News:
Integrate with LEED | Design-Build and LEED®-NC Are a Good Match
With sustainability one of the hottest topics right now, more and more municipalities and private companies are requiring sustainable designs for their new buildings as well as their existing facilities. Some of these requirements include Leadership in Energy and Environmental Design (LEED®) certification.
A United States Green Building Council (USGBC) program, LEED provides criteria by which to evaluate buildings consistently for sustainable practices, to promote integrated and whole building design practices, to raise awareness of environmental design and engineering practices that can be implemented and to encourage sensitivity to the environment.
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AIA Kansas City Approves New Business Plan
The AIA Kansas City Board has recently approved a new business plan for the chapter. Please view the above Business Plan.
AIA Trust Programs for Small Firms
Most AIA Trust programs are aimed at small firms that don’t have an HR or legal department to evaluate and administer benefits. From a sole proprietorship to a firm of 10+ employees, smaller firms will find many Trust programs well suited to their needs – ranging from professional liability insurance with multi-year programs and group term life and disability as valuable employee benefits – to retirement plans and legal information. The ‘Member Resources’ section of the website includes studies on important risk management topics – as well as a summary of small firm benefits. Many benefits are improved annually and new programs added regularly – so check the all-new Trust website often at http://www.TheAIATrust.com and for additional information, call 202-626-7376.
Your input and vision has become a Draft Plan for the Greater Downtown Area!
The updated draft of the Greater Downtown Area Plan incorporates the feedback received to date and includes a new implementation chapter. All changes from the previous draft are highlighted in yellow. Click here to view the new draft as well as previous versions of the draft plan.
What’s next?
The new draft will be presented to the Mayor appointed steering committee for approval on June 30. The steering committee is comprised of business and community leaders from the greater downtown area. Once the steering committee approves the plan, it will go to the City Planning Commission for approval, and then to the City Council for adoption. Once adopted by the Council, the plan becomes the official plan for the greater downtown area and will guide all future development and policy decisions.
FOCUS & The Greater Downtown Area Plan
The Greater Downtown Area Plan is a companion piece to the FOCUS Kansas City Plan, which is a broad policy guide for the entire city. The Greater Downtown Area Plan is consistent with the FOCUS plan and will guide decisions that are specific to the downtown area.
Complimentary Online Continuing Education
How To Start an Architect Led Design-Build Entity
Thursday, June 17, 2009 from 2 to 3:30 p.m. EST; 1.5 LUs
Contact Kimberly Yoho (202-626-7451) by 3pm ET, June 12, 2009 to confirm your free site registration.
AIA’s 2007 Documents: A Review
Thursday, June 25, 2009 from 1 to 2:30 EST; 1.5 Lus/HSW
Contact Vanessa Williamson (202-626-8052) by 3pm ET, Friday, June 19, 2009 to confirm your free site registration.
1801 McGee | AIA Kansas City’s New Office Location
The American Institute of Architects – Kansas City Chapter (AIA Kansas City), today announces the relocation of the chapter office to 1801 McGee, Kansas City, Missouri. (If you joined us for the May Social Hour, you were one of the first to see the new location.) The office will take up a large portion of the first floor of the historic building located in the Crossroads District.
The relocation of the AIA Kansas City office will provide more amenable environments for our members, staff and the community. It will also accommodate future membership and program growth.
The new location at 1801 McGee is a 4,634sq ft space, which provides AIA Kansas City with the space it needs to accommodate educational programs, special events, gallery showings, staff and board needs, and space for affiliated organizations.
The lease for the building was signed on May 7, 2009 (shown above) and the move will be complete by December 2009. AIA Kansas City currently has an RFQ released to procure an architect for the project. Click here for more information on the RFQ.
AIA Kansas City has been at its current office at 104 W 9th Street since 1989.
IF YOU’RE THINKING ABOUT FURLOUGHS . . .
By Terrence Canela, Esq., CAE, Associate General Counsel, The American Institute of Architects
Note: The information in this article is provided for informational purposes only and should not be construed as legal advice for your specific set of circumstances.
Companies are scrambling for ways to cut costs in order to stay lean through these mean economic times. As a result, hiring freezes, salary cuts, and even layoffs have become commonplace. Architecture firms have not been immune to these harsh realities.
One option firms have been considering is reducing employee hours. Such reductions in hours, also known as furloughs, are seen as a way to retain employees and cut costs without letting people go. But beware of certain legal implications.
What kind of furloughs are permissible?
First, determine what laws apply to you. Generally speaking, for most architectural firms, the Federal Fair Labor Standards Act (FLSA) applies if the firm’s business isengaged in interstate commerce; its activities are performed through unified operation or common control by any person or persons for a common business purpose; and its annual gross volume of sales made or business done is not less than $500,000 (exclusive of excise taxes at the retail level that are separately stated).
If FLSA applies to you, then your second determination is the classification of the employees you are considering for a furlough. This is important because “nonexempt” and “exempt” employees are treated differently. Generally speaking, exempt employees are those employees who receive salaries and are not entitled to overtime pay; nonexempt employees are typically hourly wage earners who are entitled to overtime pay. Note, however, the distinctions between the two categories can be very subtle and the FLSA provisions governing these distinctions can be complex; consult a lawyer or other qualified expert in this area to make determinations for your particular circumstances.
Now, as to furloughs:
Under the FLSA, nonexempt workers must be paid at their hourly wage (at least the minimum wage) for the hours they work. They must also receive one and one-half times their regular rate of pay for any overtime that they work (i.e., for anything more than 40 hours per week). However, the FLSA does not require an employer to pay nonexempt workers for time during which they are completely relieved from all duty, as should be the case in a furlough situation.
It gets more complex with exempt employees. Generally, exempt workers must be paid their full salaries for any work week in which they perform any work. A company that does not compensate an exempt employee for a week where any work is performed jeopardizes that employee’s exempt status. However, if an employer furloughs an exempt employee for the entire work week, then no salary is due for the entire week and the employee’s exempt status is not affected.
Can I have my employees come in only for three or four days out of the week and not pay them for the days they aren’t in the office?
Again, this depends on whether you are dealing with a nonexempt or exempt employee.
If the employee is nonexempt, you need only pay an employee for actual hours worked.
For exempt employees, furloughing employees for periods of less than a work week jeopardizes the employee’s exempt status under the FLSA. This virtually rules out furloughs for exempt employees unless they are carried out in week-long increments.
What happens if an employee on furlough works remotely while on a furlough?
Teleworking or “working from home” has become a prevalent practice. Employers who furlough their employees should have clear policies in place prohibiting furloughed employees from performing any work for the company. This includes the simplest of tasks, such as checking e-mail and voicemail, remotely connecting to the company’s server, or even checking the company-issued Blackberry. If employers do not have such policies in place, and furloughed employees work remotely, they could be responsible for appropriate compensation and may jeopardize the exempt status of some employees.
Can I allow or require my employees to use vacation or PTO during a furlough?
Some employees on a mandatory furlough prefer to draw from their accrued vacation or personal time off (PTO) to keep income steady during a furlough. Employers mayallow their employees the option to use accrued vacation or PTO during a furlough.
The laws get more complicated when employers try to require their employees to use accrued vacation or PTO during a mandatory furlough. A minefield of issues may await employers who require employees to use accrued vacation or PTO and, therefore, it is a good idea for employers to discuss this with legal counsel before attempting it.
What can happen if I violate FLSA?
Two things can happen for FLSA violations. The government can investigate and/or you can get sued in a civil lawsuit.
The Wage and Hour Division of the U.S. Department of Labor investigates FLSA violations, which typically result from employee (or as is most often the case, former employee) complaints. If a violation is found, the Wage and Hour Division may require employers to pay back wages owed and may also impose civil penalties of up to $1,000 per violation per employee. In some cases, the government may seek criminal prosecution.
And as is always the case, employers may be named as defendants in private lawsuits, which are on the rise. If successful, such plaintiffs may recover back pay and attorneys’ fees.
Is FLSA the only law I need to worry about?
No. For example, other federal, state or local laws may apply (including, in some instances, laws requiring advance notification when a work site is closed).
Should I talk with my lawyer about furloughs and other personnel actions?
Yes. The applicable laws may vary from state to state, and you don’t want to make any missteps in this area. Whatever you do, then, be sure to check with a qualified lawyer in your jurisdiction.
And, while we cannot advise you ourselves, we will provide whatever information we can for the assistance of your own advisors. Please don’t hesitate to contact General Counsel Jay Stephens (at (JavaScript must be enabled to view this email address)) or Associate General Terry Canela (at (JavaScript must be enabled to view this email address)) if you’d like to discuss this further.
CALL TO ACTION | AIA Kansas City and Missouri State Historic Tax Credits
This week, the Missouri Senate is debating an amendment to Senate Bill 45, which includes a proposal to place severe restrictions on the use of Historic Tax Credits, with the eventual elimination of the credit in June 2011. Proposed restrictions include:
1. $75 million cap for fiscal year 2010. 2. Legislative allocation after June 2010 (meaning the new cap could be $0) 3. $25,000 cap on residential projects 4. No layering of credit with other credit tools (affordable housing, brownfield, etc). 5. Sunset on all historic credits on June 30, 2011.The AIA Kansas City Board of Directors has decided to join the state-wide Coalition for Historic Tax Credits in an effort work towards a solution that maintains Historic Tax Credits as an effective tool. Included in this coalition are development, real estate, commerce, government, and preservation organizations and businesses from across the state.
As part of this effort we are asking for your help.
· Call, write, and email as many legislators as possible, as well as the Governor (who has not yet publicly supported the historic tax credit program). Use your own personal story…describe how the historic tax credit affects you, your clients, your firm, your employees and your community.
· Write letters to the editors of newspapers, public radio, etc.
· Forward this email and information to others you know that support the use of Historic Tax Credits as an effective tool that creates jobs and sustainably maintains existing building stock.
The Senate is debating this bill now…please act quickly to lend your support to this effort in maintaining an effective Historic Tax Credit tool.
Please email (JavaScript must be enabled to view this email address) for more information.
AIA Career Center | Here for You
An online resource dedicated solely to job seekers and employers in the architecture profession, AIA Career Center lists positions of varying professional levels and categories (e.g., healthcare architect, marketing), both nationwide and internationally. Best of all in these difficult times, AIA Career Center services are free to job seekers.
Now Get the Most from Your Job Search
If you, or someone you know, has lost a job during the current economic downturn, you know it’s tough out there.
Now, more than ever, unemployed architecture professionals need the best results in the shortest time. That’s why AIA Career Center has added some robust new online features and tools to help job seekers elevate their professional presentations to potential employers and look for work more efficiently:
Résumé builder. Upload your résumé or CV from common desktop publishing programs such as Microsoft Word.
Automated profile functions. Easily prepopulate your profile with information from your résumé for a professional presentation of your qualifications, saving time. If you don’t finish in one session, just save your information and return to it later.
Searchable portfolio. Create an online portfolio, including work samples, cover letters, or certification letters to increase your exposure in employer searches.
Previewable job applications. See your application exactly as an employer will—before submitting it.
Tighter security. Stricter confidentiality rules ensure your privacy.
Put the Career Center Tools to Work for You
As an AIA member, you can enjoy improved service and even more career-management resources without having to set up a Career Center account.
Click the “AIA Career Center Account Access” link
Enter your AIA member e-mail address and password
Click “Create a Professional Profile” to upload your résumé
View all jobs, browse by category, or use “advanced search” for narrower targeting
If you pass this information to a colleague who is not an AIA member, he or she would set up an account after clicking on the “AIA Career Center Account Access” link.
Recieve %20 Off Kaplan Study Materials
Are you ready to start studying for the ARE? AIA Members can receive an additional 20% off of their Kaplan Study Material Purchase by clicking here.