: »Agronomic Programs VisualScape, Inc. -June 2011 Present/ C.O.O. Site Safety/OSHA Compliance »Oversee and enforce quality control measures »Landscape Installation »Manage Agronomic programs Quality Control »Inspects and ensureslandscape quality is at the highest »Property maintenance standard prior to turnover to property management/client. experience »Oversee of Customer Relations program »Project planning & scheduling »Hire and Manage subcontractors Vila & Son Landscaping Corporation 1984-May 2011/ CEO »Managed all aspects of multi-million dollar maintenance book of business including its maintenance routes »Responsible for scheduling and managing labor for assigned accounts. »Created and lead weekly safety and training for all branch employees. »Built monthly budgets and achieved monthly profit goals. Project Experience: »FDOT »City of Cutler Bay »City of Pinecrest Contact: »Miami Dade County PH: 305-362-2404 »Village of Pinecrest Email: jcv@visualscapeinc.com 17801 NW 137th Ave, Miami, FL 33018 www.visualscapeinc.com Landscape Contract Administrator with over 25 years of experience in large scale projects. Highly experienced in accounting, finance and contract management. Professional Experience: VisualScape, Inc. -June 2011 Present/ Contract Administrator »Responsible for contract management and compliance Jose M. Quintero »Assist in evaluating and determining feasibility for new contract opportunities. Chief Estimator »Manage contract documents for efficiency, compliance, and quality control. Contract Administrator »Prepare and analyze workload reports. »Responsible for high levels of customer service for owners, Education: property managers, government agencies & general contractors. »Develop contract proposals to support organizational goals University of Miami »Review contract estimates, including proposed materials, Accounting Major production costs Business Management »Ensure that all records are accurate and up to date »Create regular status reports regarding progress on projects »Reviews and prepares contracts, agreements, amendments Key Areas of Expertise: and change orders. »Horticultural Knowledge »Assists in pre-bid meetings. »Contract Management »Verification that all contractual clauses are included in »Quality Control documents »Property maintenance experience Vila & Son Landscaping Corporation 1998-2007 / Chief Estimator »Large Commercial Landscape Company that operated in 8 »Project planning & locations statewide with a range of employees of 500-900 at peak scheduling »Brought leadership, guidance and organization to the estimating »Project Estimating team »Accounting & Finance »Worked with leadership and the human resources department to establish the company's goals and ensured each contract met their objectives. Project Experience: »FDOT »City of Cutler Bay »City of Pinecrest »Miami Dade County Contact: »Village of Pinecrest PH: 305-362-2404 Email: jquintero@visualscapeinc.com 17801 NW 137th Ave, Miami, FL 33018 www.visualscapeinc.com Bio: Highly experiencedsenior account manager with over 40 years of experience in the green industry. Very skilled at running day to day Operations with work crew, meeting with clients, performing detailed inspections of properties, preparing proposals and ensuring that all work is being performed to company standards. McAllister is able to strategize and prioritize effectively to accomplish multiple tasks and stay calm under pressure. Creative, resourceful and flexible, able to adapt to changing priorities and maintain a positive attitude adn strong John R.McAllister work ethic, while working in a fast-paced environment. Project Manager Professional Experience: VisualScape. -October2021Present Professional Affiliations: »Responsible for customer satisfaction, safety performance. »FNGLA (Florida Nursery Growers »Oversight of Customer Relations program and Landscapers Association) »Oversight of quality control measures »ISA (International Society of »Manage Agronomic programs Arboricultural) »Ensures landscape quality is at the highest standard »TCIA (Tree Care Industry Association) Brightview -March 2010-2021: »IA (Irrigation Association) »Hired by the former Luke Sawgrass in 2010 to »NALP (National Association of exclusively manage the Seminole tribe properties Landscape Professionals) throughout the South Florida area »Directed and coordinated day to day activities of landscaping crew on site. »Scheduled and performed property walk-through »Served as Primary point of contact for all accounts for Seminole Tribe properties Clermont Scapes, Inc. November 2006 March 2010 »Hired by the former Luke Sawgrass in 2010 to exclusively manage the Seminole tribe properties throughout the South Florida area »Directed and coordinated day to day activities of landscaping crew on site. »Scheduled and performed property walk-through »Served as Primary point of contact for all accounts for Seminole Tribe properties » Project Experience: Contact: »Seminole Hard Rock Casino PH: 305-362-2404 »Seminole Coconut Creek Casino Email: jmcallister@visualscapeinc.com »Seminole Classic Casino 17801 NW 137th Ave, Miami, FL 33018 »Seminole Immokalee Casino www.visualscapeinc.com Landscape Maintenance Manager with 25+ years of experience in large scale projects. VisualScape is a Lawn maintenance Company established in June 2011. The main focus of the Company is to provide lawn maintenance services and installation to commercial properties throughout Florida. VisualScape has an emphasis on premier customer service and quality along with an experienced team that can provide full landscape services to its client base. Wilfrid Milien Professional Experience: VisualScape, Inc. -July2011 Present Production Manager È Manages High end commercial properties, ensuring that all maintenance clients are satisfied. Key Areas of Expertise: È Oversees maintenance projects which includes mulching, È Horticultural Knowledge aerating, weeding, shrub pruning, trimming, edging and debris control of flower beds. È Site Safety/OSHA È Ensures the landscape crew members are performing at Compliance optimum levels of quality through horticultural best È Landscape Installation practices. Quality Control È Directs crews to perform based on scope of work È Provides training on technical, quality and safety Professional Licenses: standards È Oversees scheduling work routes to ensure all clients are serviced in a timely manner È Green Industry Best- È Performs additional duties as assigned by operations Management Practice manger È Fertilizer Applicator Licensed È Site/Safety OSHA Compliance Vila & Son Landscaping Corporation 1993-2009: È Large Commercial Landscape Company that operated in 8 È locations statewide with a range of employees of 500- 900 at peak È Managed all aspects of a 2.2 million dollar maintenance book of business including 7 maintenance routes, 47 employees, 35 customers, and 47 properties È Ensured landscape quality is at the highest standard. Project Experience: È City of Cutler Bay Contact: È City of Pinecrest PH: 305-362-2404 È US Coast Guard Email: wmilien@visualscapeinc.com 17801 NW 137th Ave, Miami, FL 33018 È W Hotel www.visualscapeinc.com È Miami Dade County VISUALSCAPE INC EMPLOY EE POLICY 20 20 TABLE OF CONTENTS Page No. I. TO OUR EMPLOYEES 1 II. ADMINISTRATIVE POLICIES 2 1. Equal Employment Opportunity Policy/Anti-Harassment, Discrimination and Retaliation 2 2. Substance Abuse 3 3. Immigration Law Compliance 5 4. Your Employment Status 6 5. Introductory Period 6 6. Orientation 6 7. Part-Time Employee 6 8. Full-Time Employee 7 9. Workweek and Workday 7 10. Your Employment Type: 7 10.1. Hourly Employees 7 (a) Overtime Pay 7 10.2. Exempt Employees 7 11. Scheduling Working Hours, Lunch Periods, and Rest Breaks 8 12. Recording Your Work Time 8 13. Paydays & Pay Periods 9 14. Deductions from Paycheck 9 15. Reviewing Your Pay Status 10 16. Personnel Records 10 17. Promotions 10 18. Layoffs/ reduction in Work Force 11 19. Resignations 11 20. Open Door Policy and Complaint Procedure 11 21. Lactation Policy 12 III. TIME OFF FROM YOUR WORK 13 1. Rules Regarding Absences 13 2. Attendance and Punctuality 13 IV. BENEFITS 14 1. Vacations 14 2. Holidays 14 3. Military Leave 15 4. Bereavement Leave 15 5. Family and Medical Leave 15 6. Domestic Violence Leave 21 7. Social Security 22 8. Unemployment Benefits 22 9. sation Benefits 22 10. Uniforms 23 11. Health Insurance 23 12. Dental Plan 23 13. Vision Plan 23 14. COBRA 24 15. Health Insurance Portability and Accountability Act of 1996 (HIPAA) 24 16. Education & Training 24 17. Participation in Professional & Trade Associations 24 V. YOUR RESPONSILBILITIES TO THE COMPANY, OUR CUSTOMERS, AND THE PUBLIC 25 1. Personal Appearance 25 2. Changing Your Job and Duties 26 3. Outside Employment 26 4. Personal Behavior 27 5. Personal Relationships 27 6. Care of Vehicles, Equipment, & Furnishings 28 7. Vehicle Allowance Program 30 8. Cellular Phones 30 9. GPS Policy 31 10. Criminal Charges, Arrests, and Convictions 31 11. Jury Duty 31 12. Outside Inquiries Concerning Employees 32 13. No Solicitation/ No Distribution/ Limited Access 32 14. Theft 33 15. Workplace Searches 33 16. Workplace Violence 33 17. Public Internet Communication Policy 34 18. Use of Company Equipment and Electronic Communication System 34 19. Internet Acceptable Use Policy 35 20. Use and Return of Company Property 36 21. Confidentiality 37 22. Ethical Behavior 37 23. Bulletin Boards 39 VI. SAFETY POLICIES 40 VII. SUMMARY 40 VIII. CONTACT INFORMATION 40 VisualScape, Inc. Employee Policy I. EMPLOYEE POLICY TO OUR EMPLOYEES Welcome to VisualScape Inc. very pleased that you have chosen to work with us. We want to take this opportunity to let you know that our employees, individually, and as a group, are an essential part of our continued success and as such, very valuable to us. VisualScape Inc. has developed an outstanding reputation within the industry and the community at large. The growth and success of our company is based on the complete satisfaction of our clients, backed by the quality of our products and services and the tireless effort of our employees. We have prepared this handbook for the purpose of familiarizing you with our company and introducing you to the employment rules by which it operates. It is your responsibility to read it carefully. In this handbook, you will find information concerning the benefits that our company offers its employees and the work and safety rules and regulations that you must carefully observe to succeed within our organization. VisualScape Inc. reserves the right to alter or amend these policies at its sole discretion. This handbook, effective November 1st, 2017, supersedes and replaces all previous versions. This handbook is not a contract, express or implied, as to the benefits and policies contained in this handbook. Although we hope that your employment relationship with us will be long term, either you or the Company may terminate this relationship at any time, for any reason, with or without cause or notice. Please understand that no supervisor, manager, or representative of the Company, other than the President, has the authority to enter into any agreement with you for employment for any specific period of time or to make any promises or commitments contrary to the foregoing. Any employment agreement entered into will not be enforceable unless it is a formal written agreement signed by you and the President of the Company. This handbook is the property of the Company, and it is intended for your personal use and reference, as an employee of the Company. Circulation of this handbook outside of the Company requires prior written authorization from the Human Resources Representative. Please read the entire handbook, sign the acknowledgment form at the back of this handbook, and return it to the Human Resources Representative. This will provide the Company with a record that you received and read the handbook. We wish you the best of luck and success in your position, and hope that your employment relationship with the Company will be a rewarding experience. 1 II. ADMINISTRATIVE POLICIES 1. EQUAL EMPLOYMENT OPPORTUNITY POLICY/ANTI-HARASSMENT, DISCRIMINATION AND RETALIATION It is the policy of this Company to afford equal opportunity to all employees, without discrimination on the basis of race, color, sex, religion, national origin, ancestry, age, citizenship, marital status, familial status, pregnancy, sexual orientation, political affiliation, veteran status, disability, or any other protected category as defined by local, state, or federal law. Furthermore, harassment of any employee on the basis of race, color, sex, religion, national origin, ancestry, age, citizenship, marital status, familial status, pregnancy, sexual orientation, political affiliation, veteran status, disability, or any other protected category is strictly forbidden and will not be condoned. Retaliation against anyone who makes bona fide complaints of discrimination and/or harassment is also strictly prohibited. Should you encounter any prohibited discrimination, harassment, or retaliation against you or any other employee, please promptly bring the matter to the attention of the Human Resources Representative for investigation and, if warranted, immediate and appropriate corrective action. The Equal Opportunity Commission Guidelines, issued under the Civil Rights Act, define sexual physical conduct of a sexual nature constitute sexual harassment when (1) submission to such (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect If you believe that you have been subjected to sexual or other harassment, other inappropriate sexual behavior or discriminatory conduct, the Company encourages, but does not require, you to indicate promptly and firmly to the offender that the behavior is unacceptable. If you believe that you have been subjected to harassment or discrimination based on any protected category, or retaliation of any kind, or if you are a witness to such harassment, discrimination, or retaliation, the Company requires that you promptly report any incident, regardless of who the offender is. The report must be made to your manager, president of the company, or to the Human Resources Representative. You always have the option of reporting the conduct directly to the Human Resources Representative if you prefer. Any employee who is found to have engaged in harassment, discrimination, or unlawful retaliation is subject to discipline up to and including termination. Any person found to have filed a false complaint against another employee may also be subject to discipline up to including termination. All harassment complaints will be promptly and thoroughly investigated; handled to the extent possible, in a confidential manner, and no retaliation will occur for bona fide complaints of harassment. This Company is committed to complying with applicable provisions of the Americans with regarding the employment of qualified persons with a disability. The Company prohibits discrimination against a qualified individual with a known disability. This includes, but is not limited to, discrimination with respect to application, hiring, promotion, discharge, compensation, benefits, training, and all other aspects of employment. 2 The Company will reasonably accommodate qualified individuals with a known disability if reasonable accommodation will be made unless it creates an undue hardship for the Company. The individual must make known to the Company the need for a reasonable accommodation and is free to suggest an accommodation but there is no guarantee that the suggested accommodation will be provided. The individual must contact the Human Resources Representative if a reasonable accommodation is being requested and provide sufficient information for the request to be evaluated. Requests by qualified individuals with disabilities for reasonable accommodations will be considered and discussed with the manager and the Human Resources Representative. The manager and Human Resources Representative will jointly determine the nature and scope of the accommodation to be made, after consideration of the particular circumstances, including any hardship to the Company. All information obtained concerning the medical condition or history of an applicant or employee will be maintained in separate medical files and will be treated as confidential information that will only be disclosed as is essential or necessary. Employees who have any concerns regarding the application of this policy should feel free to discuss them with the Human Resources Representative at any time. All such inquiries will be treated as confidential and will only be disclosed on a need-to-know basis. 2. SUBSTANCE ABUSE 2.1 Drug-Free Workplace Policy in General VisualScape Inc. believes that drugs (including alcohol), taken for non-medicinal purposes, have hol subjects the employee, co- the job; and undermines ability to operate effectively and efficiently. Accordingly, VisualScape Inc. has implemented a drug-free workplace policy consistent with both federal law and Section 440.101, et seq., Florida Statutes. It is a condition of employment that all employees abide by this policy concerning drugs and alcohol. Employees and supervisors will be required to participate in a Drug and Alcohol Free Awareness Program on an annual basis. Taking or being under the influence of any controlled substance or intoxicant, without a prescription, during work time -- on or off premises -- will not be tolerated. Manufacturing, distributing, dispensing, possessing, selling, or using any non-prescription controlled substance or intoxicant during work time -- on or off Company premises -- is strictly prohibited. This prohibition also applies to alcohol and the misuse or abuse of prescription and/or over-the-counter drugs. Any employee convicted of a controlled substance-related violation, including a plea of nolo contendere or no contest, must notify his/her manager within five (5) days of such conviction or plea. Employees who violate this rule will be subject to discipline, up to and including termination, and may forfeit eligibility for medical and indemnity benefits and/or unemployment compensation benefits. At its discretion, VisualScape Inc. may require employees who violate this policy to successfully complete a drug or alcohol abuse assistance or rehabilitation program, at the 3 Employees who are taking prescription or non-prescription drugs which could affect their ability to perform their job in a safe and efficient manner must notify their immediate manager of this fact. Further, job applicants and employees have the right to confidentially consult the Medical Review Officer (MRO) for technical information regarding prescription and non-prescription medication and may contest or explain the test result to the MRO both before and after being tested. Prior to testing, the job applicant or employee will be given a list of the most common medications by brand name or common name and chemical name which may alter or affect a drug test. This information is also provided on the Drug Testing Chain-of-Custody Form. A Drug Use Information Form, which is a confidential report, may be filled out by job applicants and employees before or after being drug tested. This form permits individuals to provide to the MRO a list of all prescription and non-prescription drugs they are currently using or have used in the last month, as well as any other information they consider relevant to the test. 2.2 Drug and Alcohol Testing Policy In order to maintain the safety and efficiency of its operations and to protect employees and the public, employees may be required to submit to drug and/or alcohol testing if there is a cause for reasonable suspicion of substance abuse. VisualScape Inc. will select a licensed laboratory which will perform the drug and/or alcohol testing. The following is a list of some but not all circumstances that could be indicators of a substance abuse problem and considered reasonable suspicion: (a) Observed alcohol or drug abuse during work hours on Company premises; (b) apparent physical state of impairment; (c) incoherent mental state; (d) marked changes in personal behavior that are otherwise unexplainable; (e) deteriorating work performance that is not attributable to other factors; and (f) accidents, on-the-job injuries, or other actions that provide reasonable cause to believe the employee may be under the influence of drugs or alcohol, or that result in off-premises medical attention to the employee, injury to others, or property damage in excess of $250.00. VisualScape, at its sole discretion, may also conduct follow-up substance testing when an employee enters an employee assistance or rehabilitation program, random or periodic substance testing of all employees, routine testing of job applicants, and routine testing of employees returning to work after a leave of absence of two weeks or more. Employees who refuse substance testing under these circumstances will be terminated. The type of testing to be conducted includes, but is not limited to, any chemical, biological or physical instrumental analysis, and may require the collection of blood, urine, breath, saliva, or hair of an employee or job applicant. VisualScape Inc. shall test for the following substances: (a) Alcohol (booze, drink, distilled spirits, wine, malt beverages, beer, intoxicating liquors, alcoholic beverages, etc.); (b) Amphetamines (Binhetamine, Desoxyn, Dexedrine); (c) Cannabinoids (marijuana, hashish, hash, hash oil, pot, joint, roach, spleaf, grass, weed, reefer); 4 (d) Cocaine (coke, blow, nose candy, snow, flake, crack); (e) Phencyclidine (PCP, angel dust, hog); (f) Methaqualone; (g) (h) Barbiturates (Phenobarbital Tuinal, Amytal); (i) Benzodiazophines (Ativan, Azene, Klonopin, Dalmane, Diazepam, Halcion, Librium, Poxipam, Restoril, Serax, Tranxene, Valium, Vertron, Xanax); (j) Methadone (Dolophine, Methadose); (k) Propoxyphene (Darvocet, Darvon N, Dolene); and (l) Metabolites of any substances listed above. Under most circumstances, positive confirmed test results of the presence of 0.05% alcohol or the presence of any other controlled substances in the body is a violation of this policy and shall subject the employee to discipline, up to and including termination. A copy of Drug-Free Workplace Policy, including the procedures for contesting positive test results, is available for review from the Human Resources Representative. A list of names, addresses, and telephone numbers of employee assistance programs and local drug rehabilitation programs are also on file with the Human Resources Representative. 2.3. Confidentiality All information, interviews, reports, statements, memoranda and drug test results, written or otherwise, received by VisualScape Inc. as part of this drug testing program are confidential communications. Unless authorized by state laws, rules or regulations, VisualScape Inc. will not release such information without a written consent form signed voluntarily by the person tested. VisualScape Inc. or its legal counsel may disclose such information in the event that a challenge or other form of civil, disciplinary or administrative litigation is commenced by a job applicant or employee. 3. IMMIGRATION LAW COMPLIANCE The Company is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with the Company within the past three years, or if their previous I-9 is no longer retained or valid. Employees with questions or seeking more information in immigration law issues are encouraged to contact the Human Resources Representative. Employees may raise questions or complaints about immigration law compliance without fear of reprisals. 5 4. YOUR EMPLOYMENT STATUS Your employment at VisualScape Inc. party, at any time. This includes termination with or without cause, and with or without notice. Any oral statements or assurances to the contrary are not binding on the employer and should not be relied upon by the employee or job applicant. If you believe such assurances have been made, contact the administration for confirmation in writing. The Company is not responsible for, and will not stand by, any statements or assurances that are not reaffirmed in writing by an officer of the Company. Statements on the employment application, or in this handbook, training manuals, or other Company documents, do not constitute or imply an employment contract and should not be relied upon by the employee or job applicant under any circumstances as assuring continuous . 5. INTRODUCTORY PERIOD All new employees have an introductory period of 90 calendar days from the date of hire, and are not eligible for paid holidays, for leave of any kind, or any other company sponsored benefits until the expiration of the probationary period and/or dates of eligibility. During this introductory period, you will be evaluated by your supervisor and manager as to what is expected from you, with respect to your job performance. You will be carefully observed to make sure your working habits, your aptitude, and the way you relate to your superiors and to your fellow employees are in accordance with the policies established by the company. Throughout your employment, and regardless of any oral representations made to you by anyone to the contrary, you serve at the will and pleasure of our Company and may be discharged at any time with or without cause and with or without notice. However, for purposes of the Florida Unemployment Compensation Law, we are evaluating you for the first ninety (90) calendar days of your employment. You should understand that if you are discharged for unsatisfactory work performance during that period of time, our Company will not have its account charged for any unemployment benefits you might be eligible for in the future. Completion of the introductory period does not alter your status as an employee at the will and pleasure of the Company. 6. ORIENTATION The Company offers orientation to all new hires as the introduction to their jobs, co-workers and the organization by providing them with information regarding such items as benefits, policies, procedures, Company history, goals, culture and work rules. Orientation will be scheduled accordingly by each branch location. 7. PART TIME EMPLOYEE Any employee working l-Time employees are not eligible for paid holidays, for leave of any kind, or company sponsored benefits. 6 8. FULL - TIME EMPLOYEE employee is eligible (based on eligibility requirements and job title) for recognized holidays with pay, for a leave of absence without pay, paid vacation, or company sponsored benefits. 9. WORKWEEK AND WORKDAY Our workweek begins on Monday at 12:00 am and ends on Sunday at Midnight. 10. YOUR EMPLOYMENT TYPE You will be informed of your initial employment classification and of your status as an exempt or non-exempt employee during your interview or orientation session. You will also be informed by your manager of any change in your exemption status if your position changes during your employment as a result of a promotion, transfer, or otherwise. 10.1. HOURLY EMPLOYEES: The standard workweek is five 8-hour days, totaling 40 Hours. At times, however you may be requested to work for more than forty hours, for which the Company will pay overtime to non-exempt employees. All employees are required to comply with the -keeping procedures. You will report for work in the morning and leave in the evening at times established by your manager. Daily and weekly schedules may be changed from time to time at the discretion of the Company and to meet the varying conditions of our business. Changes in work schedule will be announced as far in advance as possible. (a) Overtime Pay: If you are classified as a non-exempt employee, you will receive compensation for approved overtime work. Employees working overtime without approval will be subject to disciplinary action. All non-exempt employees will be paid at their regular rate of pay, straight time, for all hours worked up to and including the fortieth hour in each workweek, and one-half times their regular rate of pay for all hours worked in excess of forty (40) hours in each workweek. Overtime will be computed in actual minutes worked. Vacation time, sick leave, holidays, or any other paid or unpaid absences are not considered when calculating your overtime, under Federal, State, or Local law. Managers may schedule overtime or extra shifts when it is deemed necessary. Employees are not permitted to work overtime without the prior approval of their manager . Our intent is to compensate in accordance with applicable Federal, State, and Local laws. An attempt will be made to plan overtime with consideration for employees and customers. 10.2. EXEMPT EMPLOYEES: Exempt staff is paid on a salary basis for all hours worked each week. Exempt employees are expected to work whatever hours are required to accomplish their duties, even if it exceeds their normal work week. No overtime will be paid to exempt staff. We are committed to compliance with the Fair Labor Standards Act and all regulations interpreting the Act. While exempt staff is generally entitled to their full salary regardless of the actual hours worked, certain deductions from salary are permitted, such as, but not limited to, personal absences of a day or more, leave of absence under the Family Medical Leave Act, or 7 deductions for disciplinary suspensions of a full day or more made in good faith for infractions of workplace conduct rules or safety violations of major significance. All pay deductions for exempt staff must be authorized by Human Resources Representative. Pay deductions related to quality or quantity of work is strictly prohibited. If any exempt staff believes that a deduction is improper, they should immediately notify a member of Human Resources Representative. Any deductions not authorized by the FLSA will be reimbursed. 11. SCHEDULING WORKING HOURS, LUNCH PERIODS AND REST BREAKS It is difficult for a company in the landscape industry to maintain a fixed working schedule. Employees may be released before the normal 8-hour workday or requested to work for more than 8 hours. Lunch period and rest breaks will be scheduled according to the requirements of the job, the needs of the customer, and the hours set forth by Management. The workday will include an unpaid 30-minute break for lunch. Hourly field employees will receive a paid break of 15 minutes in the first four hours of a shift. The timing of the break period will be determined by the supervisor or manager, based on Company needs. 12. RECORDING YOUR WORK TIME Accurately recording time worked is the responsibility of every non-exempt employee. The Company must have an accurate record of time worked in order to calculate an employee's pay and benefits. All staff members must keep track of their actual working hours on a daily basis using the Company time recording system. All hourly non-exempt employees must accurately record their time to show when they began working, when they took meal breaks, and when they stopped working each day. No employee is permitted to clock in or out for another employee. Failure to follow time recording procedures will result in disciplinary action up to and including termination. Any errors in an employee's timekeeping must immediately be brought to the attention of the Human Resources Representative who is authorized to make the proper adjustments. Hourly employees must report to their manager upon arriving to work in the morning and prior to leaving work in the evening. Times of arrival and departure will be recorded by the supervisor each day on the employeedaily payroll time card. Hourly employees are paid from the time they clock in at the yard until the time they finish their work in the afternoon. Time spent traveling as a passenger in a Company vehicle from the yard to the jobsite is considered hours worked and is compensable. Hourly employees do not have to return to the home office in the afternoon after their work at the job site is completed. Employees are free to leave directly from the job site after their work is completed. Hourly employees are welcome, however, to return to the yard in the Company vehicle. Time spent traveling as a passenger in a Company vehicle going from the job site back to the home office is NOT treated as work hours, and is therefore not compensable time. Time spent as the driver of a company vehicle to transport employees from one location to another will be treated as work hours. Crew members are not expected to do any work when they return to the home office at the end of the work day. If crew members perform any work when they return to the home office in the afternoon, they must report it to their supervisors, and on their time cards. Crew members must obtain approval from their supervisor in order to perform any such work at the yard in the afternoon. 8 Exempt salaried employees will also be required to record hours worked on a time sheet or other method established by management. Time Cards are to be kept for all employees. Each supervisor is responsible to note each employees time in and out. Employees need to make sure their supervisor checks them in and out by signing their time sheet or card daily. All employees will only be paid for the number of hours worked during that time period. It is the employee's responsibility to sign their time records to certify the accuracy of all time recorded. Any errors on your time card should be reported immediately to your supervisor, who will attempt to promptly correct legitimate errors. If for some reason, the error is not corrected, it is the nsibility to bring the matter to the attention of the Human Resources Representative. It is the employee's responsibility to sign their time records to certify the accuracy of all time recorded. If corrections or modifications are made to the time record, both the employee and the supervisor must verify the accuracy of the changes by initialing the time record. Failure to properly record your time on a daily basis or the failure to use the time recording system on a daily basis will result in disciplinary action, up to and including termination. MANAGEMENT HAS THE AUTHORITY TO DIRECT ANY HOURLY EMPLOYEES TO WORK UNLESS THEY ARE RECORDING THE HOURS WORKED. 13. PAYDAYS & PAY PERIODS Hourly shop, hourly administrative, non exempt and exempt employees are paid every two weeks. Paychecks are issued to the employee every other Friday, at the end of the workday. Paychecks are issued for the two weeks prior to the week the check is issued and do not include payment for work performed during the week the check is issued. 13.1. Automatic Deposit: is an optional benefit we provide our employees. Most of our employees find it convenient to have their regular paycheck automatically deposited in their bank account. If you would like to make arrangements for automatic deposit, contact the Human Resources Representative. VisualScape Inc. reserves the right to amend pay policies at its sole discretion. s paycheck except the employee or with proper 14. DEDUCTIONS FROM PAYCHECK Take-home pay is always less than taxable earnings; the paycheck reflects earnings for the pay period minus deductions. Federal Income Tax, Social Security (FICA), and Medicare payment are deductions required by law. VisualScape Inc. reserves the right to comply with any additional court orders regarding deductions or withholding of pay. 9 15. REVIEWING YOUR PAY STATUS All non-exempt employees will be eligible for an annual performance appraisal within one year of their anniversary date or one year from their last wage increase, whichever is more recent. Appraisals do not guarantee an automatic wage increase. Any monetary increases as a result of an appraisal will be reflected in the employees pay within 45 days of the employee's annual appraisal date. There are no automatic salary increases for exempt employees based upon tenure, seniority, special education, training or added responsibilities. All salary increases are based on merit or performance. 16. PERSONNEL RECORDS The Company will safeguard the information medical records. Further, the Company will inform an employee prior to releasing any personnel information from their files except for regular reporting information required by law. Employee personnel files are the property of the Company. Employees may review their personnel files by making an appointment with Human Resources to do so during regular business hours. Employees may not remove any portion of their personnel file from the Company premises. Employees should advise Human Resources of applications for credit of verifications of employment that might require the release of employment and salary information. It is very important that employee records be kept on an up-to-date basis. All employees must notify their manager and Human Resources within three business days of any changes that take place regarding their name, marital status, address, telephone number, number of dependents, person to contact in case of an emergency, work eligibility status, change of beneficiary for insurance, and any other pertinent information. Any changes to marital status or number of dependents will require execution of appropriate I.R.S. forms. Forms are available in Human Resources to request information, make status changes, etc. (It is tion is in the personnel files). Providing false or misleading information to the company in any respect is grounds for immediate discharge. 17. PROMOTIONS The Company expects to fill existing vacancies whenever possible through promotions from within the organization. Employees are selected with due regard for their seniority, on the basis of their ability, education, experience, and other qualifications necessary for the position. Each employee is urged to develop skills in his or her present job and to learn as much as possible about the Company, its operations, and its policies to be qualified for promotions when the opportunity presents itself. 10 18. LAYOFFS/REDUCTIONS IN FORCE Whenever layoff of personnel or a reduction in force is necessary for business or other reasons, those employees affected will be given as much advance notice as possible and as permitted by law. No recall rights exist. Selections for layoffs or reductions in force will be made based on a variety of factors including, but not limited to, seniority, job classification, and job performance. Our Company does not maintain a severance plan. 19. RESIGNATIONS VisualScape Inc. , any employee who desires to resign can do so at any time. However, as a courtesy to our Company, the resignation should departure. Failure to do so will result in the loss of any accrued benefits. All Company property and employee uniforms in the possession of the employee who resigns must be returned. Under no circumstances should you consider that there is any contract, guarantee, or promise of any type that would entitle you to accrued benefits or severance pay. 19.1. Job Abandonment: Employees of the Company that are absent for more than two consecutive days without notifying a manager or human resource representative are considered to have voluntarily abandoned their employment with the Company. The effective date of termination will be the last day the employee reported for work. If an employee abandons a job, he or she will not be entitled to accrued vacation/sick days. 20. OPEN-DOOR POLICY AND COMPLAINT PROCEDURE We at the Company are dedicated to continuing what we believe to be an excellent employee relations program. We will do our best to maintain good working conditions, competitive wages and benefits, open communications, and employee involvement. It is our policy that every employee, regardless of position, be treated with respect and in a fair and just manner at all times. However, from time to time, problems or difficulties may arise. We want to know about these problems. Whatever the question or problem, you are now a part of the team, and your concerns are important. In order to provide an orderly method for addressing your concerns and problems, we request that you discuss your complaints with your immediate manager, if the problem is not satisfactorily resolved, with the Human Resources Representative, or any officer of the Company for a final resolution. In the event you have a concern, and for personal reasons you cannot discuss the issue with a manager, you may go directly to the Human Resources Representative, or President of the Company. The Human Resources Representative, Manager, or the President is available for advice and assistance in solving your problem at any time. 11 The Company will attempt to keep all such expressions of concern, their investigation, and the terms of their resolution confidential, recognizing, however, that in the course of investigating and resolving the concerns some dissemination of information to others may be appropriate. Further, no employee will be discriminated or retaliated against, or in any way penalized, for using these procedures. Again, please bring your complaints and concerns to our attention so that we can resolve them. Please do not assume that the Company is aware of your concerns or problems. We cannot receptive to your concerns. We are always looking for ways to make this a better place to work. The Company believes that prompt and effective use of this complaint procedure will help maintain a pleasant work environment for all. 21. LACTATION POLICY Employer complies with all federal and state laws and regulations concerning breast-feeding and nursing mothers and provides assistance for nursing mothers who want to express and store breast milk at workplaces during business hours. This policy addresses different forms of lactation assistance that Employer provides for nursing mothers. 21.1 Break Time for Lactation Purposes (a) Employees who are nursing mothers can take reasonable break periods during the workday to express breast milk for their children. Such nursing mothers can take breaks each time they need to express milk beginning from the date of the nursing child's birth and for up to one year. (b) Employees who are nursing mothers can use their meal and paid break times for lactation purposes. Break times that are used for lactation purposes beyond Employers provided break times are unpaid. For more information about meal and break periods, see Employer 's meal and break period policy. (c) Employees who are nursing mothers should discuss their need for extra break periods to express breast milk with human resources representatives. For additional information please contact Human Resources. 12 III. TIME OFF FROM YOUR WORK 1. RULES REGARDING ABSENCES Regular attendance is of vital importance for the daily operation of our company. Nevertheless, we understand that in certain occasions it becomes necessary for the employee to be absent from work, in such cases, the following rules must be reserved: (a) Permission must be obtained for absences. Requests for absences are evaluated to determine the legitimacy of the request. Absence without permission will be considered a violation of the Company rules and as such, subject to disciplinary action up to and including termination. (b) If the absence results from an emergency situation, the employee must notify his or her manager as soon as possible, preferably before the workday begins. (c) Employees absent for more than three consecutive days on sick leave will have to submit a written justification from a licensed physician. (d) Employees absent from work, without permission, for two consecutive days will be considered as job abandonment (See Part II Section 20 Page 13) (e) Employees absent from work, without permission, on three occasions within one year can be dismissed The rules detailed above apply to all absences recognized by the company. 2. ATTENDANCE AND PUNCTUALITY employee is expected to be at his or her work assignment on time each day and to remain there throughout his or her scheduled hours. Absenteeism or tardiness, even for good reason, is Excessive, absenteeism or tardiness, whether excused or unexcused, can result in discipline, up to and including termination. If an employee is absent without proper authorization, deductions shall be made from their pay for the period of absence, in cases where the employee is not dismissed. The determination of whether absenteeism or tardiness is excessive is within the sole discretion of the Company. If you are going to be late or absent from work for any reason, you must personally notify your manager as far in advance as possible, so that proper arrangements can be made to handle your work during your absence. Of course, some situations may arise in which prior notice cannot be given. In those circumstances, you are expected to notify your manager as soon as possible. Leaving a message does not qualify as notifying your manager -- you must personally contact your manager. Any absence without notifying your manager will be treated as an unexcused absence. Unless a different arrangement has been made in advance, you must call your manager every day you intend to be absent. Employees absent without authorization may be considered to have voluntarily resigned and/or abandoned their employment. Employees are not permitted to leave work during their regularly scheduled hours without their manager must also personally contact your manager and obtain his or her permission. Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any State or Federal labor law, including the National Labor Relations Act. 13 IV. BENEFITS 1. VACATIONS All hourly Supervisors, Exempt Employees and Administrative Office Personnel qualify for 5 days of paid vacation per year after one year of continuous fulltime employment. If a fulltime employee in a non-eligible job title changes to an eligible job title, that employee will qualify for 5 days of vacation per year provided they have fulfilled one year of continuous fulltime employment after their promotion date. Once an employee becomes eligible for vacation, he or she must request vacation time from his or her manager four (4) weeks in advance by completing a vacation request form. All vacation requests are subject to approval by the manager and annual blackout dates may apply. The employee's preference for vacation time will be granted whenever possible provided that the employee's choice of vacation does not conflict with the proper functioning of his/her department. For this reason, a manager reserves the right to accept the employee's request for vacation or ask the employee to choose a more convenient time. No employee may take vacation time before he/she has earned it. Employees will not be allowed to carry over any unused vacation to the following year or have vacation paid out in lieu of time off. Any employee who voluntarily resigns or is terminated will not be entitled to be paid for his or her vacation time. Nevertheless, our Company will comply with all federal, state and local laws pertaining to employment termination in effect at that time. 2. HOLIDAYS All hourly Supervisors, Exempt Employees and Administrative Office Personnel will receive Holiday pay after ninety (90) days of continuous employment. If a fulltime employee in a non-eligible job title changes to an eligible job title, that employee will qualify for Holiday pay provided they have fulfilled ninety (90) days of continuous fulltime employment after their promotion date. Eligible employees as specified above receive six paid holidays (paid at the e rate) a year. Paid Holidays are as follows: (a) New Years Day (b) Memorial Day (c) Independence Day (d) Labor Day (e) Thanksgiving Day (f) Christmas Day When a holiday falls on a non-workday (Saturday or Sunday) the holiday usually is observed on Monday (if the holiday falls on Sunday) or Friday (if the holiday falls on Saturday). 14 In the following instances the employee will not qualify for Holiday Pay: 2.1. Employees who have taken unauthorized leave the day prior to or the day after a holiday. 2.2 Employees who are on a Leave of Absence for 3 days or more the day before or after the holiday. 3. MILITARY LEAVE OF ABSENCE 3.1 Military Leave: Employees who enter the military service will be granted a leave of absence without pay in accordance with applicable federal and state laws. You will retain full seniority benefits for all prior service upon re-employment, if after being discharged from the service, you return within the time prescribed by federal regulations and have not worked any intermittent jobs. Copies of military orders and other relevant information will be requested prior to approval. If any of these provisions are inconsistent with applicable law, the Company will fully comply with applicable law. 3.2. Annual Military Reserve Training: Employees who serve in U.S. military organizations or state militia groups may take necessary time off without pay to fulfill this obligation, and will retain all of their legal rights for continued employment under existing laws. These employees may apply personal days and unused earned vacation time to the leave if they prefer, but are not required to do so. You are expected to notify your manager and human resources representatives as soon as you are notified of the dates you will be on duty so that arrangements can be made for coverage during this absence. 4. BEREAVEMENT LEAVE Regular full-time employees are granted leave of absence without pay for up to three days within one calendar year because of death of a family member. Family members recognized for this purpose are grandparents, parents, siblings, husband and wife, children, and grandchildren. These three days are to be taken consecutively within a reasonable time of the day of the death or the day of the funeral, and may not be split or postponed. 5. FAMILY AND MEDICAL LEAVE In accordance to the provisions of the Family and Medical Leave Act of 1993, as amended, and its implementing regulations (the "FMLA"), and current Company policy, an Eligible Employee is entitled to unpaid family and medical leave, or military family leave as set forth below: 5.1. Definitions: (a) Eligible Employees: Employees who have worked for the Company for at least twelve (12) months, and have worked at least 1,250 hours during the 12 month period immediately before the commencement of the leave, if employed at a job site where there are 50 or more employees within a 75 mile radius. (b) Covered Service member: A member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or 15 therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred in the line of duty on active duty. (c) Covered Military Member: The employee's spouse, son, daughter or parent who is a member of the reserve components or a retired member of the Regular Armed Forces or Reserve, and who is on active duty or call to active duty status. (d) Next of Kin: The nearest blood relative (in order of priority under the FMLA or as designated by the Covered Servicemember) of a Covered Servicemember other than the Covered Servicemember's spouse, parent, son or daughter for purposes of Caregiver Leave as specified under the FMLA. (e) Outpatient Status: With respect to a Covered Servicemember, the status of a member of the Armed Forces assigned to either a military medical treatment facility as an outpatient; or a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients. (f) Serious Injury or Illness: Any injury or illness incurred by a Covered Servicemember in the line of duty on active duty that may render the servicemember medically unfit to perform the duties of the servicemember's office, grade, rank, or rating. (g) Serious Health Condition: An injury, illness, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. 5.2. Reasons for Leave: All employees of the Company are directed to review the Department of Labor Notice to Employees referenced as "Employee Rights and Responsibilities under the Family and Medical Leave Act" (WHD Publication 1420). Please Note that all employees may at any time during regular Company hours obtain copies of the forms referenced herein from the Human Resources Representative. Further, employees with questions or complaints regarding the FMLA should contact the Human Resources Representative. In accordance with applicable regulations and the FMLA, as amended, the Company provides the following types of FMLA leave: (a) Basic Leave: Eligible Employees will be granted a total of up to 12 weeks of unpaid leave for the following reasons: (i) the birth of the employee's child and in order to care for that child; (ii) the placement of a child with the employee for adoption or foster care, and to care for the newly placed child; (iii) the care for a spouse, child, or parent (not parents "in law") who has a serious health condition; or (iv) the employee's own serious health condition that renders the employee unable to perform one or more of the essential functions of his or her job. (b) Qualifying Exigency Leave: Eligible Employees with a Covered Military Member may use their 12-week leave entitlement to address certain "qualifying exigencies." Qualifying exigencies include short notice deployments (7 or fewer days), military events and related activities, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, rest and recuperation attending post-deployment reintegration briefings, and additional activities as agreed to by the Company and the employee. An employee whose family member is on 16 active duty or call to active duty status in support of a contingency operation as a member of the regular Armed Forces is not eligible to take leave because of a qualifying exigency. (c) Caregiver Leave: Eligible Employees will be granted a total of up to 26 weeks of unpaid leave to care for a Covered Servicemember. An employee requesting this type of leave must provide the Certification of Serious Injury or Illness of the Covered Servicemember For Military Family Leave (DOL Form WH-385). This certification is not tied to a serious health condition as for other types of leave. In order to take leave to care for a Covered Servicemember, the Eligible Employee must be the spouse, son, daughter, paren t, or Next of Kin of the Covered Servicemember. 5.3. Limitations on Leave Period: As specified in paragraph 2 above, an Eligible Employee is entitled to take up to 12 weeks of unpaid Basic Leave or unpaid Qualifying Exigency Leave, or up to twenty-six (26) weeks of unpaid Caregiver Leave, in any 12-month period. Eligible employees taking time off to care for a Covered Servicemember are limited to a combined total FMLA leave of twenty-six (26) weeks. The 12-month period for Basic Leave and Qualifying Exigency Leave shall be measured for all employees based on a 12-month period measured backward from the date an employee uses any family or medical leave. The 12-month period for Caregiver Leave shall be measured for all employees beginning on the first day of such leave forward. Entitlement to leave for the birth or placement of a child for adoption or foster care will expire 12 months from the date of birth or placement. The leave is without pay, pursuant to the conditions set out in this policy. Employee leaves of absences ("LOA") run simultaneously. For example, an employee may incur a non-work related illness or a work-related illness or injury that also causes a "serious health condition" making the employee unable to perform the functions of his/her position within the meaning of the FMLA. In such circumstances, any short-term disability LOA or workers' compensation LOA will also count against the employee's twelve (12) week FMLA Basic Leave entitlement. If a husband and wife both work for the Company, the Company will limit the aggregate leave taken by both employees to a total of 12 weeks during the 12-month leave period if the leave is taken for the birth of employee's own child or placement of a child for adoption or foster care, or to care for the employee's parent with a serious health condition. If the leave is for the care of a Covered Servicemember, the Company will limit the aggregate leave taken by both employees to a total of twenty-six (26) weeks during the twelve (12) month leave period. However, if the leave is taken by either spouse to care for the other who is seriously ill and unable to work; to care for a child with a serious health condition; or for his/her own serious illness, then each employee is eligible for 12 weeks of leave. 5.4. Paid/Unpaid Leave: For all family and medical leave requested the employee is required to use all of his/her accrued leave time including vacation leave and sick leave. The remainder of the leave will then consist of unpaid leave. The employee must satisfy all Paid time off must also be used to cover any elimination period or to supplement any monies received under a disability plan or insurance policy or any other benefit plan or insur permitted by the terms of the particular benefit plan or insurance policy. 17 5.5. Intermittent/Reduced Leave: Intermittent leave is a leave taken in separate blocks of time. A reduced work schedule leave is a leave schedule that reduces an employee's usual number of hours per workweek or hours per workday. Leave due to a Qualifying Exigency may be taken intermittently or on a reduced work schedule. Employees may not take intermittent or reduced leave for the birth or placement of a child. In the case of serious health conditions or for the care of Covered Service members, leave may be taken intermittently or on a reduced leave schedule when medically necessary. In such cases, the health care provider must submit a declaration stating why the leave must be granted on an intermittent or reduced schedule basis and the amount of time the leave on that basis will be needed. Employees are expected to make a reasonable effort to schedule intermittent leave so as to not disrupt the operations of the Company. If an employee requests intermittent or reduced leave for planned medical treatment or recovery from a serious health condition, then the employee may be required to transfer temporarily to a position with equivalent pay and benefits that better accommodates recurring periods of leave. 5.6. Request for Leave: An employee giving notice of the need for FMLA leave must complete the Company's required Request for Family or Medical Leave form available from the Human Resources Representative and return it to the Human Resources Representative. The completed request form must state the reason for the leave, the duration of the leave, and the starting and anticipated ending dates of the leave. If an employee fails to explain the reasons for the needed leave, the leave may be denied. 5.7. Notice for Leave: Where the need for FMLA leave is foreseeable based on an expected birth, placement for adoption or foster care, planned medical treatment for a serious health condition of the employee or a family member, or the planned medical treatment for a serious injury or illness of a Covered Servicemember, an employee must provide notice to the Company by submitting the Request for Family or Medical Leave form at least thirty (30) days before the leave is to begin. If an employee's leave must begin within 30 days, the employee must give written notice to the Human Resources Representative using the Request for Family or Medical Leave form as soon as is practicable after the necessity for the leave becomes known to the employee. An employee that fails to give the required 30 day advanced notice for foreseeable leave may have their leave delayed until 30 days after the date the employee provides the required notice. Where the need for FMLA leave is not foreseeable the employee must provide notice as soon as practicable under the facts and circumstances of the particular case, and in accordance with the Company's customary notice requirements. Accordingly, even where the leave is unforeseeable, the employee must still submit the Request for Family or Medical Leave form to the Human Resources Representative absent unusual circumstances such as emergency medical treatment. Notice may be provided by an employee's spokesperson (e.g. spouse, adult family member, or other responsible party) if the employee is unable to do so personally. 5.8. Certification of Leave: In the case of medical conditions, the Company makes certain reasonable inquiries to determine if the FMLA leave is because of a serious health condition, and requests medical certification to support the need for such leave as outlined herein. The Company also requests certification to support the need for Qualifying Exigency Leave, and for Caregiver Leave. Where the employee requests Basic Leave, the Company may require a second or third opinion, at its expense, to determine if the requested leave is FMLA-qualifying. Recertification, if any, shall be at the employee's expense, and will be requested by the Company in accordance with the FMLA, as amended. An employee has an obligation to respond to an employer's questions designed to determine whether an absence is potentially FMLA-qualifying. Failure to respond to the Company's inquiries regarding the leave request may 18 result in a delay or denial of FMLA protection if the Company is unable to determine whether the leave is FMLA-qualifying. Employees are directed to return all medical certification documentation to the Human Resources Representative; this medical certification (a) Certification of Serious Health Conditions for Basic Leave: The application for leave based on the "serious health condition" of the employee or the employee's spouse, child, or parent must be accompanied by a "Certification of Health Care Provider" completed by the health care provider of the employee or the employee's ill or injured family member. A certification is required for a continuous, intermittent or reduced workday or workweek leave schedule. The Certification of Health Care Provider must be completed in its entirety. You may request a copy of the Certification of Health Care Provider for Employee's Serious Health Condition (DOL Form WH-380-E) or the Certification of Health Care Provider for Family Member's Serious Health Condition (DOL Form WH-380-F) from the Human Resources Representative. If the FMLA leave is requested as a result of the employee's serious health condition, the medical certification must state that the employee cannot perform the essential functions of his or her job and must specifically list which essential functions cannot be performed. The employee must obtain from the Company a statement of the essential functions of the employee's position and provide it to his or her health care provider along with the Certification of Health Care Provider for Employee's Serious Health Condition (DOL Form WH-380-E) form. - When leave is foreseeable, a completed Certification of Health Care Provider must be submitted to the Human Resources Representative within 15 days of notification of the necessity of a leave. In addition, recertification of medical necessity will be required every 30 days unless the circumstances permit a shorter period as allowed under the FMLA. (b) Certification of Qualifying Exigency: An employee requesting leave related to a Covered Military Member must provide proof of the call-up or active military service at the time of the request. This documentation may be a copy of the military orders or other official Armed Forces communication. The employee shall also provide the Company with information regarding the qualifying reason for leave and amount of leave needed. The Certification of Qualifying Exigency for Military Family Leave (DOL Form WH-384) must be completed by the employee and returned to the Human Resources Representative. This Certification of Qualifying Exigency shall be submitted to the Human Resources Representative within 15 days of notification of the necessity of a leave. (c) Certification of Caregiver Status: An employee requesting Caregiver Leave must provide documentation of the Covered Servicemember's qualifying illness, injury, recovery, or need for care at the time of the request. A copy of the Certification for Serious Injury or Illness of Covered Servicemember (DOL Form WH-385) to be completed by the employee or Covered Servicemember and health care provider and returned to the Human Resources Representative is available from the Human Resources Representative. This Certification for Serious Injury or Illness shall be submitted to the Human Resources Representative within 15 days of notification of the necessity of a leave. 19 5.9. Employer Response to Employee Request: After an employee requests FMLA leave, the Company shall provide the employee with a Notice of Eligibility and Rights & Responsibilities within five (5) business days. After the Company has reviewed the leave request information provided by the employee including any certification documentation, and determined the leave is for an FMLA qualifying reason, the employee will be promptly notified whether the leave has been approved and that accrued paid leave must first be used. The Company's notice to the employee will be confirmed in writing by way of a Designation Notice within five (5) business days. The response will detail the employee's specific expectations and obligations relating to his/her leave. This document contains important information that the employee should read carefully. 5.10. Benefits Coverage During Leave: (a) Health Benefit: During the leave, the employee will be retained on the Company's group health plan under the same conditions that applied before the leave began. To continue health coverage while on leave, the employee must continue to make any contributions that he/she made for group and other insurance benefits prior to leave. Failure of the employee to pay his/her share of the health insurance premium may result in the loss of coverage. (b) Cafeteria Plan Benefits: While on paid leave, the Company will continue to make payroll deductions for any cafeteria plan benefits the employee may have. While on unpaid leave, the employee must continue to make the cafeteria plan benefit premium payments must be made in accordance with the terms of the Cafeteria Plan documents. Please consult the plan documents or see Human Resources for questions. Required payments must be received by a Human Resources representative in the time requirements specified by the Cafeteria Plan. Failure to pay premiums on a timely basis will result in a loss of coverage for the duration of the leave. 5.11. Accrual of Paid Leave/Length of Service: Employees who take FMLA leave will not lose any previously accrued seniority or length of service. Paid holidays are not provided to an employee who is on leave. Vacation leave and sick leave do not accrue while on FMLA leave. Such accrual will resume upon an employee's return to work. The annual vacation and sick leave accrual will be prorated for the calendar year in which the leave of absence occurs based on the duration of the leave of absence and the employee's benefit eligibility and accrual rate. 5.12. Recovery of Benefits: If an employee fails to return to work after the expiration of the leave, the employee may be required to reimburse the Company for the payment of the health insurance premiums paid to maintain the employee's or dependent's coverage during the period of unpaid family or medical leave. If the employee claims that he or she is not able to return because of the employee's continuing serious health condition, family member's serious health condition, or Covered Servicemember's serious injury or illness, then a medical certification to substantiate that claim is required to be furnished to the Company within 30 days from the date the employee's leave expired. \[NOTE: Reimbursement will not be required if the employee does not return to work because of a serious health condition or other circumstances beyond the employee's control. § 825.213\] 5.13. Restoration to Employment: Absent special circumstances, an employee who returns from FMLA leave will be returned to the same position held when the leave began or to a position equivalent in pay, benefits, and other terms and conditions of employment. 20 5.14. Return from Leave: The Company will require an employee out on FMLA leave due to the employee's own serious health condition or the serious health condition of a family member to submit a Family and Medical Leave Status Report to the Human Resources Representative every thirty (30) days advising of his or her status and intent to return to work upon the completion of the leave. A copy of the Family and Medical Leave Status Report is available upon your request from the Human Resources Representative. Depending on the relevant facts and circumstances related to the individual employee's leave situation, status reports may be required at shorter intervals. Employees returning from a personal medical leave are required to provide a Fitness for Duty Certification from a health care provider indicating that the employee is able to resume work. The Fitness for Duty Certification form must be completed in its entirety and returned directly to the Human Resources Representative. A copy of the Fitness for Duty Certification is available from the Human Resources Representative. The Company may delay the employee's restoration to employment until the certification is provided. Employees who do not return to work upon the expiration of the leave may be treated as having voluntarily terminated. An employee who requests an extension (should the leave be for less than 12 weeks) of FMLA leave must submit his or her request for an extension, which includes the reason for the requested extension, to the Human Resources Representative prior to the expiration of the leave. 6. DOMESTIC VIOLENCE LEAVE 6.1 Background and Eligibility: In accordance wprotections (Section 741.313 of Florida Statutes), staff members who have worked for the company for three (3) months or more may be granted up to 3 working days of unpaid leave in any 12 month period if the staff member or a family or household member of an staff member is the victim of domestic violence. 6.2. Unpaid Leave: A staff member may take the leave as unpaid or may use any available paid leave they may have. 6.3. Reasons for Leave: This leave may be used for any of the following reasons: (a) Seek an injunction for protection against domestic violence or an injunction for protection in cases of repeat violence, dating violence, or sexual violence; (b) Obtain medical care or mental health counseling, or both, for the staff member or a family or household member to address physical or psychological injuries resulting from the act of domestic violence; (c) Obtain services from a victim-services organization, including, but not limited to, a domestic violence shelter or program or a rape crisis center as a result of the act of domestic violence; (d) violence or to seek new housing to escape the perpetrator; or (e) Seek legal assistance in addressing issues arising from the act of domestic violence or to attend and prepare for court related proceedings arising from the act of domestic violence. 21 6.4. Requests for Leave and Documentation and Confidentiality: A staff member must provide appropriate advance notice of 15 days of the need for leave, except in cases of household member. The request must also be accompanied with sufficient documentation of the act of domestic violence. The documentation may include copies of police reports, restraining orders, legal papers to be filed with the court, orders to appear in court, or any other documentation to establish the need for a leave as set out in this policy. All information leave must be submitted confidentially to the Human Resources Representative. 6.5. Definitions: (a) Domestic violence: means any assault, aggravated assault, battery, aggravated battery, sexual assault, sexual battery, stalking, aggravated stalking, kidnapping, false imprisonment, or any criminal offense resulting in physical injury or death of one family or household member by another family or household member. (b) Family or household member: means spouses, former spouses, persons related by blood or marriage, persons who are presently residing together as if a family or who have resided together in the past as if a family, and persons who are parents of a child in common regardless of whether they have been married. With the exception of persons who have a child in common, the family or household members must be currently residing or have in the past resided together in the same single dwelling unit. (c) Victim: means an individual who has been subjected to domestic violence. 7. SOCIAL SECURITY which paycheck. Information on the social security program is available from the administration. 8. UNEMPLOYMENT BENEFITS VisualScape Inc. complies with all Federal, state, and local laws, rules and regulations regarding unemployment benefits. Information on the unemployment compensation program is available from the administration. 9. if the employee is killed on the job. Job-related injuries and illnesses must be reported to the Insurance is paid by the company. Information about this program is available from the administration. 22 compensation benefits for any injury which arises out of an employ any off-- related duties. 10. UNIFORMS As an additional benefit and convenience to our employees, the Company provides uniform t- sh long pants. 11. HEALTH INSURANCE All Full-Time Health Insurance Program after 60 days of continuous ful the month following 60 days. Upon eligibility employees may enroll dependents on the Health Insurance Program at their own expense. Information about the Health Insurance Program is available from the Human Resources Department. If an employee wishes to make changes to their selection or enroll in coverage after their initial enrollment date, they will be only be eligible to do so during annual open enrollment. 12. DENTAL PLAN All Full- continuous fulltime employment. following 60 days. You will be responsible for the full cost of this plan through payroll deduction. Complete details of this plan may be obtained from Human Resources. If an employee wishes to make changes to their selection or enroll in coverage after their initial enrollment date, they will be only eligible to do so during annual open enrollment unless they have a qualifying event. Refer to summary plan documents for further details. 13. VISION PLAN All Full- continuous fulltime employment. following 60 days. You will be responsible for the full cost of this plan through payroll deduction. Complete details of this plan may be obtained from Human Resources. 23 If an employee wishes to make changes to their selection or enroll in coverage after their initial enrollment date, they will be only eligible to do so during annual open enrollment unless they have a qualifying event. Refer to summary plan documents for further details. 14. COBRA Full time employees may have rights to continue certain health insurance benefits upon leaving employment with the company at their expense. Visualscape complies with Federal laws and Information about Cobra is available from the Human Resources Department. 15. HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT OF 1996 (HIPAA) The Company complies with the portability and privacy rules defined by the Health Insurance Portability and Accountability Act of 1996 (HIPAA). Please contact the Human Resources department for additional information. 16. EDUCATION AND TRAINING In certain cases, the Company will pay for or reimburse the registration, tuition fee and or related expenses for approved seminars, workshops, and short courses conducted by recognized landscape and related trade associations. Employees must request participation in such programs from human resources department and allow at least four (4) weeks for approval. 17. PARTICIPATION IN PROFESSIONAL AND TRADE ASSOCIATIONS The Company maintains membership in various state and national trade associations. Qualified employees are encouraged to participate and attend local meetings of these organizations as company representatives. 24 V. YOUR RESPONSIBLITIES TO THE COMPANY, OUR CUSTOMERS AND THE PUBLIC 1. PERSONAL APPEARANCE The personal appearance of our employees reflects on the image and prestige of the Company. Remember that a neat, professional appearance contributes to the positive impression you make on our clients. Therefore, it is imperative that the following rules be observed without exception: 1.1. General standards: (a.) As part of our professional appearance, personal hygiene and grooming should be carefully maintained. (b) Facial hair, if worn, should be well groomed. (c) Jewelry and other body adornments including tattoos should be appropriate and in keeping with a professional appearance. No earrings are permitted for Male employees. (d) All clothing and footwear must be clean and in good condition, nothing frayed, patched, or extensively faded is appropriate 1.2. Field Employees & Management Standards: (a) Company issued shirt (b) Long Pants / No shorts. (c) Leather boots must be worn and boot laces need to be tied at all times. No tennis shoes, sandals or open shoes. (d) Only permissible headwear is Company issued caps and hard hats. (e) Long hair must be worn in a ponytail at all times, and tucked under the cap for safety reasons. (f) No jewelry is allowed for safety reasons. Please refer to your Work Safety Program for additional requirements on Personal Protective Equipment (PPE). 1.3. Administrative Office Staff Standards: Business casual attire is required, examples as follows: (a) Casual shirts, golf shirts, dress shirts, sweaters, tops, and turtlenecks are acceptable. (b) Clean jeans, capris or casual pants in good condition. Pants that are frayed, patched or extensively faded are not appropriate. 25 (c) All footwear must be in a good, clean condition. Loafers, boots, flats, clogs, conservative athletic shoes, tennis shoes, dress heels, and leather deck shoes are acceptable. (d) Any Administrative Office Staff that is working in the field on any given day must comply with the above Field Standards and the appropriate PPE for the job site. religious beliefs and disabilities whenever possible. change before resuming regular duties. The use of accrued annual leave is appropriate for such absences. As a reminder, employees are not allowed to wear halter tops, mid-drift tops, beachwear, extremely low rise pants, spandex, or form fitting attire, flip-flops or slippers. In addition distracting, offensive or revealing clothes are not appropriate. Shirts can not display alcohol, tobacco products, offensive words, offensive pictures or offensive logos. If you have any questions in reference to the above stated personal appearance regulations please contact your Manager or the Human Resources Representative. 2. CHANGING YOUR JOB AND DUTIES responsibilities at any time at its sole discretion. 2.1. Internal Transfers: The company may initiate transfers of employees between departments and facilities to meet specified work requirements and reassignment of work requirements. At the same time, employees may request consideration to transfers to jobs as vacancies become available and will be considered along with other applicants. 3. OUTSIDE EMPLOYMENT Working at a second job (moonlighting), at or with another landscape firm is not permitted. Evidence that an employee has worked for, or provided assistance or privileged information to a competing landscape firm while employed by this Company will be ground for immediate dismissal. Moonlighting for an unrelated business is permitted, if it does not interfere in any way with your job or performance at VisualScape Inc. Prior written approval from the Human Resources Representative is required for any non-volunteer outside employment. Under no circumstances may work be performed on Company premises or during Company time that is not directly related to the business of the Company. Any employee who wishes to serve in an advisory capacity for another organization or serve on the board of any organization must first obtain approval from the President. Approval will be granted based on the amount of time and type of activity involved, any interference with the benefit to the employee and the company. 26 4. PERSONAL BEHAVIOR employees and may result in disciplinary action up to and including termination. This list is not all-inclusive. (a) Falsification, alteration or damage to Company records including and not limited to (b) Possession of firearms, knives or any other kind of lethal weapon if not authorized due to job requirements. (c) Refusing to obey instructions from a supervisor or manager. (d) Failing to conduct yourself with courtesy and reserve while working with clients. (e) Intimidating, fighting, or engaging in any other type of conduct that will adversely affect the image of the company. (f) Theft, ill use, loss or intentional damage to property of other employees, property of (g) Harassing or annoying fellow employees or clients, this includes, but is not limited to, sexual or racial harassment, as well as retaliating against any employee for making a bona fide complaint of harassment or discrimination. (See anti-harassment (See Part II Section 1 page 2). (h) Making vicious, malicious and false statements pertaining to your fellow employees, supervisors, managers or the company. (i) Disclosure of confidential or proprietary information to non-authorized third parties. (j) Soliciting business from fellow workers or to distribute any substance, material or propaganda without proper authorization. (k) Gambling or betting on company property or company time. (l) Using profane or abusive language. (m) Leaving the job during working hours without advance permission from your manager. Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any State or Federal labor law, including the National Labor Relations Act. 5. PERSONAL RELATIONSHIPS An employee who is involved in a personal relationship with another employee may not occupy a position in the same department as, work directly for or supervise the employee with whom he or she is involved. Personal relationship is defined as a relationship between individuals who have or have had a continuing relationship of a romantic or intimate nature. The Company reserves the right to take prompt action if an actual or potential conflict of interest arises concerning individuals who occupy positions at any level (higher or lower) in the same line of authority that 27 may affect employment decisions. Supervisors and Managers are prohibited from dating subordinates and may be disciplined for such actions, up to and including termination. When a conflict or the potential for conflict arises because of a personal relationship between employees, even if there is no line of authority or reporting involved, the employees may be separated by reassignment or terminated from employment. If such personal relationship is established after employment, the employee must disclose the existence of the relationship to the Manager. Failure to do so will result in disciplinary action, up to and including termination. When a conflict or a potential for conflict arises because of the relationship affecting employment, the individuals concerned will be given the opportunity to decide who is to be transferred to another position or terminated if no position is available. If the decision is not made within 30 calendar days, management will decide who is to be transferred or, if necessary, terminated from employment. 6. CARE OF VEHICLES, EQUIPMENT, AND FURNISHINGS Employees are expected to take proper care of vehicles, furnishings, and fixtures in their control or under their supervision. The Company may take action to recover damages if the employee does not do so. No Company vehicle, power tool, fixture, or furnishing may be taken or used for personal benefit without specific authorization. Unauthorized taking or use is grounds for dismissal and possible prosecution. If a Company vehicle, furnishing or fixture incurs any damage while under the charge of a particular employee, that employee will be responsible for reporting the damages immediately. For those employees who drive Company vehicles, the following rules also apply: (a) Vehicles are to be used for Company business only. (b) Only employees who have been authorized are allowed to drive Company vehicles. (c) ss of vehicle you are driving. Any employee whose duties include the operation of Company vehicles who is cited for D.U.I. or for any other serious moving violation will be considered to have an unacceptable driving record and his or her continued employment will be subject to review. The Company must be notified immediately of any change in the status of your record is grounds for discipline, up to and including termination. This includes, but is not limited to, involvement in a traffic accident, traffic citations for any infraction, arrests for driving under the influence (regardless of adjudication), and arrests for civil or criminal theft (regardless of adjudication). Any employee whose duties include the operation of Company or customer vehicles who becomes uninsurable policy will be considered to have an unacceptable driving record and his or her continued employment will be subject to review. Further, any employee whose duties include the operation of Company vehicles who incurs a traffic violation that affects their job duties may be suspended until the violation is resolved. However, if the resolution of the violation lasts more than 30 days, the employee may be terminated. (d) If an employee receives a traffic citation while operating a Company vehicle, the employee will be responsible for paying any fine or penalty. If an employee is involved in a traffic accident while operating a Company vehicle, the employee is required to call a 28 police officer to the scene of the accident and to report it to your manager and human resources representative immediately. The employee will also be required to take a drug and alcohol test within four (4) hours post-accident or as required by federal and/or state law. (e) You may never use a motorcycle to conduct either Company business or provide transportation for a customer or fellow employee. Only people authorized by your manager can be passengers in Company vehicles. Permitting unauthorized passengers will lead to disciplinary action, up to and including termination. (f) No one is allowed to ride in the bed of pick-up trucks or any part of the vehicle not specifically intended for passengers use. (g) All employees operating Company vehicles are required to use their seatbelts and to strictly observe all speed limits, including those on Company property. Not using seatbelts in a Company vehicle and failure to observe speed limits may lead to disciplinary action, up to and including termination. (h) The use of Company vehicle while under the influence of intoxicants, prescription drugs or any other drug that could impair your driving ability is forbidden and will result in discipline up to including termination. (i) Engaging in distracting activities including, but not limited to, the use of cellular phones without a hands free device or texting while driving is prohibited even in slow moving traffic. Drivers are encouraged to pull aside of the road and safely stop the vehicle if they need to take care of the call or any other activity that could impair safe driving. (j) The driver is responsible to ensure the vehicle is equipped with registration, copy of insurance card, first aid kit and any other safety devices assigned to the vehicle. (k) The Company vehicle appearance may not be altered in any way without proper authorization of fleet manager. (l) and exterior must be kept in clean condition. (m) Engine fluids must be checked on a daily basis. (n) Adherence to scheduled regular maintenance and tune-ups as required. (o) Report all defects, damages or any other incidents immediately to your manager or to the shop for repairs. (p) Employees are expected to keep unnecessary noise, such as horn honking and car alarms, to a minimum. (q) Employees who utilize or are assigned a Company-owned vehicle during the course of their employment may be required to sign a separate acknowledgment form covering the requirements and responsibilities associated with operating a Company vehicle. 29 7. VEHICLE ALLOWANCE PROGRAM VisualScape Inc. at its sole discretion will provide a monthly vehicle allowance for certain employees who are required to drive to client sites and other locations on behalf of the Company with their personal vehicle. Any employee of VisualScape Inc. that is offered this program is required to participate in the Vehicle Allowance Program outlined by the Company. 8. CELLULAR PHONES This policy outlines the use of personal cell phones at work, the personal use of business cell phones and the safe use of cell phones by employees while driving. 8.1. Personal Cellular Phones: While at work, employees are expected to exercise the same discretion in using personal cellular phones as is expected for the use of company phones. Excessive personal calls during the work day, regardless of the phone used, can interfere with employee productivity and be distracting to others. A reasonable standard the company encourages is to limit personal calls during work time to no more than one per day as needed. Employees are therefore asked to make any other personal calls on non-work time where possible and to ensure that friends and family members are aware of the Company's policy. Flexibility will be provided in circumstances demanding immediate attention. All personal cell phones and other communication devices are required to be kept in silent mode while employees are on duty. The Company will not be liable for the loss of personal cellular phones brought into the workplace. 8.2. Personal Use of Company-Provided Cellular Phones: Where job or business needs demand immediate access to an employee, the Company may issue a business cell phone to an employee for work-related communications. To protect the employee from incurring a tax liability for the personal use of this equipment, such phones are to be used for business reasons only. Phone logs will be audited regularly to ensure no unauthorized use has occurred. Employees in possession of Company equipment such as cellular phones are expected to protect the equipment from loss, damage or theft. Upon resignation or termination of employment, or at any time upon request, the employee may be asked to produce the phone for return or inspection. Employees unable to present the phone in good working condition within the time period requested (for example, 24 hours) may be expected to bear the cost of a replacement. Employees who separate from employment with outstanding debts for equipment loss or unauthorized charges will be considered to have left employment on unsatisfactory terms and may be subject to legal action for recovery of the loss. 8.3. Safety Issues for Cellular Phone Use: Employees whose job responsibilities include regular or occasional driving and who are issued a cell phone for business use are expected to refrain from using their phone 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. If acceptance of a call is unavoidable and pulling over is not an option, employees are expected to keep the call short, use hands-free options if available, refrain from discussion of complicated or emotional issues, and keep their eyes on the road. Special care should be taken in situations where there is traffic, inclement weather, or the employee is driving in an unfamiliar area. 30 In situations where job responsibilities include regular driving and accepting of business calls, hands-free equipment will be provided to facilitate the provisions of this policy. Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cell phone for business use, are also expected to abide by the provisions above. Under no circumstances are employees allowed to place themselves at risk to fulfill business needs. Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions. Violations of this policy will be subject to the highest forms of discipline, up to and including termination. 9. GPS POLICY Our company phones and radios carry a built-in GPS tracking system which will be used by the company. GPS tracking technology allows us to track employees at any time. However, the Company reserves the right to use such technology only throughout our regular business hours as is defined by your job title. The Company has no interest in using, or intention to use, this device and technology outside business hours and will not track its employees outside our regular business hours. The GPS tracking system will allow us to know when the employee started to work and when the employee stopped working. The s this technology will permit us to provide lost employees directions to their work sites as needed. 10. CRIMINAL CHARGES, ARRESTS, AND CONVICTIONS You are required to immediately advise within 24 hours after being arrested, charged, and/or indicted for the commission of, or participation in, a felony or misdemeanor (including criminal traffic violations), for conduct occurring on or off-- suspension pending the outcome of the charges and/or an investigation of the facts and circumstances of the incident by the Company. Failure to advise The Human Resources Representative in a timely manner may result in disciplinary action, up to and including termination. 11. JURY DUTY Employees have a legal and civic obligation to serve as jurors or witnesses if summoned or subpoenaed to do so. If you receive a call to jury duty, please notify your manager and human resources representative immediately and submit a copy of the summons to serve, so s/he may 31 While you are on jury duty, the Company will pay the difference between your basic rate of pay and the total amount of pay you receive from serving as juror. Employees who are released from jury service before the end of their regularly scheduled shift or who are not asked to serve on a jury panel are expected to call their manager as soon as possible and report to work if requested. 12. OUTSIDE INQUIRIES CONCERNING EMPLOYEES All inquiries concerning employees from outside sources should be directed to the Human Resources Representative. No information should be given regarding any employee by any other employee or manager to an outside source. It is the policy of the Company to verify only dates of employment and position title when information is requested regarding former employees. 13. NO SOLICITATION/NO DISTRIBUTION/LIMITED ACCESS Solicitation on Company property causes employees to neglect their own work, interferes with the work of fellow employees, and can be detrimental. The following rules shall apply to solicitation or distribution of literature on Company property: 13.1. Persons not employed by the Company are forbidden from coming on the Company's property to solicit or distribute material for any reason. 13.2. With respect to Company employees: (a) There shall be no solicitation during working time. (b) There shall be no distribution of literature during working time or any other time in any working area. (c) In addition, there shall be no solicitation OR distribution of literature at any time in immediate company areas. "Working time" means time designated for performing actual job duties, either by the person soliciting or distributing the literature or the person being solicited or receiving the literature. Examples of "solicitation" include, but are not limited to, solicitations for magazines or periodical subscriptions, political contributions, or membership in organizations. Examples of "distribution" include, but are not limited to, distribution of political literature, subscription forms or informational bulletins. Employee access to the interior of the Company property is restricted during off-duty hours, unless the employee receives the Managern employee, pick up a pay-check, or attend a pre-manager or human resources department. Employees shall not enter the interior of the Company property or other working areas more than 15 minutes before the start of their shift and shall not remain in the interior of the Company property or other working areas more than 15 minutes after the end of their shift. 32 Any violation of this policy is grounds for disciplinary action, up to and including termination. In addition, all employees should immediately notify their manager or another member of management of any solicitation or distribution of literature in violation of this rule by non- employees. Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any State or Federal labor law, including the National Labor Relations Act. 14. THEFT Our society has laws against theft and so do we. Any employee found to be engaged in theft from the Company will be subject to prosecution, as well as discipline. If you must remove Company property from the premises, you must obtain written permission in advance from your manager. 15. WORKPLACE SEARCHES In order to protect the safety and property of the Company and its employees and to help prevent the possession, use, and sale of illegal drugs on Company premises, the Company Company cellular phones including Company PDAs, desks and cabinets as well as motor vehicles and any other personal belongings brought onto Company property. Inspections may be conducted at any time at the discretion of the Company. Failure to cooperate with such inspections is a violation of this policy. 16. WORKPLACE VIOLENCE and the general public are of vital importance. Therefore, acts of violence made by an -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 immediate termination. The Company prohibits the following: (a) Any act or threat of violence made by an employee against another; (b) Any act or threat of violence, including physical harm; (c) Any act or threat of violence which endangers the safety of employees, customers, clients, vendors, contractors, or the general public; (d) Any act or threat of violence made directly or indirectly by words, gestures, or symbols; or (e) The use or possession of a weapon of any kind, ammunition, fireworks, or other similar items on Company premises, except as permitted by the Preservation and Protection of the Right to Keep and Bear Arms in Motor Vehicles Act of 2008 (Section 790.251, Florida Statutes). It is a requirement that employees report to their manager, in accordance with this policy, any n a safe work environment. All reports will be investigated immediately and kept confidential except where there is a legitimate need to know. 33 17. PUBLIC INTERNET COMMUNICATION POLICY The Company recognizes the rights of individuals to participate in online social web sites, blogs, outlined below have been developed to protect the rights of the Company, its employees, and you from libelous claims. Employees may access authorized Company Web Logs for business use only. Employees are prohibited from accessing non-authorized Web Logs for personal use during company time and on company equipment. When communicating on a Web Log, employees should always post a disclaimer stating that the views and opinions found on their Web Log are personal views and in no way represent the views or opinions of the Company or any of its entities. Employees are reminded that they are legally responsible for any commentary posted on a Web Log. Employees can be held liable for posting inaccurate, defamatory, obscene, proprietary, or libelous content. For these reasons, employees should exercise caution with regard to posting exaggerations, colorful language, obscenity, copyrighted materials, or other questionable content on any Web Log. non-authorized Company Web Logs or to any non-authorized third party. Confidentiality agreements signed by employees will apply to this policy. Employees are to review their signed confidentiality agreements for guidance as to what constitutes confidential, proprietary, and trade secret information prior to participating in any Web Log. By participating in a Web Log, you may generate media coverage. If a member of the media contacts you regarding any Company-related matter, please contact the Human Resources Representative immediately for direction as to how to respond. Always respect and protect your individual rights, the privacy and rights of the Company, your Company may request a cessation of such commentary and the employee may be subject to counseling and/or disciplinary action, up and including termination. Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any State or Federal labor law, including the National Labor Relations Act. 18. USE OF COMPANY EQUIPMENT AND ELECTRONIC COMMUNICATION SYSTEM oftware, E-mail, electronic Messaging, Instant Messaging, voicemail, intranet, Internet and similar equipment, services and means of electronic business purposes only and in accordance with company policies and procedures. The Company reserves the right to retrieve and review any message composed, sent or received on the System; therefore, the ultimate privacy or confidentiality of messages and the use of the Internet cannot be ensured. Anyone using the System expressly consents to the monitoring of their activities on the System (including e-mail, messaging and use of the Internet) and to the retrieval of data from any computer hardware or other part of any system that records or stores electronic data or information. The System is subject to periodic company audit for business and security purposes. There is no personal right of privacy in these messages or equipment and 34 employees should not expect that their messages or data contained on any equipment are personally private. The Company may engage in monitoring of electronic mail messages or other electronic files created by employees. You should treat the System (including e-mail and use of the Internet) with respect and only use it for official company business and in a manner consistent with this policy. Even when an e-mail message is deleted, it can remain in the -mail messages and other communications must be composed with the same professionalism as hard copy business correspondence and when transmitting confidential client information it should be marked as such. Employees may not use the System to infringe the copyright or other intellectual property rights of third parties, to transmit proprietary or confidential information of the Company (absent permission in the performance of their duties) to view or distribute defamatory, fraudulent, obscene or harassing messages, or otherwise to engage in any illegal or wrongful conduct. The Company strives to maintain a workplace free of harassment and sensitive to the diversity of its employees. Therefore, the Company prohibits the use of the System in ways that are disruptive, offensive to others, or harmful to morale. For example, the receipt of, display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others. Employees may not use the System to download software unless they comply with established policies and check all such software for computer viruses. The unauthorized use of the System Unauthorized use of encryption technology to block access to any file on a company network is prohibited and grounds for termination. Any data stored or maintained on the System shall remain company property and must be returned to the Company upon request, at any time, or upon the termination of employment personal laptop or home computer, or otherwise, are also company property and must be returned to the Company upon request, at any time, or upon the termination of employment with the Company. Such use of personal or third party equipment for company business requires written approval by a Officer. Voicemail, electronic or instant messages, e-mails and other electronic media should only be accessed by the intended recipient. Attempts to obtain unauthorized access are also prohibited. Employees who improp discipline up to and including termination. Employees must notify a member of Management upon learning of violations of this policy. Employees who violate this policy will be subject to discipline up to and including termination. 19. INTERNET ACCEPTABLE USE POLICY As a condition of providing Internet access to its employees, the Company places certain restrictions on workplace use of the Internet. The Company encourages employee use of the Internet: (a) to communicate with fellow employees and clients regarding matters within an 35 (b) to acquire information related to, or designed to facilitate the performance of regular assigned duties; and to facilitate performance of any task or project in a manner manager following: (a) Use of the Internet for non-business related purposes (including but not limited to, making personal travel arrangements, shopping, visiting chat rooms, accessing home e- Internet for non-business related purposes may be permitted if such use is reasonable, done during lunch or non-working time and does not interfere with an employee's work performance. (b) Dissemination or printing of copyrighted materials (including articles and software) in violation of copyright laws. (c) Sending, receiving, printing or otherwise disseminating proprietary data or confidential information. (d) Accessing, sending, receiving, storing or soliciting offensive or harassing statements or language including disparagement of others based on their race, national origin, sex, sexual orientation, age, disability, religious or political beliefs. (e) Sending, receiving, viewing, storing or soliciting discriminatory, sexually oriented messages or images. (f) Operating a business, usurping business opportunities or soliciting money for personal gain, or searching for jobs outside the Company. (g) Sending chain letters, gambling or engaging in other activity in violation of local, state or federal law. Employees who violate this policy will be subject to discipline up to and including termination. Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any State or Federal labor law, including the National Labor Relations Act. 20. USE AND RETURN OF COMPANY PROPERTY All company workspace, including file cabinets are the property of the Company and must be available to Management at all times. No Company property may be used to house personal files or items. No Company equipment, including computers, photocopiers or printers may be used for personal use, without obtaining permission from Management. All tangible property as well as all recorded business data and records, proprietary and/or confidential information, trade secrets, and all other documents (or copies thereof), equipment, computer software and hardware (including network cards), components, the like, and all other tangible items embodying or recording any business information or intellectual property that are 36 n request, the employee shall promptly deliver (and will not keep in his or her possession, recreate or deliver to anyone else) any company property. Employees must return (and not retain copies) all of company property contained on any of employees personal equipment (i.e. on home or personal computer or other equipment). Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any State or Federal labor law, including the National Labor Relations Act. 21. CONFIDENTIALITY All records and files of the Company are the property of the Company and considered confidential. No employee is authorized to copy or disclose any file or record. Confidential information includes all letters or any other information concerning deals with customers, customer lists, payroll or personnel records of past or present employees, financial records of the Company, all records pertaining to purchases from vendors or suppliers, correspondence and agreements with manufacturers or distributors, and documents concerning operating procedures of the Company. All company employees are responsible for safeguarding sensitive Company information. Unless otherwise identified by management, employees must assume that all such information is confidential. Employees who have access to confidential information are required to sign a confidentiality agreement as a condition of employment. Any employee who discloses trade secrets or confidential business information will be subject to disciplinary action up to and including termination. The Company reserves the right to avail itself of all remedies under the law. Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any State or Federal labor law, including the National Labor Relations Act. 22. ETHICAL BEHAVIOR The reputation of our Company is a direct reflection of the business conduct of all employees. To protect and enhance our reputation, all employees are required to follow the highest standard of conduct in all business contacts and relationships. The follow 22.1. Gifts, favors, and payments may be given to others at Company expense, only if they are consistent with accepted business practices, they are of sufficiently limited value and in a form that will not be construed as a bribe or payoff, they are not in violation of applicable law and generally accepted ethical standards; and public disclosure of the facts will not in any way 22.2. Payments, commissions or other compensation to or for the benefit of associates of customers (or their family members or associates) not required by written contract are contrary to Company policy. 22.3. Employees shall not seek or accept for themselves or others any gifts, favors, entertainment, payments without a legitimate business purpose nor shall they seek or accept personal loans (other than conventional loans at market rates from lending institutions) from any persons or business organizations that do or seek to do business with or is a competitor of the Company. 37 22.4. Employees may accept for themselves and members of their families common courtesies usually associated with customary business practices. These include but are not limited to: (a) Lunch and/or dinner with vendors sometimes including spouses as long as the invitation is extended by the vendor. (b) Gifts of minimum value from vendors such as calendars, pens, pads, knives, etc. (c) Tickets to events (such as sports, arts, etc.) are acceptable if offered by the vendor. These are not to be solicited by the company employee and must be approved by the manager or the Human Resources Representative. (d) Overnight outings are acceptable under the condition that individuals from either company or the vendor are in attendance. The employee must have prior approval from the manager or the Human Resources Representative. (e) The receipt of alcoholic beverages is discouraged. (f) Gifts of perishable items usually given during the holidays such as hams, cookies, nuts, are acceptable. 22.5. A strict standard is expected with respect to gifts, services, discounts, entertainment or other considerations of any kind from suppliers 22.6. Day outings such as golf, fishing, and hunting are acceptable with prior approval from the manager or the Human Resources Representative. The vendor must be in attendance and participation by the employee's family members is not acceptable. 22.7. Use of vendor's facilities (vacation homes, etc.) by employees or families for personal use is prohibited. In the event the vendor is present for the duration of the visit such a situation is acceptable as long as it is only once per year and for limited duration, i.e. a long weekend. The employee must have prior approval from the manager or the Human Resources Representative. 22.8. It is never permissible to accept a gift in cash or cash equivalent such as stocks or other forms of marketable securities of any amount. 22.9. Management associates should not accept gifts from those under their supervision of more than limited value. 22.10. Employees should avoid any situation which involves or may involve a conflict between their personal interest and the interest of the Company. As in all other facets of their duties, employees dealing with customers, suppliers, contractors, competitors or any person doing or seeking to do business with the company are to act in the best interest of the company. Each employee shall make prompt and full disclosure in writing to their manager of any potential situation which may involve a conflict of interest. Such conflicts include: (a) Ownership by employee or by a member of their family of a significant interest in any outside enterprise which does or seeks to do business with or is a competitor of the company. (b) Serving as a director, officer, partner, consultant, or in a managerial or technical capacity with an outside enterprise which does or is seeking to do business with or is a 38 competitor of the company. Exceptions to this can be approved by the Human Resources Representative. (c) Acting as a broker, finder, go-between or otherwise for the benefit of a third party in transactions involving or potentially involving the Company or its interests. (d) Any other arrangements or circumstances, including family or other personal relationships, which might dissuade the associate from acting in the best interest of the company. Any violation of this policy will subject to disciplinary action up to including immediate termination. Any Company employee having knowledge of any violation of the policy shall promptly report such violation to the appropriate level of management. Each Manager and company officer is responsible for compliance in their area of responsibility. When questions arise concerning any aspect of this policy, contact the Human Resources department. 23. BULLETIN BOARDS The Company maintains a bulletin board as an important source of information. This bulletin board is to be used solely to post information approved by the Company regarding Company policies, governmental regulations, and other matters of concern to all employees and related the bulletin boards daily so that you will be familiar with the information posted there. No information may be placed on these bulletin boards without the prior approval of the Human Resources Representative. 39 VI. SAFETY POLICIES VisualScape Inc. is committed to operate with safety. We work nonstop to put in place and enforce strict observation of measures designed to protect our employees against accidents in the work place. Please refer to your Safety Program handbook provided to you for all rules and regulations on safety. 1. ACCIDENTS AND INJURIES In the event of an injury on the job, it is imperative that you contact your manager and human resources department immediately. Your manager or human resources department will make necessary arrangements for medical attention as well as complete the necessary paperwork regarding the details of the accident/injury. If the injury is life threatening, you should be transported immediately to the closest emergency medical facility. All illnesses or injuries, regardless of the nature or severity, sustained on the job, must be reported within 24 hours of the incident to the employee's manager and human resources department. Proper paperwork must be completed. Failure to report an injury may result in the denial of, or a delay in receiving, benefits. Neither the Company nor its insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off- duty recreational, social, or athletic activity sponsored by the Company. VII. SUMMARY This Employee Handbook highlights your opportunities and responsibilities at the Company. As previously noted above, the list of policies is not all inclusive and there may be other circumstances for which employees may be disciplined, up to and including immediate termination. If you have any questions about these basics, or what we expect of you as one of our employees, please discuss them with your manager or the Human Resources Representative. By always keeping the contents of the Employee Handbook in mind, you should be successful and happy in your work at the Company. Once again, welcome to our Company, and we look forward to working with you. VIII. CONTACT INFORMATION VisualScape Inc: 17801 NW 137 Avenue Tel: (305) 362-2404 Miami, FL 33018 Fax: (305) 362-2403 40 REFERENCES: Project Name/ GeographicalOverall Start/ProjectContactInfo:Phoneand Location/ScopeofWorkSizeEndDateCostEmail Landscape60Acres06/2013-$424,720 / AlfredoQuintero Year Maintenance06/2024305-234-4262 Services(Right-of-Aquintero@cutlerbay-fl.gov Ways) RFP #13-02 and RFP# 19-04 Servicesinclude: Turf mowing, trash pick-up, shrub and groundcovertrimming, tree and palmpruning/trimming, fertilization ofplant material and sod areas,mulching,pest and disease inspectionandtreatment,and watertruck services Maintenance50Acres09/2012-$278,000/Vicente Rodriguez ContractPresentYear305-687-2620 #2011/2012-3210-Vrodriguez@hialeahfl.gov 12-010 Section 3 and Section 4 and Cultural Park: Services provided include: Turf mowing, trashpick-up, shruband groundcover trimming, tree and palm pruning/trimming, fertilization of plant material and sodareas,mulching,pest/disease inspectionandtreatment,and watertruckservices. 90Acres05/2016-$1,648,988 GroundsTony Lamazares 5 Years Maintenanceof04/2026Park Superintendent Parks andVillage of Pinecrest Recreational305-234-2110 Areas #2016-005: Servicestlamazares@pinecrest-fl.gov include: Turf mowing, trash pick- Charles (Rick) Carr up, shrub and groundcover trimming, tree and palmPublicWorksForeman Villageof Pinecrest pruning/trimming, fertilization of plant material and sod areas,305-669-6916 ccarr@pinecrest-fl.gov mulching, pest and disease inspection and treatment, and water truck services, irrigation repairs and modifications, landscapeinstallation. Jackson 34Acres07/2017-$316,145Michael Hughes North, Present305-585-7270 South &Michael.hughes@jhsmiami.org Various Facilities: Services include: Turfmowing, daily trash pick-up,shrub and groundcover trimming,tree and palm pruning/trimming,fertilization of all plant materialandsod, mulching,pestanddisease inspection. 03/2018-$395,000/ Landscape190 AcresAndrew Seibel Year Maintenanceon(Approx.) 12/2024305-964-4864 8SitesAndrew.Seibel@dot.state.fl.us Turnpike system in Zone 1-On this performance-based contract we provide management, inspection, and performance of maintenanceonsixturnpikesites (Landscape & wildflower assets w/in the Department's Right-of- Way) 25Acres11/2020-$1,137,830 City of Sunny GaleVasile Isles Beach10/2024305-792-1796 Parks:gvasile@sibfl.net Services provided include: Turfmowing, daily trash pick-up,shrub and groundcover trimming,tree and palm pruning/trimming,fertilization of all plant materialand sod areas, mulching, pest anddisease inspection and treatment, irrigation inspections and repairs, landscape installation. Department of25AcresNovember$114,359MichaelJester 2017 - Interior Everglades305-242-7771 Present National ParkMichael_jester@nps.gov Services: Maintenance and Annual TreeTrimming Services. Scope ofWork: Tree trimming, pruning,lifting and shaping trees, Treeremoval,Removalof deadwood and vines around trees, tree chipping and haul away, stump grinding, and application of herbicide to tree stumps. 73 Acres01/2018-$1.2 Million Jaime Alfayate 12/2024 Regional Facility Manager Landscaping Maintenance Services Office 954-355-5781 Region 2 / Spectrum Bldg, BHMC, Cell 754-332-4564 Childrens Diagnostic Center, DHQ jalfayate@browardhealth.org Bldg, ISC Bldg, Gold Coast Home th Health, Sports Medicine Bldg, 7 Ave Clinic, BH Weston, Pine Island Property: The awarded contract consisted of Cutting Trimming & Edging, Tree Pruning, and Irrigation Maintenance, Mulching, Fertilization, and Pest Control. District Wide 280 Acres 2019-2021$2.5 Million Arturo Castro Maintenance 2021-2024 954-793-7615 Contracts ZoneI, Artcastro1958@hotmail.com I-75, from N. of Indian Trace to I-75/ I-595/ and Sawgrassand Zone 2 Turnpike MainlinePalm Beach, Martin, St. Lucie, Okeechobee, Osceola County:The improvements under this contract consist of ROW landscape maintenance, to include trees, palms, shrubs and associated irrigation in Broward county. VisualScapehasextensivefirm-wideexperienceandexpertiseprovidingHorticulturalServicesto other government entities such as: City of Miami Beach, City of Sunny Isles Beach, Hallandale Beach,MiamiDadeCountyPublicSchools,PoliceFacilities,CityofCoralGables,CityofFort Lauderdale, City of West Palm Beach, City of Weston, and several FDOT landscape installation Jobs. Ourextensiveexperienceandattentiontodetailsetsusapart.VisualScapeisconfidentinitsability to successfully perform on this contract. As mentioned previously, we take pride and ownership of every project and property we work with, which is why this contract falls right in-line with our alreadyexisting culture. /³§¤±#«¨¤³²)¢«´£¤Ȁ 2019 Florida Department of Transportation th RON DESANTISKEVIN J. THIBAULT, P.E. 5548 NW 9Avenue GOVERNORSECRETARY Fort Lauderdale, FL 33309 Date: August 15, 2019 Contact Name: Arturo Castro Name of Business: Florida Department of Transportation th Business Address: 5548 NW 9 Ave. Fort Lauderdale FL, 33309 To Whom it may concern: Re: Reference letter for VisualScape, Inc. This reference letter to recommend VisualScape, Inc. for all your landscaping services. The FDOT has contracted VisualScape services since 2016; completing various landscape projects for us. the best approach for your Landscaping needs. The staff is always willing and able to perform, be it an emergency, a beautification project, or additional services, they have come through with excellence. Customer services and dependability is present on the project site and administration. The employees from the field crews to management are always pleasant, very professional and highly skilled. The landscaping work is always done with utmost attention to detail and they always maintained a clean and safe working environment as required in our projects. Very Respectfully, Arturo Castro AVAILABILITY: . Our intent is to create a partnership with the City of Sunny Isles to service all your landscape and related needs. Besides the 4 onsite crews and managers that will be assigned the city fulltime and will not be removed we will set a calendar for scheduled services such as arbor care, fertilizer, mulch and annuals to ensure that we have the adequate amount of additional crews to perform these tasks. We anticipate there will be a minimum of one fulltime irrigation tech performing inspections and repairs as needed. If additional technicians or assistantsare needed to complete a project,they can be onsite within 24hrs or within an hour in the case of an emergency. VisualScape also has a full-servicelandscape installation department with all the certifications both in landscape installation and MOT required to complete any project that may arise. We have our own Heavy equipment (backhoes, skid steers, water tankers, loaders, semis, and dump trucks that would become available to the City of Sunny Isles as needed. This equipment is all stored at our officesand facilitieswhich are located only 15 miles from the City. In the case of an emergency or special eventsall of our managers, personnel, and equipment are readily available to the City. Our customers always take priority and a prestigious account such as Sunny Isles would defiantly be our highest priority. We also have several accounts in close proximity to Sunny Isles so if there is ever a need for immediate management or direct ownership assistant,we would be able to mobilize quicklyand effectively. There arealso at least 2 to 3 crews servicing properties nearby that can assist in a moments notice when necessary. It is our goal to provide you with a worry-free contract and not only meet but exceed your expectations not only in the basic routine maintenance services, but also during a special event, emergency,event of special projects. Please consider VisualScapeas part of you team.