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 functionas 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 orshe 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 HumanResourcesor a member of Executive Staff for which you feel comfortable. In an effort to resolve the problem, HumanResources will work with the Management toconsider 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 takingdisciplinary action against any individual, up to and including termination, in circumstances where Dawson deems disciplinary action is appropriate.

Communications Centers and Other Forms of Distribution

To improve company-wide communications, communication centers are located in well-traveled areas to provide easy viewing access to colleagues. The communication centers offer notices on federal and state employment laws, colleague activities, charity news and other important news.

Management will alsocommunicate information about job postings, staffing announcements and time sensitive materials via the Company email system. This and the communication centers is the fastest way of getting information to you accurately and promptly. Do not depend on the “grapevine” for information about the Company. The “grapevine” sometimes spreads misinformation. Make it a habit to keep informed and do not hesitate to ask your manager to clarify any subject you do not understand.

It is Dawson’s policy that any company communications must approved and posted by the Director of Marketing.

Solicitation Policy

Dawson prohibits the solicitation, distribution and posting of materials on or at Company property by any Dawson colleagueor non-employee, except by Dawson management

Non-employees may not solicit Dawson colleagues or distribute literature of any kind on Dawson premises at any time. Dawson colleagues may only admit non-employees to work areas with management approval or as part of a Company-sponsored program. These visits should not disrupt workflow. The Dawson colleaguemust accompany the non-employee atall times. Former employees are not permitted onto Company property except for official Company business.

Dawson colleagues may not solicit other colleagues during work times, except in connection with a Company approved or sponsored event. Colleagues may not distribute literature of any kind during work times, or in any work area at any time, except in connection with a Companysponsored event. Violation of this policy should be reported to Human Resources.