U.S. Employee Handbook
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Table of Contents
About This Handbook ...............................................................page 1
Contract Disclaimer...................................................................page 1
Notice of Proprietary Information .................................................page 1
Our Company .........................................................................page 2
Corporate Citizenship ...............................................................page 5
Employment with CBRE..............................................................page 6
Salary Policies .......................................................................page 11
Benefits ................................................................................page 12
Your Workplace .....................................................................page 18
Your Responsibilities ................................................................page 21
When You Leave CBRE ...........................................................page 24
In Closing .............................................................................page 25
Appendix A — State-Specific Information ....................................page 25
Employee Acknowledgement of Understanding ............................page 29
Important Employee Resources ..................................................page 30
1
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About This Handbook
This handbook gives you important information that applies
to all employees about CBRE, its history, employment
practices, policies and benefits.
While this handbook provides a common framework for
all our U.S. employees, it is not intended to cover every
situation. Instead, it is intended to set the tone for how our
company and its employees work together to keep CBRE
the great company it is today.
When reviewing this handbook, keep in mind these
important points:
•
The policies in this handbook are guidelines used to
support our mission, vision and values. These guidelines
are not intended to address every situation that may
arise. If you should encounter a situation not described
in this handbook, ask your supervisor, the HR Service
Center or a human resources representative for help.
•
CBRE may change, delete, suspend or discontinue
any part of this handbook (as permitted by applicable
law) at any time without advance notice as business,
employment, legislative and economic conditions
dictate.
•
It is CBRE’s intent that our company and all employees
acting on CBRE’s behalf comply with all applicable
laws. If a conflict arises between the applicable law
and the information in this handbook, the applicable
law will govern.
•
If a provision in this handbook is found to be
unenforceable or invalid under an applicable law, the
finding invalidates only that particular provision—not the
entire handbook. This handbook replaces all previous
CBRE handbooks (or a predecessor company’s) and
policies that are addressed here, whether written or oral.
•
For Employees who joined CBRE as part of the JCI/GWS
transaction in September, 2015, the information
communicated in your transition package will supersede
the information in this Handbook in the event of a
conflict.
Contract Disclaimer
This handbook is not a contract of employment. As such, it is expressly understood that the contents of this handbook
do not constitute the terms of a contract of employment. Accordingly, this handbook should not be construed as a
guarantee of continued employment; rather, your employment with our company is on an at-will basis. This means that
your employment relationship may be terminated at any time either by you or the company for any reason not expressly
prohibited by law, with or without cause or notice. Any verbal or written representations to the contrary are invalid and
you should not rely on them by current or prospective employees.
Notice of Proprietary Information
This handbook is the property of CBRE and may not be copied or reproduced without the express written permission
of the company’s chief human resources executive. This handbook has been prepared for the express use of personnel
employed by CBRE and related companies.
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2
Our Company
CBRE is the world’s largest real estate services provider, with a preeminent leadership position in virtually all key business
centers globally. We have more than65,000 employees operating in over 50 countries. In the Americas alone, more
than29,000 employees operate in over 300locations. These figures do not include the individuals employed by affiliate
offices.
Founded by Colbert Coldwell in 1906 in San Francisco, Calif., our steady growth has been fueled by the highlights
below:
1995
1996
1998
2001
2004
2005
2006
2008
2011 2013 2015
Acquisition
of
Westmark
Realty
Advisors
expanded
our investment
management
capabilities.
Today, it is
known as CBRE
Global Investors
Acquisition of
L J Melody &
Co. Became
a major
originator
and servicer
of U.S.
commercial
mortgages.
Today, it is
known as
CBRE Capital
Markets.
Acquisition of
Richard Ellis
operations
outside of
the United
Kingdom.
Name
changed to
CB Richard
Ellis.
Management
buyout takes
CBRE private.
CBRE
launches
initial
public
offering
on the
New
York
Stock
Exchange
under
ticker
symbol
“CBG.”
CBRE
enters
Fortune
1,000
list.
CBRE
celebrates
its 100th
anniversar
y.
Acquisitio
n
of
Trammell
Crow
Company.
Named to
S&P 500.
CBRE
named
to
Fortune
500.
CBRE
acquires
Clarion ING
as part of
CBRE Global
Investors
CBRE
officially
changes its
name from
CB Richard
Ellis Group
Inc to
changes
name to
“CBRE”
Group Inc.
CBRE
acquires
Norland
Managed
Services
LTD as
part of
Global
Corporate
Services.
CBRE
acquires
Johnson
Controls
Global
WorkPlace
Solutions
(GWS) as
part of
Global
Corporate
Services
(GCS). GCS
changes
name to
Global
WorkPlace
Solutions.
Our Mission and Values
Mission
Our mission is to deliver superior results for stakeholders by:
•
Putting the client first—always
•
Collaborating across markets and service lines
•
Thinking innovatively, but acting practically
•
Providing a rewarding work environment
Values
Our corporate values, referred to as “RISE,” are the
foundation upon which our company is built. These values
are timeless and transcend all markets, service lines,
languages and business cultures:
•
Respect—Treat everyone with dignity, value their
contributions and help one another succeed.
•
Integrity—Uphold the highest ethical standards in our
business practices.
•
Service—Dedicate ourselves to making a meaningful
impact with our clients and in our communities.
•
Excellence—Aspire to be the best in everything we do
and drive for continuous improvement.
Our Business
CBRE is the global leader in real estate services. Each
year, we complete thousands of successful assignments—
with clients from all industries. This volume creates market
knowledge that allows us to seize opportunities, speed
the business process and create the most thorough,
precisely accurate picture of global commercial real estate
conditions and trends.
Whether it is a local, national or global assignment, CBRE
applies insight, experience, intelligence and resources
to help clients make informed business decisions. The
following are our strengths, which we apply to every
transaction and client relationship:
•
Talented and committed employees
•
An intimate knowledge of virtually every major market in
the world
•
Intellectual capital and technology resources that
develop and deliver superior analytical, research and
client-service tools to its employees
•
A proven track record of meeting diverse client needs
•
Leadership positions in all service lines
•
An organizational structure that harnesses the firm’s
collective expertise
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Our Culture
Ethical Business Conduct
CBRE is firmly committed to conducting business with the
highest integrity and in compliance with the letter and spirit
of the law. We are operating in a world where laws and
other standards that govern business conduct are more
complex and demanding than ever. Violating them could
have very serious consequences to the company and you.
Our Standards of Business Conduct (SOBC) embody the
fundamental principles that govern our ethical and legal
obligations. They describe, summarize and supplement
policies, some of which have been in place at CBRE for
years. You can find our Standards of Business Conduct
- February
2006
and the Standards of Business Conduct -
GCS
Supplement -
4/19/2006
on the Navigator.
We have organized the standards into four categories:
•
Conduct relating to each other
•
Conduct relating to our business partners, clients and
competitors
•
Conduct relating to the company’s resources
•
Conduct relating to our communities
The standards apply to all employees, board members and
others acting on our behalf.
Your Personal Commitment to Do the Right Thing
Each person at CBRE is responsible for his or her own
business conduct. The Standards of Business Conduct
represent a non-negotiable commitment to doing the right
thing. By being part of CBRE, you are making a personal
commitment to understand the policies and laws that apply
to your job—and always follow them. If you fail to follow
these standards, you put yourself, your co-workers and
CBRE at risk. You will be subject to disciplinary action,
up to and including termination, and possibly legal
consequences.
Additionally, we cannot live up to these standards if we, as
individuals, fail to speak up when we should. That is why,
in addition to knowing the legal and ethical responsibilities
that apply to your job, you should speak up if:
•
You are unsure about the proper course of action and
need advice;
•
You believe that someone acting on behalf of CBRE is
doing—or may be about to do—something that violates
these standards or the law; or
•
You believe you may have been involved in any
misconduct.
Who Should I Contact for Help?
On the Ethics and Compliance Program page on the
Navigator, you will find internal contact information for the
resources.
If you have a concern about a legal or business conduct
issue, you have multiple options. Your manager is usually
a good place to start. You may also get help and advice
from:
•
Any member of the management team;
•
Any member of the Human Resources or Legal
Departments;
•
Your Chief Compliance Officer; or
•
The CBRE Ethics Helpline at (800) 799-6523.
The most important thing is that you raise the concern
quickly and effectively.
CBRE Ethics Helpline
(800) 799-6523
www.ethicspoint.com
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CBRE Ethics Helpline—(800) 799-6523
We have provided a confidential and anonymous method
for you to ask questions and raise concerns about our
Standards of Business Conduct—the CBRE Ethics Helpline.
The CBRE Ethics Helpline is always available if you are
uncomfortable using one of the other resources identified
in the Standards of Business Conduct, or if you are not
satisfied with the response you have received.
The CBRE Ethics Helpline is operated
24/7
by an
independent company. When you call the CBRE Ethics
Helpline, a trained specialist will speak to you and
prepare a summary of your call. If you choose to remain
anonymous, the report will not identify you. (Of course,
giving your name can often help us look into the matter,
and as explained below, CBRE has a no tolerance policy
for retaliation for raising a concern under the Standards of
Business Conduct.) The call summary is then forwarded to
the Chief Compliance Officer for follow up.
We will attempt to respond to your call very quickly,
particularly when the nature of the concern makes speed
important. If an investigation is undertaken, we will look
into the issue promptly and whenever called for, see that
corrective action is taken.
We have Zero Tolerance for Retaliation
If you seek advice, raise a concern or report misconduct,
you are doing the right thing. Retaliation is illegal and we
will not tolerate it.
Investigation of Violations
Reported violations of policy or law will be investigated. All
investigations will be conducted by appropriate personnel
who will work in conjunction with the Chief Compliance
Officer or the designated internal or outside legal counsel.
If corrective action is required as a result of the
investigation, we will determine the appropriate steps to
take (including, when appropriate, legal action) to stop the
ongoing violation, rectify a problem that already occurred
and reduce the likelihood of its recurrence.
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Corporate Citizenship
CBRE has long been recognized for success and
leadership in the commercial real estate services
marketplace. Now we are ready to lead in another very
important area: corporate citizenship.
The concept of citizenship is not new to our company.
Our employees are some of the largest supporters of
philanthropic causes in their communities, and our
company has led the industry in good governance and
ethics practices for some time.
Our Corporate Responsibility program is designed to
better define and improve our practices in the six areas of
deepest concern to our stakeholders: governance; ethics
and compliance; environmental stewardship; employee
relations and diversity; health and safety; and community
involvement and philanthropy. While we have been active
in these areas for many years, our Corporate Responsibility
program provides a framework for coordinating and
building on current initiatives, and setting explicit new
goals. We are committed to making our improvements
real, measurable and ongoing. For more information on
our Corporate Responsibility program, click here.
Environmental Stewardship
Perhaps our biggest opportunity lies in taking a strong
position in support of environmental sustainability. Recent
studies have shown that buildings account for as much as
40 percent of the Earth’s greenhouse gas emissions, which
are believed to contribute to climate change. As the world’s
largest real estate services firm, we directly manage more
than 1.9 billion square feet of property and corporate
facilities, and we advise the owners and occupants of
billions more square feet. Our ability to influence how real
estate is built, sourced, occupied and sold is unsurpassed.
By aggregating and sharing our expertise in “green”
building policies, processes and procedures, we can make
a tangible impact on improving energy efficiency, reducing
greenhouse gas emissions and slowing climate change.
We can work with our clients to make their facilities
greener, save them money and contribute to the growing
battle against climate change.
Philanthropy and Community Service
With great leadership comes great responsibility:
responsibility to lead with integrity, responsibility to our
corporate values, responsibility to support the communities
in which we live and work, and responsibility to share with
others the good fortune in each of our lives.
Founded in 2006, CBRE Cares is our corporate
philanthropy program. It encompasses all our philanthropic
activities at the local, regional and national levels. The
CBRE Cares program motto, “Leading with Heart,” is
an expression of our commitment to the responsibility
of leadership, and it is through the various facets of this
program that we demonstrate that CBRE really does care.
For detailed information on CBRE Cares, including the
many programs supported by the CBRE Foundation, visit
www.cbre.com/cbrecares.
Client Service and
Community Relations Philosophy
Satisfied clients are vital to CBRE. Our clients assure us
of success and continued employment opportunities. All
employees, in one way or another, contribute to our clients’
satisfaction with our company. It is the responsibility of all
employees to help maintain high client satisfaction.
As a CBRE employee, you will interact with internal
and external clients. Always treat clients politely and
courteously. We strive to make a good first impression,
present a professional appearance, maintain an orderly
and neat work environment and—most importantly—meet
or exceed our clients’ needs.
If you have ideas on how we can improve our processes,
become more efficient or effective, or better meet our
clients’ needs, please let your manager know.
Maintaining good community relations is important to the
continued success of our company. It is important that all
employees, management and non-management alike,
reflect a positive image of the company in the community.
Therefore, all employees are encouraged to conduct
themselves in such a manner as to be a positive reflection
of CBRE.
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Employment with CBRE
Online Tools and Resources
Intranet—The Navigator
The Navigator is our company’s intranet, accessible only to
employees from any computer with an Internet connection.
It serves as a way to share important information with
everyone simultaneously.
The Navigator is home to corporate and local office news,
business line information and department resources for such
departments as human resources, information technology,
corporate communications, research and Web services.
It also serves as the central location for employee tools,
training and information.
For example, on the home page, you may view
company headlines, your own local office news, and
other areas such as the CBRE Library, Global Resources
or Research and Mapping. In other Navigator areas,
you can register for training and access information
specific to each line of business.
You are encouraged to become familiar with the
Navigator and all it has to offer. The CBRE intranet will
serve as an important foundation as you navigate your
way through our company. Chances are excellent that
much of what you need to know for your job can be
found within this company portal.
Accessing the Navigator
From your local office:
1.
Go online to http://navigator.cbre.com. You will be
prompted to log in.
2.
Choose your domain (i.e. US) and use your network
login and password.
3.
First time users need to select the “New User” link and
fill out the form in it’s entirety.
If you have problems logging into the Navigator, please
contact the IT Help Desk at HelpDesk@cbre.com.
From a remote location:
1.
Go online to http://www.cbre.com.
2.
Move your cursor over the “Employee Log-In” link at the
top right of the screen.
3.
In the pop-up box, click “the Navigator” link.
4.
Enter your network CBRE username and password.
Self-Service Tool—myHR
Our employee self-service tool, called myHR, is available
to you at any time through any computer with Internet
access. It provides an efficient means for you to review
and manage your personal and professional data. By
using this tool, our company maintains accurate and up-to-
date records on its employees.
Through myHR, you will be able to:
•
Review information such as your benefits summary,
payroll information and personal and professional profile
content.
•
Update your personal information, such as home
address, phone numbers, emergency contacts,
education and certifications.
•
Modify your W-4 tax withholding allowances (some
exceptions may apply) and establish or modify bank
accounts for direct deposit.
For our managers, myHR includes a special Manager
Self-Service tool. This allows managers to conduct many
transactions for their employees and obtain real-time
information, including:
•
Creating job requisitions to initiate the new hire process
•
Making salary adjustments, promotions and job
title changes
•
Reviewing department and location transfers
•
Initiating the employee termination process
•
Approving timesheets and reporting
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Accessing myHR
Through Navigator:
1.
Go online to https://navigator.cbre.com.
2.
Sign in using your network username and password.
3.
From the tabs at the top of the page, click “myHR”.
4.
Sign in using your network username and password.
5.
Click “myHR” in the menu options.
From a remote location:
1.
Go online to https://my.cbre.com.
2.
Sign in using your network username and password.
3.
Click “myHR” in the menu options.
From the company’s Web site:
1.
Go online to www.cbre.com.
2.
Move your cursor over the “Employee Log-In” link on
top right of the screen.
3.
In the pop-up box, click the “myCBRE” link.
4.
Sign in using your network username and password.
5.
Click “myHR” in the menu options.
Human Resources Service Center
(HRSC)
The Human Resources Service Center (HR Service Center
or HRSC) is available to you to answer your questions
regarding employee benefits, leaves of absence,
paychecks, and other general HR information and policies.
You may contact the HR Service Center:
•
Monday through Friday, excluding company holidays,
from 8 a.m. to 6 p.m., CST
• By phone at (866) 225-3099
•
By e-mail at hrservicecenter@cbre.com
Equal Employment Opportunity
CBRE has a long-standing commitment to providing equal
employment opportunity. This includes all aspects of the
employment relationship such as recruiting, advertising for
recruitment purposes, hiring, promotion, demotion, transfer,
work assignments, compensation, benefits, training, layoffs,
terminations, and social and recreational programs.
CBRE complies with all laws regarding your employment.
We have also established policies and practices
that support the company’s position on prohibiting
discrimination or harassment on the basis of race, color,
religion, national origin, sex, pregnancy, childbirth (or
related medical condition) age, citizenship, marital status,
disability, political belief, sexual orientation, veteran status
or any other basis, as protected by applicable laws.
You are expected to make a personal commitment to
conscientiously respect diversity and ensure our workplace
is free from unlawful discrimination.
Our company is also committed to an inclusive environment
that reflects the diversity of our employees and clients.
An inclusive environment provides everyone with the
opportunity to succeed, values the differences of each
individual and recognizes their contributions to our
company’s success.
As an affirmative action employer, CBRE has adopted an
Affirmative Action Plan (AAP) and is committed to making
good-faith efforts toward achieving its objectives. The chief
human resources executive has overall responsibility for the
plan development and implementation. CBRE believes the
company’s strong commitment to equal employment and
affirmative action activities is reflected in our policies, and
affords you the opportunity to advance and achieve your
full potential based on your individual qualifications and
merit. You are expected to commit your full support to our
equal employment opportunity efforts.
As part of our Affirmative Action Plan, CBRE provides a
process where employees with disabilities or those who are
armed forces veterans may voluntarily identify themselves.
Self-identification facilitates tracking of the progress we are
making in support of these special interest groups.
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It is also CBRE’s policy to comply with all relevant and
applicable provisions of the Americans with Disabilities Act
(ADA). CBRE does not discriminate against qualified
individuals with disabilities. The company attempts to
provide reasonable accommodation in all employment
practices to applicants and employees with disabilities
who are otherwise qualified. We do not deny employment
opportunities to an otherwise qualified applicant because
of the need to provide reasonable accommodation to that
individual. CBRE also provides reasonable accommodation
for religious beliefs if such accommodations do not pose
an undue hardship on the company.
If you have any questions about these policies, please
contact your local human resources representative.
For more information, see HR Policy 4.1.1 Equal
Employment Opportunity.
Compliance with Local, State and
Federal Laws and Regulations
CBRE complies with local, state and federal laws related
to the workplace. As such, some local policies may
vary from this manual. Please contact your local human
resources representative if you have questions regarding
these laws or regulations.
Standards for Employment
If you are offered a position with CBRE, you must provide:
•
Satisfactory references
•
A copy of your valid Social Security card for payroll
tax purposes
•
Proof that you are at least age 18
•
Valid documents to establish your identity and legal right
to work in the United States
•
Satisfactory completion of a pre-employment drug
screening and background check. In the event that the
applicant fails either the drug screen or background
check, he or she may apply again after six months.
•
CBRE may require a consumer report or investigative
consumer report (background check) as a condition of
employment for all employees, regardless of position or
status, including temporary employees and employees
of a temporary agency whose assignment is longer
than two weeks. Updated reports may be required
for future employment-related decisions. In addition
to a criminal background check, these reports may
include information regarding your character, general
reputation and personal characteristics.
The Fair Credit Reporting Act (FCRA) gives you the right to
request, in writing, within a reasonable amount of time, a
disclosure of the nature and scope of the investigation and
a copy of the report. For more information, see HR Policy
4.1.6.1 Obtaining Pre-Employment Background Checks.
Immigration Law Compliance
CBRE is committed to full compliance with the Immigration
Reform and Control Act of 1986. This federal law
requires the verification of identity and legal employment
authorization of all new employees. You must provide
satisfactory evidence of your identify and legal authority
to work in the United States no later than three business
days after beginning work. If you work for CBRE on a
temporary visa, you must maintain the appropriate visa
status.
Employment Classifications
Throughout this handbook, employees are classified in
various ways, including:
•
Full-time or part-time
•
Regular, temporary or intern
•
Non-exempt or exempt
•
Commission or noncommission
Full-time or Part-time
Full-time: If you work at least 30 hours per week, you are
considered a full-time employee. An employee classified as
a “sales professional – qualified real estate agent” is also a
type of full-time employee who is eligible for a different set
of company benefits. For more information, see HR Policy
4.5.5.3 Sales Professional – Qualified Real Estate Agent.
Part-time: If you work fewer than 30 hours per week, you
are considered a part-time employee.
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Regular or Temporary
Regular: If you work on a regularly scheduled basis, your
classification is a regular employee, regardless of whether
you work full-time or part-time.
Temporary: From time to time, CBRE hires employees for
seasonal projects or other assignments of limited duration,
generally not to exceed 12 months. If you are hired
under these conditions, you are classified as a temporary
employee. The job assignment, work schedule and
duration of the position will be determined on an individual
basis. Interns are classified as temporary employees.
Non-exempt or Exempt
The compensation group within the human resources
department determines the exempt status for all
positions. This determination is based on the nature of
your job and decided according to federal and state
wage and hour laws.
•
Non-exempt: Eligible to be paid overtime.
•
Exempt: Not eligible for overtime pay.
Commission or Noncommission
Commission: If your compensation is based solely
or primarily on commissions, regardless of the
number of hours you work weekly and whether you
are paid on a weekly basis or biweekly basis, you
are classified as “commission.”
Noncommission: You are paid a base salary and
commissions are not a part of your compensation package.
For more information, see HR Policy 4.1.3
Employment Classifications.
Employment of Relatives
In general, employment of relatives is acceptable.
Examples of relatives include spouse or domestic partner,
children, parents, siblings and in-laws.
Working relationships between relatives are discouraged
if the relationship poses a potential for conflict of interest.
Managerial and supervisory employees are not permitted
to supervise relatives, and relatives are discouraged from
reporting to the same manager.
This policy includes vendors and clients working at a
location under CBRE direction. For example, if your
relative is the key contact person on a client account,
you cannot directly or indirectly supervise that person as
a CBRE employee.
Decisions involving you and a relative working in the same
department must be reviewed and approved in advance
by the appropriate human resources manager. If you and
another employee become related, the same rules apply
in evaluating your reporting relationships. Temporary
employment of relatives will be decided by the appropriate
department leader in conjunction with the local human
resources representative on a case-by-case basis.
If CBRE determines that the relationship between you and
your relative poses a potential conflict of interest, one
of the relatives may be asked to transfer or resign. You
and your relative are expected to comply with all CBRE
policies regarding security and disclosure of confidential
information.
These same guidelines apply in the event that you
commence a personal relationship (including engagement,
marriage, domestic partnership, etc.) with another CBRE
employee. In most cases, the two employees will be given
the opportunity to determine which of the two will make a
job change to avoid the conflict of interest; however, CBRE
retains the exclusive right to determine which employee will
be transferred, reassigned or retained.
For more information, see HR Policy 4.1.5 Employment
of Relatives.
At-Will Employment
CBRE’s excellent reputation is built on our high standards
for employee performance. In keeping with these
standards, your employment at CBRE is considered “at
will.”
At-will employment means that you have not entered into
a contract with CBRE regarding the duration or terms and
conditions of your employment. You are free to terminate
your employment with CBRE at any time, with or without
notice and with or without reason. Likewise, CBRE has the
right to terminate your employment, or otherwise discipline,
transfer or demote you at any time, with or without notice
and with or without reason, at its discretion.
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No company representative, except the president of the
Americas or the president and chief executive officer, in
conjunction with the CBRE Legal Department, is authorized
to modify this policy for any employee or to enter into any
agreement, oral or written, contrary to this policy.
For more information, see HR Policy 4.1.2
At-Will Employment.
Employee Referrals for
Open Positions
CBRE strongly encourages employee referrals of
candidates for open positions. CBRE does not currently
offer an Employee Referral Bonus Program.
Licenses and Certifications
If a license or certification is required for your position, you
are responsible for renewing the license or certification
and for completing any educational requirements for the
renewal in a timely manner.
When you renew your license or certification, notify
your manager to update your employee record. Sales
professionals should provide a copy of their license to their
local office operations manager.
Failure to renew a license or certification may result in
disciplinary action up to and including suspension and/or
termination of employment.
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Salary Policies
Pay Periods and Paydays
Most employees are paid on a bi-weekly basis (every
two weeks), unless otherwise required by law. Union
employees are paid per their collective bargaining
agreement. If a payday falls on a holiday observed by
CBRE, the payday will be the last working day prior to the
holiday.
CBRE will issue your paycheck to you directly via the U.S.
mail or through direct deposit to your bank account. To
activate direct deposit, provide advance authorization
through the myHR employee self-service Web site
(https://my.cbre.com).
Access your itemized statement of wages and deductions
through myHR.
Wage Deductions, Garnishments
and Advances
When you receive your paycheck, your itemized
statement shows gross pay, deductions and net pay.
Applicable local, state, federal and Social Security
taxes will automatically be deducted. Our company is
also required by law to recognize certain court orders,
liens and wage garnishments that will result in payroll
deductions.
You may also voluntarily authorize deductions from your
paychecks to cover the costs of participation in programs
and benefits offered by CBRE.
Overtime
At times, business demands may require non-exempt
employees to work overtime. Every effort will be made
to minimize overtime requirements. However, overtime
may be a condition of employment, based on business
demands.
All overtime requires your supervisor’s prior approval.
Overtime is paid according to all federal, state and
local laws. A standard workweek is a seven-day period,
beginning on Sunday and ending on Saturday. A standard
schedule is considered to be 40 hours. Hours worked by
a non-exempt employee over 40 in a week will be paid at
time-and-a-half according to the Fair Labor Standards Act.
In some states, such as California, daily overtime rules may
apply.
Holiday hours paid for the major company-designated
holidays count toward hours worked for overtime pay
calculation. However, hours paid for floating holidays do
not count toward hours worked.
For more information, see HR Policy 4.5.4 Paydays/
Business Hours/Work Schedule.
Salary Review
CBRE employees who work full-time are eligible for a
yearly salary review. This review is generally conducted in
the fourth quarter of the calendar year.
Bonus
Employees who are eligible for performance bonuses
are expected to meet performance goals and must be
employed at the time the bonus is paid.
Sales Professional/Qualified Real
Estate Agent (QREA)
Specific information regarding sales professional
requirements and QREA status can be found in HR Policies
Section 4.5.5. and General Rules and Policies Section 10.
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12
Benefits
CBRE is committed to sponsoring a comprehensive
and competitive benefits program for all eligible
employees. CBRE offers you and your eligible
dependents benefit programs intended to protect
your health and financial security.
For your convenience, this handbook provides brief
highlights of the benefits programs. Any benefits governed
by a separate plan document will be administered
according to that plan document. CBRE reserves the right
to modify or discontinue the benefits it offers.
For program details, see Summary Plan Descriptions or
Benefit Guides on the Navigator or log onto
www.cbrebenefitconnect.com. Following are links to the
health care benefit plans:
•
Medical Plan
•
Dental Plan
•
Vision Plan
Plan options, costs and how certain benefits are
determined for employees who are 100 percent
commission-paid and/or who have QREA status
may vary. For program details, see the Summary
Plan Description or Benefit Guide for QREAs on the
Navigator.
Employees who are not eligible for benefits are:
•
Those covered by a collective bargaining agreement
•
Part-time employees scheduled to work less than 30
hours per week
•
Employees classified by CBRE as temporary. (These
employees are eligible for the 401(k) plan.)
Health Care Benefits
CBRE offers regular, full-time employees medical, dental,
and vision coverage, effective for coverage on the first day
of the month coinciding with or following your date
of hire. For example, if your date of hire is June 1, you will
be eligible for coverage on June 1. If your date of hire is
June 2, your eligibility date will be July 1.
If you change to a benefit-eligible status, (e.g., part-time
to full-time), the same eligibility rules will apply. If you
reside and work in Hawaii, state legislation mandates that
you become eligible for benefits on the first of the month
following your date of hire or on the date you change to a
benefit-eligible status.
A benefit-eligible employee may elect to cover him- or
herself and eligible family members, including your spouse
or domestic partner and any eligible children (including
eligible children of your domestic partner). The employee
and CBRE share the cost of coverage.
Employee Assistance Program (EAP)
The employee assistance program (EAP) is a professional
counseling service designed to help resolve a variety
of personal and family problems. CBRE retains an
independent employee assistance consulting firm
to administer the program. Everything discussed in
counseling is strictly confidential.
You and your eligible dependents may use the EAP if you
are a full-time or part-time employee. CBRE provides the
EAP, including up to five counseling sessions at no cost to
you when short-term intervention is appropriate. Assistance
is also available to help with legal and financial issues.
Contact the EAP, ComPsych, toll free, seven days a week, 24
hours a day at (888) 243-6404 or visit them online at
www.guidanceresources.com. When you register for the first
time, enter the Company/Organization ID as: cbre0509.
For more information, see HR Policy 4.4.7 Employee
Assistance Program.
Life and Accidental Death and
Dismemberment (AD&D) Insurance
Regular, full-time employees are eligible for life
insurance benefits to protect your family from the
financial effects of a serious accident or death.
CBRE provides basic life insurance for you. In addition, you
can purchase supplemental life and AD&D insurance for
yourself and your benefit eligible dependents.
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Disability Benefits
CBRE offers disability benefits intended to protect you and
your family from the financial effects of a serious accident
or illness that prevents you from working.
Short-term Disability (STD) Plan
CBRE pays the full cost of STD coverage for regular
full-time employees earning less than
$100,000
per
year. This benefit is available to hourly and salaried
employees, and is not available to employees classified
as commissioned or salaried employees who participate
in the “Highly Compensated Executive PTO Program.” The
STD benefits described in this guide are for hourly and
salaried employees whose annual base income is less
than $100,000.
STD replaces 70% of your income. However, STD benefits
are reduced by any other sources of income you have
during disability. These other sources are defined by
the plan. CBRE provides this coverage at no cost to its
eligible employees. Employees earning $100,000 or
more per year are eligible for the Highly Compensated
Employee (HCE) paid time off program.
Long-term Disability (LTD) Plan
Regular full-time employees are eligible to participate in this
employee paid plan. LTD provides up to 60 percent income
replacement, less other sources of income as defined by the
plan, for disabilities lasting longer than 12 weeks.
Workers’ Compensation Insurance
If you are involved in an employment-related injury or
illness, regardless of your employment classification,
you may be eligible for workers’ compensation (based
on eligibility requirements and state law). For more
information, refer to the On-the-Job Injury section on page
20 of this handbook, or see HR Policy 4.8.2 Report of
Injuries/Accidents.
To access the Workers’ Compensation Claim Form
(DWC
1) & Notice of Potential Eligibility (Formulario de
Reclamo de Compensación para Trabajadores (DWC 1)
y Notificación de Posible Elegibilidad) click here.
Unemployment Insurance
CBRE provides unemployment insurance benefits for
current and former employees in compliance with state
laws. CBRE cannot guarantee or withhold unemployment
benefits. The respective state agencies are responsible
for determining eligibility.
Travel Accident Insurance
Regular, full-time employees receive travel accident
insurance coverage that pays a benefit if you suffer a
serious accident or death while traveling on business for
CBRE, regardless of the mode of travel (e.g., airplane,
train, automobile, taxi cab, etc.).
Flexible Spending Accounts (FSAs)
Regular, full-time employees can set aside pre-tax money
from their paychecks in flexible spending accounts (FSAs)
to pay for eligible out-of-pocket expenses for health care
or dependent care. When you have eligible out-of-pocket
expenses, you can receive reimbursement from your
account for these out-of-pocket expenses.
You elect the amount you wish to contribute for the year, but
may use the money in your account for eligible expenses
you incur through March 15 of the following year. You
must file all claims by May 15. Otherwise, you forfeit any
unused account balances.
Transit and Parking Programs
Employees can pay for transit and parking expenses (up
to the IRS limit) using pre-tax dollars they set aside from
their paychecks. CBRE uses outside vendors to assist
with this program. Employees who are 100 percent
commission-paid are not eligible for this program.
401(K) Savings Plan
Eligible employees may elect to contribute from one
percent to 75 percent of their pay on a pre-tax basis
(not to exceed the annual IRS deferral limit). “Catch-up”
contributions are also permitted for older employees, as
defined by the IRS.
CBRE provides a 50 percent match on the first five percent of
eligible compensation that you save. Vesting is based on your
years and hours of service. Loans against your vested balance
are available with some restrictions.
Your account options at
termination are dependent on
your account balance.
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14
Further details regarding plan provisions, limitations and
conditions can be found in the CBRE 401(k) Summary Plan
Description which may be accessed via the CBRE online
library on the Navigator.
For more information, see HR Policy 4.4.6 401(k) Plan.
Additional Benefits
As part of our commitment to being a family-friendly
organization, CBRE offers the following additional benefits
Adoption Assistance
CBRE will reimburse a full-time employee up to $5,000
of his or her eligible adoption expenses (up to $6,000
in the case of a special-needs child). If you are a
salaried, non-highly compensated, noncommission-based
employee, CBRE will also provide salary continuation
equal to 100 percent of your eligible earnings for up to
four weeks of parental leave. Union employees are not
eligible for adoption benefits.
Time Away From Work
Holidays
CBRE observes the following company holidays:
•
New Year’s Day
•
Martin Luther King, Jr. Day
•
President’s Day
•
Memorial Day
•
Independence Day
•
Labor Day
•
Thanksgiving Day
•
Day after Thanksgiving
•
Christmas Day
The company also identifies two additional paid holidays
yearly for a total of 11 paid holidays. For specific dates
that apply for the current year, click on Holiday Schedule
or call the HR Service Center at (866) 225-3099.
If you work at an on-site client facility, you may be required
to observe the client’s holiday schedule, regardless of
whether more or less holidays are offered compared
to CBRE. If the client offers fewer than the number of
paid holidays provided by CBRE, you will be eligible
for additional “floating” holidays to equal the number of
holidays offered by CBRE. If the client offers more holidays
than CBRE, your manager will communicate with you about
your holiday schedule.
Holiday Pay
CBRE follows these pay practices regarding
holiday pay:
•
Holidays that fall on Saturday will be observed on the
preceding Friday.
•
Holidays that fall on Sunday will be observed on the
following Monday.
•
If a non-exempt employee works on a company holiday,
he or she will receive one-and-a-half times base pay for
the actual hours worked on the holiday.
•
For non-exempt employees, hours paid for company
holidays will count as time worked for purposes of
calculating weekly overtime.
•
Employees on a leave of absence are not eligible for
holiday pay.
Hours paid for floating holidays do not count as hours
worked toward the calculation of overtime pay.
For regular, part-time employees, the amount of pay you
receive for a holiday will be determined on the basis of the
employee’s base hourly salary multiplied by the number of
regularly scheduled hours worked for the day on which the
holiday is observed.
For more information, see HR Policy 4.6.1 Holidays.
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Paid Time Off (PTO)
Paid time off (PTO) is used for vacation, sick and personal
reasons. Regular, full-time employees with a base salary of
less than
$100,000
annually earn paid time off according
to the following schedule:
Beginning
the Year of
Service
Equivalent
Annual Days
/
Hours
Hourly
Accrual Per
80 Hour
Pay-Period
Maximum
Accrual
0 – 4 years
15 days
/
120 hours
4.62
15 days
/
120 hours
5 – 9 years
20 days
/
160 hours
6.16
20 days
/
160 hours
10 – 14
years
25 days
/
200 hours
7.69
25 days
/
200 hours
15 or more
years
28 days
/
224 hours
8.62
28 days
/
224 hours
PTO accrues at the higher rate beginning on the first day
of the pay period after your service anniversary. (For
example, you are eligible for 25 days after your 10-year
service anniversary.)
Sales professionals and all other employees paid on
commission, regardless of their compensation structure,
are not eligible to participate in the PTO program. Union
employees are also excluded from the PTO plan and earn
benefits per their bargaining agreement. Eligibility for PTO
can be verified with the HR Service Center.
PTO hours are accrued based on your service date with
CBRE based on the table above. Certain types of hours
worked count toward PTO, including, but not limited
to, regular, holiday, jury duty and PTO hours up to the
maximum shown in the table above.
CBRE encourages all employees to regularly schedule time
off. If your PTO reaches the maximum accrual, no more
time will accrue until your balance is below the maximum.
Upon termination of employment for any reason, you will
be paid any accrued and unused PTO.
For more information, see HR Policy 4.6.2 Paid Time
Off (PTO).
Bereavement Time
CBRE grants regular full-time employees time off with pay
if a family member (including a relative of your spouse or
domestic partner) or someone close to you dies. You should
discuss how much time you need with your supervisor.
CBRE may grant up to five days for the loss of an
immediate family member, such as a spouse, child,
parent, grandparent, child, sibling or your spouse’s/
domestic partner’s child, parents, or sibling. If a close
friend or relative dies, you may be granted up to two
days off with pay.
If you need additional time off beyond what was granted
by CBRE, you may use your accumulated PTO. If you have
no PTO left, it will be unpaid.
Jury Duty
CBRE grants time off to employees who are called to jury
duty. If you are summoned for jury service, notify your
supervisor immediately.
Regular full-time employees receive their regular base
salary while on jury duty. To receive pay for the time off,
request a verification letter from the court bailiff or clerk’s
office upon release from jury duty, and submit it to your
supervisor when you return to work. This verification serves
as authorization for time off during jury service. Your
salary will not be reduced because of jury duty pay you
receive from the court.
Voting
If suitable time for voting is not available before or after
normal work hours, reasonable time off with pay will be
provided to allow you to exercise your voting privilege.
We encourage you to take advantage of early voting
if it is available where you live. Coordinate with your
supervisor to arrange time off to vote.
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16
Highly Compensated
Employee (HCE) Program
If you are an exempt employee who earns a base salary
of $100,000 or greater, you are defined as a “highly
compensated employee” (HCE). HCE employees receive
a different level of benefits in the areas of paid time off,
severance and medical leave of absence.
For more information, see HR Policy 4.4.13 Highly
Compensated Employee (HCE) program.
Leaves Of Absence
(Family/Medical/Disability)
CBRE provides employee leaves of absence (LOA) for
family, medical, disability-related or service member
reasons. The paragraphs below provide summary
information.
Leaves of absence are somewhat complex due to the
various federal and state regulations surrounding some of
the most common leaves. The following general information
should assist you in determining your eligibility for a leave,
reasons for a leave, and whether it is paid or unpaid. If
you are considering a leave of absence, please contact
the HR Service Center as soon as possible. The HR Service
Center will assist you in accessing all leave and leave
benefits due to you.
For more information about FMLA, click here.
Who is Eligible?
Generally full- and part-time employees who have worked
one year at CBRE, although the time does not need to
be continuous. Employees are eligible for Military Leave
immediately.
What Reasons Qualify for a Leave?
•
Family and medical leave
•
Caring for a child, typically under age 18
•
Tending to your serious health condition or that of your
family
•
Being called to military service or having a family
member called to active duty
•
Caring for a family member who becomes ill or injured
while serving as an active duty member of the Armed
Services
•
Serving in the National Guard
•
Personal leave due to extraordinary circumstances
How Much Leave Time is Available?
For most leaves it is 12 weeks within a rolling 12 month
period. In some cases you may have as much as nine
months as applicable by law. For active duty military
leaves it is longer.
Is My Leave Paid?
Generally leave is unpaid unless you have PTO to use.
Leaves for your own disability, adoption of a child, or
involuntary call to active duty may be partially paid
for a period of time provided you meet the eligibility
requirements.
Is My Job Protected While on Leave?
It depends on the type and length of leave.
Please see the following policies for more detailed
information or call the HR Service Center at (866) 225-
3099.
4.6.3 Leaves of Absence
4.6.3.1 Leaves of Absence (non-medical)
4.4.12
Adoption Benefits
4.4.13
Highly Compensated Employee (HCE) Program
CBRE also complies with state-specific leaves of absence
regulations. See Appendix A for State-Specific Information.
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Professional Growth and
Development
Educational and Professional
Designation Assistance
CBRE may provide financial assistance for job-related
studies scheduled outside of regular working hours at
accredited institutions at the discretion of your manager
and based on your local budget.
The employee must be employed by CBRE both at
the time reimbursement is requested and disbursed.
The employee must be classified as a regular full-time
employee and have completed a 60-day period of
employment prior to the request.
This policy allows for a maximum total reimbursement
of $1,500 per calendar year for all coursework,
application fees, certification examination fees and books.
Reimbursement for certain courses may be taxable income
to participating employees, as required by federal law.
For more information, see HR Policy 4.4.11 Education and
Professional Designation Reimbursement Program.
Performance Management
Performance Management at CBRE is an ongoing
dialogue and partnership between you and your manager.
Performance is reviewed periodically throughout the year.
We encourage you to take an active role in the process by
openly discussing your performance with your manager.
For more information, see Performance Management on
the Navigator.
Internal Job Opportunities
CBRE encourages employee promotion from within the
organization to encourage employee retention and
professional growth.
A list of open positions can be found on the Careers site
on the Navigator. Internal candidates should be qualified
for the job opening through appropriate work experience,
related skills, and/or completion of educational courses
pertinent to position requirements.
To be eligible for a transfer, you must have completed a
minimum of six months in your current position and be
meeting all performance standards. To apply, complete an
Internal Transfer Form and have it signed by your manager
before being interviewed by the hiring manager.
If you accept an internal transfer, your current and new
managers will arrange a mutually convenient transfer
date. Generally, you will move to your new position
within four weeks.
For more information, see HR Policy 4.1.10 Transfer
of Employees.
Performance Improvement Plan/Corrective
Action Process
CBRE believes that you are responsible, accountable
and want to do a good job for the company. You should
feel free to discuss performance expectations with your
supervisor. Occasionally, you may have difficulty meeting
CBRE’s performance expectations. In these cases, we
expect your supervisor to discuss the situation with you and
to work with you on a corrective action plan. A written
record of counsel, probationary letter, or final warning letter
may be issued depending on the situation. In some cases,
the situation may be serious enough to warrant immediate
termination. We do not have a progressive disciplinary
policy.
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18
Your Workplace
Discrimination and Harassment
The following is information taken directly from the Human
Resources section of the Policy and Procedure Manual
which can be found in the company Library on the
Navigator:
“CBRE is committed to providing a workplace free of
harassment (including sexual harassment) based on gender,
pregnancy, childbirth (or related medical conditions),
race, color, creed, religion, national origin, ancestry, age,
citizenship, marital status, sexual orientation, military status
or any other factors protected by applicable laws.
Neither discrimination nor harassment will be tolerated,
and both are prohibited by employees and non-
employees working with us. CBRE considers such
behavior unacceptable, contrary to our company values
and undermining to our goal of providing an inclusive
work environment.
We expect employees to report incidents of possible
discrimination and harassment, and to cooperate during an
internal investigation.
Harassment
Workplace harassment can take many forms including, but
not limited to:
•
Words or slurs
•
Disruptive, menacing or violent behavior
•
Inappropriate or persistent comments regarding an
employee’s sexual orientation
•
Offensive signs
•
Offensive jokes, cartoons, pictures, posters
•
E-mail jokes or statements
•
Pranks
•
Intimidation
•
Physical assaults or contact
•
Other verbal activity, including derogatory statements
made within the workplace
Sexual Harassment
Sexual harassment may include unwelcome sexual
advances, requests for sexual favors, or other verbal or
physical contact of a sexual nature when:
•
Submission to such conduct is made either explicitly
or implicitly a term or condition for employment or
compensation;
•
Submission to or rejection of such conduct is used as the
basis for employment decisions; or
•
Such conduct has the purpose or effect of unreasonably
interfering with work performance or creating an
intimidating, hostile or offensive work environment.
Reporting Discrimination or Harassment
If you are exposed to conduct from an employee or
non-employee (such as a vendor or visitor) that you find
offensive, you are expected to report the actions using any
one of the following avenues:
•
Your direct manager
•
Any member of the Senior Management Team
(Managing Director level or above)
•
HR Service Center at (866) 225-3099
•
Any member of the human resources or
legal department
•
The company’s chief compliance officer
•
The CBRE Ethics Helpline at (800) 799-6523
You are not required to first report the questionable conduct
to your supervisor, especially if your supervisor is the
individual committing the action.
Any of our managers approached by an employee
or non-employee about any form of discrimination
or harassment is required to immediately bring the
complaint to the attention of the local human resources
manager.
All reports or complaints will be investigated promptly,
impartially and confidentially. Information about the
complaint will be disclosed only when necessary. No form
of retaliation or discipline will be tolerated for registering a
report or complaint.
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After appropriate investigation, any employee,
supervisor or manager who is found to have engaged
in discriminatory or harassing behavior will be subject
to appropriate disciplinary action, up to and including
termination.
With regard to acts of discrimination and harassment by
clients or vendors, corrective action will be taken after
consultation with the appropriate management personnel of
those organizations.”
For more information, see HR Policy 4.2.3 Harassment-Free
Workplace and HR Policy 4.2.8 Non-Retaliation.
Safety and Security
CBRE is concerned about your safety, health and well-being.
To maintain a safe work environment, CBRE has established
policies and procedures regarding safety, security, drugs,
alcohol, violence, weapons and on-the-job injuries.
CBRE strives to provide a safe work environment that is
conducive to quality client service, good morale and a
high level of productivity. CBRE also strives to comply with
all applicable federal, state and local health and safety
regulations so we can provide a work environment free
from recognized hazards. You are expected to comply with
all safety and health requirements, whether established by
CBRE or federal, state or local law.
For more information, see HR Policy 4.8.1 Safe
Workplace Policy.
Drugs and Alcohol
We are committed to maintaining a workplace free from
the influence of drugs and alcohol.
Drugs
CBRE strictly prohibits the possession, use, detectable
presence of, purchase, sale, manufacture, transportation
or distribution of illegal drugs, drug paraphernalia or
unauthorized controlled substances while on the job or on
company property (including buildings, vehicles and work
sites, whether owned, leased or used). This prohibition also
applies to using medications for which you do not have a
valid prescription. Off the job, this type of activity violates
company policy when it has the potential to adversely
affect job performance, workplace safety or CBRE’s
reputation in the community.
Alcohol
The use of alcohol on CBRE premises at any time
requires the approval of the appropriate managing
director.
Working Under the Influence
It is against company policy to be under the
influence of illegal drugs, alcohol or any
unauthorized controlled substance at any time
while you are working or representing CBRE. For
more information, see HR Policy 4.2.2 Drug Free
Workplace.
Drug Screening
CBRE conducts pre-employment drug screening as part of
its hiring process. CBRE may test its employees for drugs
and alcohol if there is reason to believe the employee
is under the influence of alcohol or drugs. CBRE may
also conduct random drug tests when required by law.
Disciplinary action, up to and including termination, may
be taken for:
•
Refusing to submit to a drug test
•
Testing positive for the presence of illegal drugs or drugs
used illegally
•
Adulterating, switching or tampering with a urine
specimen, attempting to do so, or otherwise interfering
or refusing to cooperate in the drug-testing process
For more information, see HR Policy 4.1.6.4 Drug
Screening.
Disciplinary Action
Consequences for violating this drug and alcohol policy
will depend on the nature and severity of the offense,
the potential effect on workplace and public safety, and
other factors such as your demonstrated willingness to
pursue rehabilitation and your work record.
Workplace Violence and Weapons
You are expected to refrain from fighting, horseplay or
other conduct that may be dangerous to others. You may
not possess firearms, weapons, other hazardous devices
or substances without proper authorization while on CBRE
premises or while conducting company business. CBRE
premises include CBRE-managed properties.
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20
CBRE will not tolerate verbal or physical conduct that
threatens, intimidates or coerces another employee
or other person in the workplace, even during off-
duty periods. This prohibition applies to all acts of
harassment.
For more information, see HR Policy 4.2.1 Standards
of Conduct.
On-the-Job Injury
If you have an accident or injury while you are working,
you or your manager should notify the Risk Management
Department immediately at (714) 939-2126, regardless of
how insignificant the injury may appear to be.
If you need non-emergency medical attention, the Risk
Management Department will arrange an immediate
appointment at an approved occupational clinic. It is up
to you and your manager to arrange transportation to the
clinic.
You or your manager must complete a Workers’
Compensation Incident Report (available on the Navigator
under the Risk Management Department) and fax or
e-mail the completed form to the HR Service Center within
24 hours of the injury. (See page 27 for the HR Service
Center’s contact information.)
For more information, see HR Policy 4.8.2 Report of
Injuries/Accidents.
Business Interruption Event
Normal business operations may be interrupted for a
variety of reasons, including incidents such as inclement
weather, terrorism, transportation strikes, infrastructure
failure or fire. CBRE will take appropriate actions, keeping
in mind both employee safety and well-being, and service
to our clients. At no time will CBRE knowingly put its
employees at risk.
CBRE maintains the toll free CBRE National Emergency
Operations Center Hotline at (866) 635-2512. If an
interrupting incident occurs, you are encouraged to call to
verify the status of your local office. You will be instructed
on appropriate actions to take. Additionally, CBRE will post
instructions on the www.cbre.com/emergency Web page.
Select leaders may also be notified via an automated call
out system.
If an incident occurs during normal working hours,
employees will be guided by pre-defined actions set up in
their local business continuity plans. Actions may include
sheltering in specified area, evacuating buildings or closing
the office. Communication of the appropriate actions will
come from the office’s local crisis management team.
For incidents that occur outside of normal working hours,
employees are expected to use the CBRE Hotline and/or
Web page to learn what actions to take.
To ensure all employees can be reached, it is essential
that all employees keep their contact information
updated in myHR.
Smoke-Free Workplace
Smoking is prohibited in all CBRE offices, worksites and
buildings. This policy applies to all employees, clients and
visitors.
If you wish to smoke, exit the building and smoke in
designated areas. Smoking outside designated areas may
lead to disciplinary procedures.
For more information, see HR Policy 4.8.3
Smoke-Free Workplace.
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Your Responsibilities
As a CBRE employee, you have certain responsibilities
regarding conduct, attendance, dress, and use
of company property. This section outlines your
responsibilities in these areas.
Open Communication
CBRE believes that mutual respect and open and direct
communication are key factors in maintaining a positive
work environment. We encourage, expect, and value
employee communication.
Under CBRE’s open door policy, you are encouraged
to discuss any concerns or offer suggestions openly and
honestly with your supervisor.
For more information, see HR Policy 4.3.1 Open
Door Policy.
Appropriate Business Appearance
Your appearance affects how our clients perceive our
organization. CBRE believes the best practice is to dress for
our clients. Dress codes are based on working conditions
and the effect your appearance will have on business
relationships with other employees, people from other
companies and the public.
Work Attire
CBRE’s standard dress is business appropriate. This means
different attire may be required based on your location
and duties. Your individual business unit will provide the
accepted dress code for your location.
Generally, your clothing must be appropriate, clean,
convey a professional appearance and be in good
condition. Your supervisor can answer your questions about
guidelines for proper dress in your department or location.
For more information, see HR Policy 4.2.5 Personal
Appearance Standards.
Work Schedule and Attendance
Business Hours
Business hours vary by office. Learn the hours of operation
for your department or office and be present and actively
at work when you are scheduled.
Attendance
Regular attendance is necessary for productivity and
success as a team. If you expect to be late, absent or need
to leave early, please provide as much advance notice
as possible to your supervisor. Local policy will dictate
acceptable practice.
If you are absent for three consecutive workdays without
contacting us or without approval, your absence will be
considered a voluntary resignation. Your employment
will be end as of the last day you worked.
For more information, see HR Policy 4.3.2
Attendance/Absenteeism.
Time and Attendance Reporting
All non-exempt employees are required to maintain a
company record of time worked.
Depending on your location, you will maintain time
records electronically using a computer or manually using
a timesheet or time card. Please be sure to accurately
complete your time record because it is an official
company record and the basis for your pay.
You should only complete your own time record.
Completing another employee’s time record or falsifying a
time record is not permitted.
For more information, see the following HR Policies:
4.5.1
Overtime Pay—Fair Labor Standards Act
4.5.2
Timekeeping
4.5.2.1 Non-exempt Employee Off-Site Travel
Timekeeping
4.5.3
Rest and Meal Periods
4.5.4
Paydays/Business Hours/Standard Work
Schedule
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22
Personal Conduct
Your personal conduct reflects upon CBRE and how
others—including our clients—perceive us. Interactions
with others should be professional and appropriate for our
workplace. Refrain from engaging in off-the-job conduct
that, if known in the workplace, could create a disruptive
situation or discredit your and CBRE’s good name.
For more information, see HR Policy 4.2.1 Standards
of Conduct.
Company-Sponsored Social Events
CBRE may periodically sponsor social activities that
are made available to employees and members of
their immediate families. The purpose of these events
is to promote fellowship among our employees and
their families.
Unless you are notified that your participation is mandatory,
participation in any off-duty, company-sponsored
recreational, social or athletic activity is voluntary. No one
is required to participate in these activities, and they do not
constitute a part of any employee’s work-related duties.
Verification of Employment
If you require proof of your current employment at CBRE,
contact The Work Number at www.theworknumber.com or
(800) 367-5690. You will be asked for CBRE’s company
code, which is 12424.
Use this service when you apply for a loan, need a
reference check, lease an apartment or any other instance
where proof of employment or income is needed. If you
require a verification of salary, position and employment
dates, submit a written request, including your signature, to
our company’s Work Number representative. Requests for
personal information such as addresses, phone numbers
and for information pertaining to work performance, such
as eligibility for rehire, are not honored.
For more information, see HR Policy 4.9.1.1 Providing
Reference Checks.
Information Systems
Electronic Communications and
Acceptable Use of Technology
CBRE’s acceptable uses of technology policy protects the
substantial investment that the company has made in its
various technology and electronic communications systems.
This policy includes, but is not limited to CBRE’s:
•
Telephone, voicemail, fax and e-mail systems
•
Computers, including file servers and Web servers
•
Software, including operating systems, applications,
platforms and fonts; storage media
•
Network accounts
•
Internet access/browsing
•
Instant messaging
•
File transfer protocols (FTP)
•
PDAs and Blackberries, cell phones and similar devices
(collectively “electronic communication systems”)
CBRE’s electronic communication systems are tools for
business communication. The electronic communication
systems and all information transmitted by, received from or
stored in these systems are the sole property of CBRE. Even
though you maintain a personal password, you should
have no expectation of privacy in connection with the
use of any systems or regarding any information created,
stored or transmitted by you. The “deletion” of a message
or file may not eliminate the information from these systems
and you should have no expectation of privacy for deleted
information.
You have the responsibility to use these resources in an
efficient, effective, ethical and lawful manner for the benefit
of CBRE. See IT Policy 5.9 Electronic Communication &
Acceptable Use of Technology. You are also responsible
for complying with all CBRE IT Security Policies including
software licenses, copyright laws, and taking reasonable
measures to safeguard and protect our information and
computer resources.
For more information, see IT Policies and Procedures in the
Information Technology Section.
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Outside Employment
It is acceptable to have outside employment or a second
job. However, the outside employment may not be with a
competitor, compromise CBRE, or require you to use CBRE
property, facilities or confidential information. For example,
performing services for CBRE clients on non-working
time when those services are offered by CBRE would be
inappropriate.
For more information, see HR Policy 4.1.11
Outside Employment.
Press Inquiries and News Media
Only CBRE officers and designated representatives
may provide information or supply statements to
representatives of the media on behalf of CBRE.
Immediately refer all local media inquiries to your office’s
managing director or business line leader. Media inquires
of national scope must be referred to the Corporate
Communications department.
For more information, see our company’s Communications
and Fair Disclosure Policy.
Business Entertainment and Gift
Policy
Business entertainment and gifts in a commercial setting
can serve the legitimate business purpose of creating
goodwill and sound working relationships between
the company and those with whom it does business.
However, business entertainment or gifts should not
materially benefit individual company employees
(especially to the exclusion of the company or its clients)
or be used to gain improper advantage with or give
improper advantage to clients or suppliers.
CBRE has a detailed policy on the use and acceptance of
business entertainment and gifts. To review it, see HR Policy
4.2.6 Inappropriate Entertainment and HR Policy 4.2.7
Gifts and Entertainment.
Your Personnel File
You will have access to your employment history through
the Employee Self Service tool in myHR. All current and
former employees may request an appointment to review
information in their own official personnel files. The
following conditions apply:
1.
Reasonable advance notice must be given to
the human resources department. Inspection of a
personnel file will be supervised by a human resources
representative.
2.
CBRE reserves the right to remove certain sensitive
and confidential documents from the file prior to the
employee inspection. These documents may include
letters of reference or material pertaining to a pending
internal investigation.
3.
A copy of a document which has the employee’s
signature will be provided to the employee by a
human resources representative upon request.
For more information, see HR Policy 4.9.1 Access to
Employee Records.
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24
When You Leave CBRE
If your employment ends, it’s important to understand
CBRE policies regarding your final paycheck, benefits and
severance pay. Applicable details are contained in HR
Policy 4.7.1 Termination of Employment.
Termination of Employment
CBRE considers you to have voluntarily terminated your
employment if you:
•
Resign from CBRE
•
Fail to return from an approved leave of absence on the
agreed date
•
Fail to report to work or call in for three consecutive
work days
You may be involuntarily terminated for reasons such as
poor performance, misconduct, excessive absences,
lateness, discrimination, harassment or any other violation
of CBRE policies. Your employment is at-will and you and
CBRE both have the right to terminate your employment at
any time, with or without notice and for any reason or for
no reason.
Resignation
CBRE asks employees to give at least a two-week notice, if
possible.
Final Paycheck
When your employment ends, you are paid through the
last day worked, plus accrued PTO.
If you owe CBRE money or are responsible for any lost or
damaged property, you are responsible for settling any
unpaid balances.
Your final paycheck is usually a “live” check and not direct
deposited. If any additional payment is due after the pay
period in which you terminate, the payment will be a live
check. CBRE complies with all state regulations regarding
final paychecks.
It is important to provide CBRE with a current forwarding
address so CBRE can mail your W-2 to you. CBRE will
also supply correct address information to the COBRA
administrator so they can send you COBRA enrollment
information.
Return of Company Property
When you leave CBRE, please return all keys, access
cards, calling cards and other CBRE property in your
possession to your supervisor.
Continuation of Insurance Coverage
In compliance with the Consolidated Omnibus Budget
Reconciliation Act of 1986 (COBRA), as amended, CBRE
offers eligible employees the opportunity to continue health
care coverage and life insurance in certain instances where
coverage under the plans would otherwise end.
Additionally, eligible employees who terminate and
who meet the age and years of service requirement
have the option to continue health and life insurance
under CBRE’s Retiree Health and Life Program. For
more information, see HR Policy 4.4.3 Benefits
Continuation.
Re-employment
If you are rehired by CBRE within one year of your
termination date, you will receive credit for all prior service
for determining 401(k) vesting and rate of paid time off
accrual benefits.
For more information, see HR Policy 4.1.7 Re-Employment.
Severance Plan
CBRE has an ERISA-qualified severance plan
should employment end due to a job elimination or
reduction in force. Eligible employees may receive
a lump sum severance payment based on years of
employment with CBRE.
For more information, see HR Policy 4.7.2 Severance
Pay Policy.
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In Closing
CBRE’s history of success is due to our employees’ integrity and work ethic. CBRE recognizes and appreciates the
valuable contributions individuals make and provides this handbook to promote clarity of purpose and process across the
company.
If you have questions, please contact the HR Service Center at (866) 225-3099.
Appendix A—State-Specific Information
Specific Information for California
The following pages provide information that applies only to the state of California:
California Family and Medical Leave Provisions
•
California Family Rights Act (CFRA)
•
Pregnancy Disability Leave (PDL)
•
Paid Family Leave Insurance Program (PFLIP)
•
San Francisco Paid Sick Leave
Work Schedule and Attendance
•
Meal break
•
Work break
•
Overtime for non-exempt employees
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26
Appendix A—State-Specific Information
State of California
California Family and
Medical Leave Provisions
California Family Rights Act (CFRA)
Under the California Family Rights Act (CFRA), eligible
California employees may be granted up to a maximum
of 12 workweeks for family/medical leave. The 12
workweeks will be counted within a rolling 12-month
period measured backward from the date an employee
uses any CFRA leave.
Eligibility—To be eligible for a CFRA leave of absence,
you must meet all of the following criteria:
•
Be employed by CBRE in the state of California
•
Have been employed by the Company for at least
12 months (need not be 12 consecutive months)
•
Have worked at least 1,250 hours during the 12-month
period immediately preceding the start of the leave
•
Are employed at a worksite where 50 or more
employees are employed by CBRE within 75 miles of
that worksite (as of the date of the leave request)
Duration and Qualifying Reasons for the Leave—All
employees who meet the eligibility requirements described
above may be granted a total of 12 weeks of unpaid
family leave for any of the following reasons:
•
The birth of your child and to care for the child
•
The placement of a child with you for adoption or
foster care
•
To care for a spouse, child or parent who has a serious
health condition; or to recover from a serious health
condition that renders you incapable of performing the
functions of your job.
CFRA does not, however, cover any disability due to
pregnancy, childbirth or related medical conditions.
Reinstatement—When you are granted a CFRA leave to
you—with the exception of those employees designated
as “key employees”—CBRE guarantees you the right to
be restored to your former position or to a position with
equivalent pay, benefits, and other terms and conditions
of employment. When you request it, CBRE will provide
this guarantee in writing. CBRE cannot guarantee that you
will be returned to your original job nor that a position
will remain available if a reduction in force occurs during
the leave. A determination as to whether a position is an
“equivalent” position will be made by CBRE.
A “key employee” is a salaried employee who is among
the highest paid 10 percent of all employees employed
by CBRE within a 75-mile radius. Upon a key employee’s
return from leave, CBRE will attempt to reinstate him or
her to the same or an equivalent position with equivalent
benefits, pay, and other terms and conditions of
employment. It is possible that a “key employee” will not
be reinstated if doing so causes substantial and grievous
economic harm to the organization.
Intermittent Leave—Leave may be taken on an intermittent
or reduced schedule (part-time) basis with proper medical
certification. You may take family or medical leave in
blocks of time, or by reducing your normal weekly or daily
work schedule. Contact the leave of absence coordinator
in the HR Service Center at (866) 225-3099 for restrictions
on these leave benefits. If you take intermittent leave,
CBRE may also require that you work on an intermittent
or reduced part-time schedule to transfer temporarily to an
available position with the same base pay and benefits in
order to accommodate your need for recurring periods of
leave. The alternative position need not have equivalent
duties to your previous position.
Pregnancy Disability Leave (PDL)
Eligible California employees are also entitled to take up
to a maximum of 4 months unpaid leave for their own
disability caused by pregnancy, childbirth or related
medical conditions. California Pregnancy Disability Leave
(PDL) is available immediately upon commencement of
employment and upon the need for the leave.
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Eligibility—To be eligible for a PDL, you must meet the
following criteria:
•
Be employed by CBRE in the state of California
•
Have a disability due to pregnancy, childbirth or other
pregnancy-related conditions
Duration of Leave/Coordination with CFRA—Pregnancy-
related disability leave may be taken for up to four (4)
months for each pregnancy. At the end of your pregnancy
disability (not to exceed 4 months), you are also eligible
for a CFRA leave, as described in the previous section.
You may take a leave of up to 12-weeks for the birth of
your child. The maximum possible combined leave for both
CFRA and pregnancy disability leave for the birth of a child
is four months and 12 weeks. This assumes that you are
disabled by childbirth or related medical conditions for four
months and then request, and are eligible for, a 12-week
CFRA leave for the birth of your child. Pregnancy-related
disability leave is counted towards your FMLA entitlement,
but is not counted as time used for CFRA leave.
Reinstatement—If you take California Pregnancy Disability
Leave, with limited exceptions, you have the right to be
restored to your former position. If CBRE is legally excused
from reinstating you to the same position, you have the
right be restored to a substantially similar position. A
determination as to whether a position is “substantially
similar” will be made by CBRE.
Intermittent Leave—Leave may be taken on an intermittent
or reduced schedule (part-time) basis when medically
advisable (with proper medical certification). You may take
leave in blocks of time, or by reducing your normal weekly
or daily work schedule. Contact the leave of absence
coordinator in the HR Service Center at (866) 225-3099
for certain restrictions on these leave benefits.
If you take intermittent leave, CBRE may also require that
you temporarily transfer to an available alternative position
with the same pay and benefits to accommodate your
need for recurring periods of leave. The alternative position
is not required to have equivalent duties to your previous
position. You may also be eligible to request a transfer to a
lighter duty position if it is medically advisable.
Paid Family Leave Insurance Program (PFLIP)
Eligibility—The Paid Family Leave Insurance Program
(PFLIP) benefits provide an eligible employee up to six
weeks of partial wage replacement in a rolling 12-month
period to provide care for a seriously ill child, spouse,
domestic partner, parent, or to bond with a newborn. PFLIP
is not a leave of absence, but provides wage replacement
while an employee is on CFRA leave. The PFLIP benefits
are not available for your’s own medical condition.
Granting PFLIP:
•
A female employee may receive up to 10 weeks of
benefits for pregnancy and/or childbirth under the
Short-Term Disability Insurance (SDI) program and an
additional six weeks of benefits under the PFLIP program
for bonding with a newborn, for a total of 16 weeks of
partial wage-replacement benefits (plus two additional
weeks for a caesarian delivery).
•
A father is entitled to six weeks of PFLIP benefits for
bonding. There is a seven-day, unpaid waiting period
for the benefit to begin any PTO available must be
applied first.
•
The company may require you to use up to two weeks
of earned PTO before taking PFLIP. There is a one-
week waiting period for SDI or PFLIP, but not both. If a
pregnant woman satisfies the waiting period for SDI,
there is no second waiting period required for PFLIP. The
waiting period may be satisfied with a week of PTO.
San Francisco Paid Sick Leave
If you are a CBRE employee who performs work (on
a full-time, part-time or temporary basis) within the San
Francisco city limits, you are entitled to paid sick leave. If
you were hired after Feb. 5, 2007, paid sick leave begins
to accrue 90 calendar days after your first day of work.
Then, for every 30 hours worked, you will accrue one hour
of paid sick leave. Paid sick leave accrues only in hour-unit
increments, not in fractions of an hour.
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28
Eligibility:
•
All CBRE employees who perform work (on a full-time,
part-time or temporary basis) within the San Francisco
city and county limits are entitled to paid sick leave.
However, because CBRE provides paid time off to
eligible employees and unlimited paid time off for
eligible Highly Compensated Employees (HCEs) which
exceeds the paid sick leave accrual requirements, CBRE
does not provide additional paid sick leave to those
eligible under other plans sponsored by CBRE. For more
information, see HR Policy 4.6.2 Paid Time Off for
eligible employees and HR Policy 4.4.13 for HCEs.
•
If you are an eligible nonexempt employee, you
will accrue paid sick leave hours for any overtime
hours worked. If you are an eligible salaried, exempt
employee, you will accrue paid sick leave hours based
on a 40-hour workweek. If you are an eligible employee
paid on an irregular basis, such as commissions or
draw, you will be paid for any accrued and used sick
leave at a rate as established by statute, regulation
or governing rules that may be proposed by the San
Francisco Office of Labor Standards Enforcement or
other responsible legislative or administration body or
agency.
Duration and Qualifying Reasons for Leave:
•
You may use San Francisco Paid Sick Leave in the event
that you, a family member or “designated person” is
ill or injured; or for the purpose of receiving medical
care, treatment, or diagnosis or to aid or care for a
family member or designated person when that person
is ill, injured, or receiving medical care, treatment, or
diagnosis. If you are not married and do not have a
registered domestic partner, you may designate one
person for whom he or she may use paid sick leave to
provide aid or care (i.e., “designated person”).
•
You may not accrue paid sick leave in excess of 72
hours. Once you reach your cap of paid sick leave, you
do not begin to accrue additional hours until paid sick
leave hours are used and you return to work.
•
To request paid sick leave, access the San Francisco
Paid Sick Leave/PTO Request form on the Navigator
intranet. You should submit the completed form to your
manager or the office operations manager for approval.
Identifying a Designated Person:
Within 30 hours after the date when paid sick leave
begins to accrue, CBRE will offer you an opportunity
to identify a designated person by providing you with
a Designated Person Identification form. If you have no
spouse or registered domestic partner, you may identify a
designated person by completing this form and returning
it to the Human Resources Service Center within 10
days of receipt. The company will thereafter offer you
the opportunity to make or change a designation on an
annual basis, again by providing the Designated Person
Identification Form, which you will complete within 10
work days.
Work Schedule and Attendance
All nonexempt California employees must take a meal
break of at least 30 minutes on any day in which they
work more than six hours. That meal break must occur no
later than five hours after the start time for that day.
All nonexempt employees must also observe a work break
of 10 minutes as close as possible to the midpoint of each
work period before and after the meal period. The work
break is considered work time and should not be shown on
timekeeping records.
Any work time in excess of eight hours during a nonexempt
employee’s workday will be paid at the overtime rate.
Time in excess of 12 hours on any workday will be paid
as double time. All overtime must be pre-approved by
management.
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CBRE
EMPLOYEE HANDBOOK ACKNOWLEDGEMENT OF UNDERSTANDING
I acknowledge receipt of the CBRE Employee Handbook, containing policies and procedures as well as outlining my
privileges and obligations. I understand that it is my responsibility to read and understand the contents of the handbook.
I agree to consistently comply with the company’s policies and procedures set forth in this employee handbook as well
as all policies, practices and regulations currently in effect. Should I have any questions, I will contact my manager or the
human resources department. I understand that except for the “at will” nature of my employment, all other rules, policies,
benefits contained in the employee handbook and other related documents may be changed, modified or deleted at any
time.
I further understand and agree that my employment with the company is for an unspecified term and may be terminated
by the company or me “at will” at any time, for any reason, with or without cause or prior notice. Although other terms
or conditions of employment may change, this at-will aspect of my employment relationship, which I understood and
agreed to prior to accepting employment with the company, cannot be modified, changed or waived except by an
individual written employment contract signed by me and the president of the company. In addition, this at-will nature of
my employment sets forth our full agreement on this subject.
I also understand and agree that nothing in the employee handbook or the company’s discretionary use of corrective
discipline creates any express or implied contract to the contrary and that this employee handbook is not a contract
of employment. Accordingly, I will not interpret this employee handbook in any way that will create any expressed or
implied contractual rights between CBRE and me.
EMPLOYEE NAME (PRINT):
EMPLOYEE SIGNATURE:
DATE:
NOTE: Upon completion of this acknowledgement sheet, remove it from the remainder of the book (or print it if you are
viewing it online) and give it to your manager or the human resources department for insertion in your personnel file.
The information in this handbook is not intended to help you make decisions regarding our employee benefit programs.
Not all plan provisions, limitations or exclusions are described in this handbook. In case of a conflict between the
information in this handbook and the actual plan documents or master contract, the plan documents or master contracts
will govern. Contact your local human resources department for additional information.
The company reserves the right to change or terminate benefits at any time. Neither the benefits nor this handbook should
be interpreted as guarantee of future benefits or a contract of employment.
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30
Important Employee Resources
Contact Name
Description
Contact Information
BenefitConnect Review and enroll in company benefit
plans and options
Accessible 24/7
•
Online at www.cbrebenefitconnect.com
Employee Assistance Program
(EAP)
Accessible 24/7
• Call (866) 358-8296 toll-free
•
Online at www.guidanceresources.com
(when you register for the first time, enter the
Company/Organization ID as: cbre0509)
Ethics Helpline
Accessible 24/7
• Call (800) 799-6523 toll-free
•
•
Online at www.ethicspoint.com
Human Resources Service
Center (HR Service Center or
HRSC)
Monday through Friday (excluding
company holidays), 7 a.m. to 7 p.m.,
Central time
• Call (866) 225-3099
•
E-mail HRServiceCenter@CBRE.com
Information Technology (IT)
Help Desk
Monday through Friday (excluding
company holidays), 7 a.m. to 10 p.m.,
Central time
•
Call (877) 435-7547 toll-free or
(214) 438-8500 in the Dallas area
•
E-mail HD@cbre.com
myHR Employee self-service tool to manage/
review personal and professional
information
Accessible
24/7
from any computer
with Internet access
•
Online at Navigator (https://navigator.cbre.com),
www.cbre.com or https://my.cbre.com
Navigator
CBRE employee intranet
Accessible
24/7
from any computer
with Internet access
•
Online at https://navigator.cbre.com or
www.cbre.com
