TotalView Employee Handbook

About TotalView

At TotalView, our mission is to redefine project management—helping clients capture imagery and create immersive solutions with cutting-edge 3D and virtual tech.

We see a future where our work enables seamless connection between physical and digital environments. Whether it’s for industrial facilities, space exploration, or healthcare, we aim to lead the way in creating interactive experiences that drive progress and collaboration across the board.

Our Values

Plan for Safety

Having a solid plan ensures we work safely. Our team’s well-being comes first because we can’t help our clients if our people get hurt.

Adapt and Innovate

We’re always ready to explore new ideas and pivot quickly to find the best solutions for each project.

Solve Client Problems

The most exciting part of our job is diving in and finding tech solutions that solve our clients’ problems—it’s why we do what we do.

Collaborate and Grow

We’re committed to keeping up with new technology as it evolves. Tech is central to our operations, helping us better collaborate on projects and in meetings.

Disclaimer and Employment At Will:

This employee handbook is not intended to create a contract of employment but is intended to serve as a source of information about TotalView’s practices, policies, and procedures. These policies and procedures may be changed at any time, with or without notice.

Employment with TotalView is “at will,” meaning that you or TotalView may end your employment at any time for any lawful reason.

Working at TotalView

Introductory Period

The first ninety (90) days of your employment are considered an introductory period designed for mutual evaluation. This period allows both you and the company to assess compatibility. It’s a chance for you to gauge if TotalView aligns with your goals, and for us to evaluate your skills and fit within our team.

During this time, we offer informal discussions and training opportunities to ensure you meet the required standards. If needed, the introductory period may be extended once before the end of the first period of probation ends to further evaluate performance.

Code of Conduct

At TotalView, maintaining professionalism and integrity is crucial to ensure a safe, comfortable, and productive work environment. We expect all individuals working with TotalView to:

1. Act respectfully: Be courteous and considerate of others’ feelings and needs.

2. Cooperate: Collaborate with fellow employees, contractors, and management for efficient work and client interactions.

3. Uphold Standards Everywhere: These conduct expectations apply at work and in any work-related setting.

Unacceptable behavior as outlined in this employee handbook and further approved policies extends beyond the workplace, including business-related events. Individuals who act unprofessionally may face disciplinary action.

Tools/Resources We Use

A flexible digital workspace where you can organize notes, documents, tasks, and more, all in one place.
A web-based email service developed by Google that allows users to send and receive emails, and organize their inbox efficiently.
Google Chat/Meet
Integrated communication tools that enable our team to chat, collaborate, and conduct video meetings seamlessly.
3D/VR Platforms
Platforms such a MatterPort, Cintoo, ArcGIS, and our proprietary IP app are used to create comprehensive deliverables for our clients.

Work Schedule

TotalView offers flexible work hours tailored to individual roles and operational needs. While typical office hours are generally 8:00 AM to 5:00 PM Monday to Friday, actual schedules vary based on roles, as many individuals work extended hours in the field, any day of the week. For information on how to track your time, please refer to the TotalView Time Reporting Policy.

Pay Process

Employees are paid bi-weekly through direct deposit to their bank accounts at an accredited participating bank or credit union. Pay on a holiday will be issued on the last workday prior to the holiday.

Various payroll deductions are made each pay period to comply with federal and state laws for taxes and insurance. Deductions include Federal and State Income Tax Withholding, Social Security, Medicare, and other items as designated by the employee or required by law. Employees can adjust their tax withholding by completing the relevant federal or state form and submitting it to their direct supervisor.

Wage garnishments, ordered by the court to satisfy a debt, may require deductions from an employee’s wages. Once the Company receives legal papers for garnishment, deductions will continue until the full amount is withheld or until the Company receives court documents to stop the garnishment. Even if the debt is paid, official papers are required to cease the garnishment.

Non-exempt employees will be paid according to federal and Alaska state law. Overtime, compensated at one and one-half (1.5) times the regular rate of pay, will be authorized in advance by their manager. Only hours actually worked will be used to calculate overtime pay. If there is an error or question regarding your pay, contact your direct supervisor for assistance.

Employee Safety and Wellness Policies

Health & Safety

Worker health and safety are core values of TotalView. We strive to maintain a safe work environment, complying with federal and state health and safety regulations. Employees must promptly report work-related incidents via email or text to your direct supervisor or company HR representative within 24 hours. For minor incidents, administer first aid. In emergencies, call for immediate help and inform management for guidance.

Personal Protective Equipment

Safety is paramount for our employees at TotalView. To comply with occupational safety and health standards, employees are required to wear appropriate Personal Protective Equipment when working in the field.

Worker’s Compensation Insurance

TotalView provides Workers’ Compensation Insurance for employees. This insurance covers work-related injuries, including lost wages, disability payments, and medical expenses. It aims to assist injured employees in returning to suitable employment.

Substance Abuse

During fieldwork, TotalView strictly prohibits the use or possession of alcohol, illegal drugs, or impairing substances to ensure a safe work environment. Violations will result in disciplinary action, up to and including termination. Employees seeking assistance or accommodation should contact their direct supervisor.



Creating a Safe Workplace


Diversity and Inclusion

TotalView is committed to nurturing a culture that celebrates diversity, equity, and inclusion. Our people are the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that our workers bring to their roles not only shapes our culture but also defines our reputation and accomplishments as a company.

Our diversity initiatives extend to various aspects of our operations, including but not limited to recruitment and selection, compensation and benefits, professional growth and training, promotions, transfers, social engagements, layoffs, and terminations.

All employees of TotalView have a responsibility to treat others with dignity and respect at all times. We expect all individuals affiliated with TotalView to demonstrate inclusive behavior during work hours, company functions, off-site events, and all other company-sponsored activities.

Anyone found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action. Workers who believe they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should seek assistance from their direct supervisor.

Anti-Harassment Policy and Complaint Procedure

TotalView is committed to a work environment where all individuals are treated with respect and dignity. Our company expects all interactions among all staff to be professional, unbiased, and free from any form of prejudice or harassment.Harassment includes offensive language, threats, denigrating jokes, and any material—written or graphic—displayed or circulated on company premises or through company communication channels (email, phone, text, social media) that targets individuals or groups.We prohibit harassment based on any protected characteristic, such as race, religion, gender, etc. This encompasses verbal, written, or physical behavior that creates a hostile environment or affects work performance.

TotalView also strictly prohibits sexual harassment, defined as unwelcome sexual advances, requests for favors, or any verbal/physical sexual conduct creating an offensive environment or impacting work performance. This includes but is not limited to inappropriate jokes, comments, physical contact, or display of offensive materials.

We actively encourage the reporting of any perceived incidents of discrimination or harassment. TotalView takes these reports seriously, undertaking prompt and thorough investigations. You may direct complaints of sexual harassment, or any other type of harassment, to HR or your direct supervisor and the matter will receive immediate attention.

Retaliation against any individual reporting discrimination or harassment or participating in an investigation is strictly prohibited by our company policy. Employees can report concerns to their direct supervisor or any member of the leadership team for immediate attention.

Disciplinary Action

We expect our team to uphold high standards of conduct. The following behaviors are unacceptable and could result in disciplinary measures:

• Engaging in acts of discrimination or harassment in the workplace.
• Being under the influence of a controlled substance or alcohol at work, or while engaged in company business.
• Damaging, mishandling, or stealing company property or assets.
• Sharing company information without permission.
• Misrepresenting company information or falsifying records.
• Refusing to follow instructions or Insubordination.
• Failing to perform job responsibilities or excessive/unexcused absenteeism or tardiness.
• Violating confidentiality by disclosing sensitive information.
• Engaging in illegal or violent activities.
• Falsifying injury reports or reasons for leave.
• Acting in a disparaging or disrespectful manner towards leadership or co-workers.
• Participating in any other action or conduct inconsistent with company policies, procedures, standards, or expectations.

This list highlights behaviors subject to disciplinary action, but it is not exhaustive. TotalView retains the right to assess the severity of each case and decide the appropriate course of action, including verbal warnings, written warnings, or other disciplinary measures.

Conflict/Issue Resolution

Open communication and teamwork are key to our success. We encourage open dialogue for both positive and constructive feedback, fostering a professional and supportive work environment. Employees are encouraged to raise work-related issues openly, aiming for resolution through discussions with leadership or their direct supervisor.

While we cannot guarantee complete satisfaction in every case, TotalView is committed to explaining outcomes and keeping discussions and resolutions confidential, except when it may cause harm. No individual will face repercussions for raising legitimate concerns in good faith

Employee Responsibilities

Using Company Equipment and Resources

It is crucial that our employees handle company equipment and resources with care and safety in mind. If any damage, loss, malfunction, or theft of these assets occurs, it’s important to promptly report the incident to your supervisor or company leadership. We will assess the situation to decide on repair, replacement, or any other necessary action.

Safeguarding Proprietary, Confidential, and Company Information

Employees must maintain confidentiality regarding proprietary information. This information should only be used for company purposes and not shared externally. It is crucial to safeguard information that may be valuable to competitors or damaging to clients. Individuals working for TotalView must not use this information for personal gain.

All documents and client files belong to TotalView, and their confidentiality must be upheld. Employees are prohibited from copying, downloading, or disclosing client information. Any breach of this confidentiality may result in disciplinary action, including potential prosecution in civil and/or criminal courts.

Engaging in Internal Relationships

At TotalView, we understand that personal relationships among workers may arise. If such situations potentially impact the work environment, we encourage open communication with company leadership and HR. We’ll work together to find solutions, such as role reassignment or other alternative arrangements to ensure a professional and harmonious workplace.

Using a Company Credit Card

At TotalView, company credit cards are for business use only. Any unauthorized purchases will be deducted from pay and may result in disciplinary action up to and including termination. Employees should use good judgment, consult with their direct supervisor for uncertain expenses, and submit receipts promptly for reimbursement within three business days.


Holidays and Benefits:

Holidays: TotalView recognizes the following holidays, as applicable: 4th of July, New Year’s Day, Thanksgiving Day, and Christmas Day.

Benefits: Our comprehensive benefits package includes vision, dental, medical, and supplemental benefits.

Professional Development Support:

The development of employees is a crucial investment for TotalView. Development involves activities like coaching, mentoring, and job shadowing in both formal and informal settings.

Employees applying for or requesting to participate in training and development programs will discuss detailed course content and requirements with their direct supervisor. Reimbursement for professional development courses requires prior approval from the direct supervisor or HR to ensure it aligns with the employee’s current role and professional growth.

Reimbursement requests without prior approval will not be considered. Employees are encouraged to collaborate with their direct supervisor on professional development plans to identify mutually beneficial opportunities.

Leave of absence for training or development programs must be related to the current career path or approved in conjunction with career planning activities by the direct supervisor.

Guidelines for Reimbursement:
• Original tuition receipts must accompany the final transcript of marks.
• No reimbursement for grades below 70%.

In the Case of Termination:
If an employee opts to end their employment with the company before two (2) years post the completion of the course/program, the employee is required to fully repay tuition expenses to TotalView.

However, in cases where an employee is terminated by TotalView or laid off due to lack of work, the Company does not require repayment of training expenses. But if termination occurs due to reasons such as gross misconduct, the responsibility of repayment falls on the employee.

Employment Policies

Other Policies

Equal Employment Opportunity

TotalView provides equal employment opportunities (EEO) to all individuals without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, creed, marital status, amnesty, or status as a covered veteran by applicable laws. Our compliance extends across all locations where our company operates.

This policy applies to all terms and conditions of work, including hiring, placement, training and development, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Improper interference with the ability of TotalView employees to perform their expected job duties is not tolerated. With reasonable consideration, we will make reasonable accommodations required by law per mental disability, physical, and religious beliefs.
TotalView does not allow any form of retaliation. If there are any questions or concerns regarding EEO, please reach out to your direct supervisor.


Employment Policy

We comply with the Immigration Reform and Control Act and only employ individuals authorized to work in the United States. Upon hiring, employees must complete the I-9 Form and provide necessary documentation before starting work. Continued employment is contingent on maintaining this eligibility status.


Employee Records

Employee records and information are private and only accessed on a need-to-know basis and may only be accessed for legitimate reasons. If you need to request information from your files for yourself or another entity, please reach out to your direct supervisor or the company HR representative. Certain information, such as dates of employment and rehiring eligibility, are available by request only. We will not release information regarding your compensation without your written permission.


Termination/End of Employment

When deciding to end work with TotalView, we encourage employees to provide as much notice as possible, ideally at least two (2) weeks. Inform your direct supervisor or company HR representative of your intention to end your work with TotalView and specify your last working day. Before leaving, ensure all company property is returned.

Acknowledge Receipt of Handbook

This employee handbook contains important information about TotalView. My employment with TotalView is voluntary, and either TotalView or I can terminate the relationship at any time. I understand that policies in the handbook may change, except for the employment at-will policy. I agree to comply with the handbook policies and any future revisions. I have received a copy of the handbook and will read it thoroughly.


    Reach out to Rachael Jensen.