You and Your Job

Working Hours

Generally, office hours range anywhere from 7:00 AMto 6:00 PM, Monday through Friday. The building may be accessed from 5:30 AM to 8:00 PM. Colleagues’ schedules may vary to cover the work demands for your position and department. Your schedule will be arranged by your manager and coordinated with you. Changes in workschedules will be announced as far in advance as possible.

Regular full-time colleagues may generally take a one-hour meal break. Non-exempt colleagues will be relieved of all active responsibilities during the meal break and will not be compensated for that time. Other breaks in work may be taken as needed in coordination with operating requirements. Breaks should be limited to 10 minutes every three hours, which includes smoking breaks. Ifyour needs vary, please discuss your situation with your manager.

Nursing mothers may take a reasonable break time to express milk as needed, in a location other than a restroom. Dawson provides a lactation room at the headquarters office. Dawson will provide reasonable accommodations to a nursing mother, as required under federal and state law, who has made her manager aware of her need.

Recording Your Hours

Laws require Dawson to maintain records of the hours worked by our non-exempt (hourly) colleagues. To ensure accurate records are kept of the hours you actually work and to ensure that you are paid in a timely manner, you arerequired to record your time worked in Bullhorn. This form should be completed every pay period, signed and forwarded to your manager on the last day of the pay period. After reviewing the form and resolving discrepancies, if any exist, your manager will approve the form and forward it to the payroll department for processing. Please be sure that your hours worked and leave time are recorded accurately. Only actual hours worked are includedin overtime calculations, meaning Paid Time Off and Holiday hours are excluded. Authorization from a supervisor is required prior to working overtime hours. Unauthorized overtime is subject to disciplinary action, up to and including possible termination of employment. Falsification of a time record may result in disciplinary action, up to an including termination of employment.

Pay Procedures

All Dawson colleagues are normally paid on Fridays, by direct deposit and on a bi-weekly basis. Your pay information is available electronically on line at www.dawsoncareers.com. Your login and password will be given to you. If you haven’t received your password by your first pay please contact the payroll department. In the lower right hand corner click “login” enter your last name and password provided to you. This allows a colleague to view recent paycheck history, timecard information and important messages. Paper pay stubs are not mailed to your home.

Please review the electronic WebCenter informationfor errors, problems with your pay rate or deductions. If you have any questions, discuss them with your manager or the payroll department for explanation or adjustment. When a Company observed holiday falls on a Friday, you will normally be paid the Thursday before such holiday.

Payroll Deductions

Your Web Center electronic pay information will show exactly what deductions have been made. Certain deductions are required by law and must be withheld from your check. These include: • Federal Income Tax (US) • Federal Social Security Tax (EFICA) • Federal Medicare Tax (EMED) • State and City taxes

Other deductions are optional and will be taken from your pay only if you have signed a written authorization for these deductions. These include: • Benefit deductions such as medical, dental, vision, LTD, STD • 401(k) contributions

It is your responsibility to advise the Human Resources department if there is a change in your withholding status, e.g. marital status or dependents.

Garnishments

When a colleague’s wages are garnished by a court order, our organization is legally bound to withhold the amount indicated in the garnishment order from the colleague’s pay. Our organization will, however, honor federal and state guidelines, which protect a certainamount of a colleague’s income from being subject to garnishment.

Multiple garnishments are discouraged and will result in a burden to the organization. We strongly encourage our colleagues to prevent these situations from occurring.

Promoting From Within

Dawson believes in promoting from within, if at all possible. Human Resources has copies of all job descriptions that list title, and minimum hiring specifications including qualifications, skills and education requirements for the open position. Tobe eligible to apply for an open position, you must meet the following criteria. • Meet the minimum hiring specification for the position, • Be a colleague in good standing in terms of your overall work performance, • Have been in your current position for a minimum of one year.

If it is determined that a job cannot be filled from within, we will publicize the opening in the local media.

Compensation Program

It is the goal of Dawson’scompensation program to: • Attract and retain the colleagues who will perform all their job responsibilities successfully and utilize their experience to take on greater responsibilities. • Create an attitude of cooperation so that each colleague is motivated to contribute at his or her maximum ability. • Exercise prudent business judgment and avoid unjustified compensation expense while comparing favorably with regard to compensation paid by other employers seeking colleagues with similar capabilities.

Your pay is determined by the position and work you do. A formal job evaluation program weighs such factors as knowledge, training and experience, scope of activities, responsibility for decision-making, accountability, internal/external contacts and complexity of management.

Performance Reviews

It is Dawson’s policy to pay for performance and to judge colleagues according to specific behaviors related to: • Communications • Internal relations & responsiveness • Customer relations • Leadership • Self-management/decision making abilities • Quality of work

In addition to these required behaviors, the individual will be measured by previously agreed upon job objectives and his or her ability to personify the corporate vision statement. Colleagues and their managers will meet a minimum of once each year to discuss the strengths and developmental needs of the colleague’s overall performance.

Further, once each year the manager and colleague will informally meet to discuss the colleague’s career path and how their goals can be achieved throughout their tenure with Dawson.