Communications Good internal communications are vital to the success of Dawson. We believe that sharing ideas, problems and information results in better service to our clients, a better company and better colleagues.
You and Your Manager Successful companies function as a team made up of individuals like you. We recognize your value as an individual. Your views are important, and we encourage you to share them with management. Your manager is your first and most direct level of communication with management. He or she is responsible for the success of your department and needs your help to meet its goals and objectives. Your manager is also committed to your personal success and wants you to be an integral part of the Dawson team. With you, your manager and the rest of us striving together, we can make Dawson an even better place to work. If your manager cannot help you solve a particular problem or give you an answer to a question, he or she will direct you to the individual(s) who can help.
Open Door Policy Misunderstandings or conflicts can arise between people in any organization. To ensure that we maintain effective working relationships, it is important that such matters be resolved before serious problems develop. Most incidents resolve themselves naturally, however, should a situation persist that you believe is detrimental to you or to Dawson, you should follow the procedure described below for bringing your problem to management’s attention. STEP ONE: Discussion of the problem with your immediate manager is encouraged as a first step. If, however, you don’t believe a discussion with your manager is appropriate, you may proceed directly to STEP TWO. STEP TWO: If your problem is not resolved after discussion with your manager or if you feel discussion with your manager is inappropriate, you are encouraged to request a meeting with Human Resources or a member of Executive Staff for which you feel comfortable. In an effort to resolve the problem, Human Resources will work with the Management to consider the facts and conduct an investigation, and advise you of the decision. Dawson will not tolerate any form of retaliation against any colleagues availing themselves of this procedure. If during the process a colleague is found to have made false allegations regarding a complaint, disciplinary action may be taken against the individual who filed the complaint or who gave the false information. The procedure should not be construed, however, as preventing, limiting, or delaying Dawson from taking disciplinary action against any individual, up to and including termination, in circumstances where Dawson deems disciplinary action is appropriate.
Page 4 of 40
