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Benefits
Dawson has established benefit programs designed to help you and your eligible dependents meet the financial burdens that can result from illness, disability and death. To be eligible for these benefits, a colleague must be a full-time colleagueworking a minimum of 32 hours per week. The benefit plans are described more completely in the Summary Plan Description booklets (SPDs), which are included in this section. Complete descriptions are also contained in Human Resources’ master contracts with the insurance carriers. In the event of contradiction between the information appearing in this Handbook or our SPDs and the information that appears in the master contracts or master plan documents, the master contracts ormaster plan documents shall govern. For more complete information regarding our benefit programs, please contact Human Resources.
Dawson hopes and expects that the benefits offered will continue to be offered. However, because of changes in benefit plan options and premiums, Dawson reserves the rights to change, modify, or terminate any benefit at any time with or without notice.
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Medical Insurance
All full-time colleagues and their eligible dependents qualify for participation in Dawson’s group medical insurance program. The health care plan is a Preferred Provider Organization plan (PPO). A colleague is eligible to participate in the medical plan the first of the month after date of hire. Dawson and the colleague share the premium expense for this benefit.
Preferred Provider Plan
The PPOplan offers high-quality care at negotiated, discounted costs through a network of providers. Healthcare benefits provided under the network providers are payable at a higher level than through the non-network providers.
PPO plans give you the option to choose between a network provider and a non-network provider. However, you should know that care received from a non-network provider, facility or health care professional means a reduced benefit and higher costs for you and your family members.
Dental Insurance
All full-time colleagues and their eligible dependents qualify for participation in Dawson’s group dental insurance program. Coverage for eligible colleagues is effective the first of the month after date of hire, except that major and orthodontic care have a six-monthwaiting period. Dawson and the colleague share the premium expense for this benefit.
Designed as a preventative dental care plan, the plan provides 100 percent of expenses for cleaning and examinations every six months. Basic dental care is provided at 80 percent and major care at 50 percent of the cost after a $50 calendar year deductible. These benefits are subject to a calendar year maximum.
In addition, orthodontic coverage is available for colleagues and eligible dependents. Care is provided at 50 percent of costs up to a lifetime maximum of $2,000. The $50 deductible also applies to orthodontic care.
Vision Insurance
All full-time colleagues and their eligible dependents qualify for participation in Dawson’s group vision insurance program. Coverage for eligible colleagues is effective the first of the month after date of hire. Dawson and the colleague share the premium expense for this benefit.
Designed to help reduce the cost of prescription glasses and contacts, the plan provides 100 percent for selected prescription lenses, contacts and discounts for selected frames, once every 24 months. Benefits are offered through a network of eye care professionals who offer exceptional care and a wide selection of frames and contact lenses.
If you or your dependents become ineligible to participate in the group health, dental or vision plans, you and your eligible dependents have the right to continue to participate for up to 18 months at your or your dependents expense. This situation could occur as a result of termination, resignation, reduced work hours or other reasons.
Your eligible dependents may also extend coverage, at their expense, for up to 36 months in our group health, dental or vision plans in the event of your death or in the event of divorce, legal separation, or entitlement to Medicare benefits or when a child ceases to be eligible for coverage as a dependent under the terms of the plan.
Should you or your eligible dependents elect to continue as members of Dawson’s plans, you will be charged the applicable premium. The premium is subject to change if the rates charged to the Company change.
Continuation of coverage for you and/or your eligible dependents may end, however, if any of the following events occurs: (1) failure to make timely payments of all premiums; (2) assumption of coverage under another group plan or entitlement to Medicare (unless the new plan has a preexisting limitation); (3) termination of Dawson’s group health, dental and/or vision plans.
Our plan administrator will contact you concerning these options at the time termination occurs or your work hours are reduced. However, in the event you become divorced or legally separated or one of your dependents ceases to be eligible for coverage under our group health, dental or vision plans, you and/or your dependents are responsible for contacting Human Resources to discuss your continuation or conversion rights.
Life Insurance
All full-time colleagues are eligible to participate in Dawson’s Life Insurance Program. Coverage is available for colleagues only. Coverage for an eligible colleague is effective the first of the month following 90 days of continuous employment.
Under this program, you are covered by a life insurance benefit of one times your annual base salary up to a maximum of $100,000. Additional coverage for the same amount is provided in the event of accidental death or dismemberment.
The cost to provide this benefit is paid completely by the Company. Life insurance benefits terminate on the date your employment with the Company terminates.
Short-term Disability, Long-term Disability, and Dependent Life
All full-time colleagues are eligible to participate in Dawson’s Short Term and/or Long Term Disability Programs. Coverage is available for colleagues only. Coverage for eligible colleagues is effective the first of the month following 90 days of continuous employment. Colleagues will be responsible for 100 percent of the premium costs for this benefit. Premiums are determined using a formula that takes into consideration the colleague’s age and annual base salary.
Short-term Disability
Thisprogram replaces 60 percent of colleague’s gross monthly income (not taxed) lost as a result of a non-occupational illness or injury after a 15-day elimination period.
Long-term Disability
This program replaces 60 percent of colleague’s gross monthly income lost as a result of a nonoccupational illness after a 90-day elimination period.
Dependent Life Insurance
A Dawson colleague is eligible to purchase life insurance for his or her spouse and/or children. Under this program, a spouse can be covered by a life insurance benefit of $10,000 and children can be covered at a benefit of $5,000. Children less than 14 days old are not eligible for coverage and children 14 days to 6 months old are eligible to receive a reduced benefit of $500.
401(k) Retirement Plan
The401(k) Retirement Program provides colleagues the opportunity to have money deducted by payroll deduction for pre-tax savings of earned income. Colleague contributions are fully redeemable immediately. The plan does not provide matching contributions atthis time.
Colleagues must work at least 1,000 hours and twelve full months to be eligible. Colleagues may enroll in the Plan during January and July of each year.
Holidays
Dawson provides paid time off for the following seven holidays to all colleagues working at least 32 hours per week. Colleagues are eligible for this benefit from their first day of employment. • New Year’s Day • Memorial Day • Independence Day • Labor Day
Thanksgiving Day Friday following Thanksgiving Day Christmas Day
Holidays fallingon a Saturday are normally observed on the preceding Friday. Holidays falling on a Sunday are normally observed on the following Monday. You will be notified at the beginning of each calendar year of the actual days on which each of these holidays will be observed.
Paid Time Off
What is Paid Time Off?
Under a Paid Time off(PTO) policy, colleagues will acquire a flexible bank of time at the beginning of each calendar year. This personal leave account is to be used for scheduled and unscheduled absences. When a colleague needs to be away from work, whether for vacation, illness, and family needs, appointments or for any other personal reason, the hours in the personal leave account are available for use. The advantage to this approach includes considerably more flexibility in the use of time, because requests for time off do not have to fit into the traditional categories of vacation, personal, or sick time.
Consider aword of caution, however. A disadvantage of this flexibility is the possible temptation to use time off foolishly. Under this Paid Time Off plan, you are responsible for managing your personal leave account, and we encourage you to use your time wisely and manage it efficiently. Your time off benefits will accumulate at the beginning of each calendar year.
How much time off am I eligible to receive?
Full-timecolleagues, working at least 32 hours per week, are eligible for time off benefits according to the following schedule:
First 12 months: 12 days Years 1-2: 15 days Years 3-4: 18 days Years 5-7: 20 days Years 8-9: 25 days Years 10+: 28 days
If you choose to use PTO on a day when the offices close early, you must use either 4 or 8 hours.
*As an additional bonus, full-time colleagues working at least 32 hours per week will be eligible to take their birthdays off so long as they fall during the work week (Monday –Friday). This day off is in addition to the total days provided according to years worked. You will not receive this bonus day if your birthday falls on a Saturday, Sunday, Holiday, or other time when the office is closed. This is not transferable or negotiable.
Part-time colleagues, those working fewer than 32 hours per week, will accrue PTO after 90 days of start date.
Years of Eligible Service Hours Worked Per Week Accrued Hours Per Pay (Per Yr)
after 90 days of Hire years date–9 < 20 1.00(40) 20 –29 1.50(48) 10 years or more < 20 2.50(72) 20 –29 3.50(80)
Do I use it or lose it?
Colleagues are encouraged to use all PTO for the year. Colleagues with a PTO balance at the end of the calendar year can carry a maximum of 10 days forward with written approval by the colleague’s manager.
Also, when a colleague leaves the organization, for any reason, PTO is not due and will not be cashed out. Once termination notice is given PTO requestswill not be honored.
How do I use my PTO account?
Requesting Time Off: Requests for time off should be made as far in advance as possible. It is important that your manager has sufficient time to plan the workload around your absence. While every effort will be made to accommodate your request, please remember that business needs may limit scheduling flexibility. Your manager’s first responsibility is to the staffing and workload, therefore, the approval of time off is not guaranteed. Further, if time off has been approved, the manager has the right to revoke that approval if business needs require this decision.
Requests for time off should be made via email to your manager, who in turn will forward the approval to Human Resources. This indicates approval.
Please remember that, although colleagues have considerable flexibility in the use of their PTO account, being at work, and on time, is essential and expected. Absences that have not been requested and approved in advance should be kept to an absolute minimum and, if excessive, will be assessed on an individual basis.
Absence Due to Illness: If a colleague is absent for four (4)or more consecutive days because of illness, it will be necessary to provide a doctor’s statement verifying you are under a doctor’s care. The doctor’s statement should only contain yourname, date seen, and daysof incapacity or contagion. No information about yourmedical condition should be included. The organization reserves the right to ask for a doctor’s statement at any time. A doctor’s statement does not per se exclude a colleaguefrom discipline or termination. In some cases, Family Medical Leave consideration or other protected leave may apply, which will require additional paperwork and includes information on your medical condition to determine eligibility.
Holiday: If a holiday falls during your use of your requested and approved time off, the holiday will not be charged against your PTOaccount.
Leave of Absence
A leave is defined as an extended period of time during which you are still considered a employee, although not actively working. Leaves of absence should are generally covered by a leave policy, including PTO, family medical leave, maternity leave, disability, or workers compensation. Contact your manager and Human Resources should you need extended leave to determine which leave policies may apply.
Family Medical Leave
Dawson recognizes that colleagues may need to request reasonable unpaid leave in order to balance their work and family life. Subject to the requirements of the Family and Medical Leave Act of 1993, and all amendments thereto, Dawson will ensure that colleagues will not need to choose between their job security and meeting their personal and family obligations.
Qualified colleagues who have completed one year of organizational service, have worked at least 1,250 hours during the 12-month period preceding the commencement of the leave, and who are employed by Dawson may be eligible to take up to twelve weeks of family leave per year. When deemed necessary, this time may be used intermittently. Up to 10 days of PTO time must be used as part of the twelve weeks, and any remaining portion of the leave will be unpaid. However, if the colleague is eligible for disability benefits and FMLA, disability and FMLA could run concurrently and this could result in the colleague receiving pay during the leave.
Unpaid leave will be provided to an eligible colleague for one or more of the following: • for incapacity due to pregnancy, prenatal medical care or child birth; • to care for the employee’s child after birth, or placement for adoptionor foster care; • to care for the employee’s spouse, son, daughter or parent, who hasaserious health condition; for a serious health condition that makes the employee unable toperform the employee’s job; • to address certain qualifying exigencies for an eligible employees spouse, son, daughter, or parent on covered active duty or call to covered active duty; or • a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a 12-month period.
Colleagues will be required to provide medical documentation to support a request for leave because of a “serious health condition.” Colleagues on leave for a serious health condition must provide periodic medicalreports regarding their status and their intent to return to work. The Company may require second or third medical opinions and/or periodic medical reports. Generally, advance notice of at least 30 days is required when the leave is “foreseeable.”
Under certain conditions, colleagues may take FMLA leave intermittently to reduce their normal weekly or daily work schedule. These requests will be reviewed by Human Resources. If necessary, to accommodate intermittent leave or a reduced work schedule, the Company may temporarily transfer the colleague to an alternative position.
Upon return from FMLA leave, the Company will attempt to restore the colleague to his/her original position, or to asubstantially equivalent position.
In the event that both a colleague and his/her spouse are employed by Dawson, the two would be limited to a total of 12 weeks of leave in any one year.
Group health, dental and vision coverage will be maintained for the period of approved leave in the same manner as when the leave began. A colleague will be responsible for payment of their premium contributions throughout the leave.
This is only a summary of the provision of the FMLA; for a complete copy of the policy please see Human Resources. If you are planning to requestFMLA, please make an appointment with Human Resources to determine if your situation qualifies.
Maternity Leave
Maternityleave for the birth of a child is treated as a medical disability and evaluated in accordance with family medical leave eligibility. Paid pregnancy leave would be available if the colleague elects the voluntary short-term disability benefit. Dawson will not discriminate against any colleaguewho requests an excused absence for medical disabilities associated with a pregnancy in accordance with all applicable federal and state laws, including the Pregnancy Discrimination Act.
Disability Policy Statement
Dawson is committed to complying with all applicable provisions of the Americans with Disabilities Act (“ADA”), amendments (ADAAA), and related laws in the State of Ohio. It is the policy of Dawson not to discriminate against any qualified colleagueor applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability as long as the colleaguecan perform the essential functions of the job. Consistent with this policy of nondiscrimination, Dawson will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made the Company aware of his/her disability, provided that such accommodation does not constitute an undue hardship for the Company
Providing reasonable accommodation is an interactive process between the colleagueand Dawson. Colleagues with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact his/her manager and work with Human Resources. Individuals with disabilities must to come forward with a request and have suggestions for a reasonable accommodation.
A colleagueor job applicant who has questions regarding this policy or believes that he/she has been discriminated against based on a disability should notify their manager or Human Resources. All such inquiries or complaints will be treated as confidential to the extent permissible by law.
Jury Duty
Dawson recognizes your civic duty requirements. If you are called for jury duty, are a full-time colleague and have worked for Dawson at least 90 days, we will pay you the difference between eight hours of pay per day and what you receive from the court. This way you will continue to receive your wages while serving the community.
You must notify your manager promptly after you have received notice that you are to report to juryduty. In addition, you must furnish the Company with a written statement from the court showing the dates and time you served and the amount of pay you received. You will be eligible to receive up to three weeks jury dutypayin a 12-month period. If you are excused from jury duty any day during your scheduled work hours, you are expected to report to work, provided that it is possible to work two or more hours. While jury duty pay counts as time worked for holiday and PTO qualification, it does not count toward overtime premium pay.
Bereavement Leave
All full-time Dawson colleagues who have been employed by the Company for at least 90 days are eligible to receive bereavement pay in the event of a death in the immediate family. You may be granted up to three working days paid leave to arrange for or attend the funeral of the family member. An immediate family member is defined as husband, wife, son, daughter, mother, father, sister, brother, grandmother, grandfather, mother-in-law, father-in-law or stepchild. One-day bereavement will be granted for a member of the extended family, other than those mentioned above.
Military Leave
Colleagues who are required to fulfill military obligations in any branch of the Armed Forces of the United States or in state military service will be given the necessary time off and reinstated in accordance with federal and state law to include The Uniform Services Employment and Reemployment Rights Act (USERRA).
The time off will be unpaid, except where state law dictates otherwise. Available PTO mustbe used for this leave. Military orders should be presented to your manager and arrangements for leave made as early as possible before a departure. Colleagues are required to give advance notice of their service obligations to the organization unless military necessity makes this impossible. You must notify your manager of your intent to return to employment based on requirements of the law.
Some of your benefits may continue to accrue during the period of leave in accordance with state and federal law. You also have the right to continue medical, dental and vision coverage for up to 24 months through COBRA.
Additional questions regarding military leaves may be directed toHuman Resources.
Workers Compensation
On-the-job injuries are covered byour Workers' Compensation insurance policy. This insurance is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to your manager. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim. We ask for your assistance in alerting management to any condition that could lead or contribute to a colleague accident. Additionally, the organization will attempt to provide a reasonable accommodation that is medically necessary, feasible and does not impose an undue hardship on the organization as prescribed by applicable federal, state or local law.
Fitness Center Rules & Regulations
Our goal is to ensure that all of our colleagues enjoy a clean, safe, and fun workout environment that promotes a lifetime of overall well-being, physical fitness, mental, and social health. To achieve this goal, all Users are asked to honor the following guidelines.
1. USE: All Dawson colleagues who have signed a Waiver of Liabilitymay use the Wellness Center during hours of operation. The Fitness Center is for colleagues onlyand Users shall not grant access to the Fitness Center to any unauthorized persons. Any colleaguewho grants access to unauthorized users will lose their privileges to use the Fitness Center indefinitely.
Users shall use the facilities and equipment solely for overall fitness, weight, cardiovascular, and lifetime fitness activities. Users shall not misuse the Fitness Center and related equipment in any manner that will damage the same. Users shall not install, nor tamper with or remove any equipment in the Fitness Center. Users are advised to be aware of their personal fitness limits and to exercise at a level and pace that is appropriate for them.
2. CLOTHING: Proper attire at the Fitness Center is required at all times. Workouts should not be conducted in business attire. Most conventional exercise attire is considered permissible; please use good judgment. Midriffs must be covered and cut off style shirts arenot permitted. Tennis shoes or similar footwear must be worn at all times and free from outside mud, grass, and debris. Open toed shoes are not permitted at any time in the Fitness Center. Clothing that is over-revealing or with offensive wording is not permitted.
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5. CONDUCT: Any conduct that unreasonably interferes with the use or enjoyment of the Fitness Center or the equipment by others, or disrupts or interferes with the normal, safe, orderly and efficient operation of the Fitness Center or the equipment is strictly prohibited. Personal audio equipment may not be used without headphones.
FOOD and BEVERAGES: Food and beverages shall not be brought to the Fitness Center for consumption on the premises, except for bottled water or sports beverages. Alcoholic beverages are strictly prohibited.
NOTICES, COMPLAINTS or SUGGESTIONS: Users must immediately report any unsafe or hazardous defect or condition relating to the Fitness Center or equipment. Complaints or suggestions as to the operation, maintenance, services, or equipment at the Fitness Center should be directed to the Director of Operations.
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7. 8. NO REPRESENTATIONS: User acknowledges that the installation of equipment, devices, and/or facilities in or serving the Fitness Center shall in no way be deemed a representation or warranty by Dawson regarding the efficacy or safety of the same, nor as an agreement or undertaking by, or obligation of, Dawson to protect, indemnify or hold User harmless from any harm of any type or to ensure User’s safety. It is expressly understood and agreed that the use of the Fitness Center by User shall be at User’s sole risk.
VIOLATION of RULES:
Failure to comply with these Rules and Regulations may result in
the loss of privileges. GENERAL RULES: • Be courteous and respectful of others. • Please do not disrupt or interfere with the workout of another user. • Verbal or physical confrontation with other users, swearing, grunting, loud noise, abusive language, inappropriate behavior and vandalism will not be tolerated. • Users are advised to be aware of their personal fitness limits and to exercise at a level and pace that is appropriate to them. • Please do NOT use any apparatus or equipment that you are unclear as to its proper usage. This is to prevent injury to one’s self and misuse of equipment. • All building occupants must exit when the fire alarm sounds. • Dawson is not responsible for lost or stolen personal property, while using the facilities in the Fitness Center.
9. EQUIPMENT USE: • For sanitary reasons, please wipe off any equipment that you use (including frames and anywhere you perspired) with the towels and solution provided by the Fitness Center. • Allow others to “work-in” or take turns on the equipment in the fitness room. • Pleasedo not monopolize several pieces of equipment while others are waiting. • Ease weights into position on the machines and do not allow them to slam down. • Weight plates should not be dropped on the floor or placed on benches. • Re-rack weights and return all other accessories to their proper locations when finished. • Compliance with free weights includes the following: o Weight plates are not to be leaned against equipment standards and machines. o After utilizing equipment, strip bars and return plates and dumbbells to proper storage areas. o Users should seek assistance for all spotting needs. o Dumbbells and weight plates cannot be dropped on floor for any reason. • Compliance with cardio machines: o Slow down, clear and reset the cardio-respiratory machines for the next user. Keep all cardio workouts under 30 minutes maximum. ONLYif no one is waiting to use, then you may use it for longer.
