Policies & Procedures

Corrective Action

To ensure the orderly operation of the organization, Dawson has developed work rules and procedures. These work rules are guidelines or examples and are not meant to cover every possible situation. Any act, which, in the organization’s estimation, violates the standards of reasonable conduct, may result in corrective action up to and including termination of employment. When rules and procedures are not followed or if behavioral problems develop, appropriate corrective action will occur. You are responsible for your own actions and for changing behaviors that are considered to be unacceptable with Dawson performance standards. The usual progression of corrective action is illustrated below. However, Dawson, at its discretion, may modify these measures based upon the particular circumstances involved.

Progressive Corrective Action

Verbal Warning

You and your manager will discuss the situation and informal notes will be kept in your Human Resources file.

Written Warning

When an unacceptable behavior(s) occurs, your manager will meet with you and discuss the situation and document the disciplinary action for your Human Resources file. You may also need to develop with your manager a Work Improvement Plan.

A Work Improvement Plan describes the circumstance of the incident(s) and sets the expectations for your performance. Repeated unacceptable behaviors or lack of compliance with your Work Improvement Plan will result in further disciplinary action up to and including termination.

A Fact Gathering Suspension

A fact gathering suspension is a period of time where your manager and/or Human Resources investigate serious misconduct. This type of suspension may be the first step in the termination process and is taken without pay. Upon returning from a suspension, you and your manager are encouraged to discuss and reaffirm job standards and expectations.

Involuntary Termination

When warranted by the circumstances, your employment may be terminated with or without going through progressive discipline.

Unacceptable and Disruptive Behaviors

This list is not inclusive and is intended only as examples: • Tardiness • Use of profanity, threatening or offensive language, or verbal abuse • Dishonesty • Misuse or removal of organization property • Violation of an organizational or departmental rule

Disregard for safety rules or considerations, including colleaguesafety at a client facility, Failure to carry out job assignments and reasonable management requests Horseplay or playing pranks Eating, drinking, or smoking in non-designated areas Ongoing marginal performance or repeated unacceptable behaviors that fail to stop with management coaching An unacceptable performance evaluation

Serious Misconduct

• This list is not comprehensive and is intended only to serve as examples: • Unauthorized use or possession of a weapon, explosive, or firearms on the organization’s, premises or while engaged in the organization’s business at our offices, a client site or vendor site • Serious disruption to the workplace • Insubordination and blatant refusal to perform work or cooperate with reasonable management requests • Unauthorized access, release, or use of confidential information concerning the organization, or another colleague • Submission of false information to Dawson or misuse of Dawson records • Gross disregard for safety rules or considerations • Theft of funds or property • Unauthorized or excessive use of force or physical altercation with any visitor or colleague • Sexual harassment • Abuse and/or negligence of duty with a potentially serious impact to the organization • Conviction of a felony or certain misdemeanors while employed • Job abandonment –absent from work for one or more consecutively scheduled work days without notification • Deliberate damage to Company, client or vendor property • Possession, consumption, and/or being under the influence of alcohol or controlled substances at work

Sexual Harassment Policy

Dawson is proud of its professional work environment in which all individuals are treated with respect and dignity. This written policy is intended to communicate the long-standing policy of Dawson and help insure that everyone here continues to work in a professional atmosphere free of inappropriate and disruptive behavior.

Definition of Sexual Harassment

For purposes of this policy, sexual harassment is defined as unwelcome conduct of a sexual nature, whether verbal or physical, when: (1) submission to or rejection of the conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct is used as the basis for employment decisions regarding that individual; or (3) the conduct substantially interferes with an individual’s employment or creates an intimidating, hostile or offensive work environment.

Examples of sexual harassment may include but are not limited to: unwanted sexualdemands; demands for sexual favors in exchange for favorable treatment or continued employment; severe and pervasive sexual jokes, advances or propositions; and other similar types of unwelcome behavior of a sexual nature.

Individuals Covered Under the Policy

This policy covers all colleagues. Dawson will not tolerate, condone or allow sexual harassment, whether engaged in by fellow colleagues, supervisors, ownersor non-employees who conduct business with Dawson.

Reporting a Complaint of Sexual Harassment

Dawson encourages reporting of all perceived incidents of sexual harassment regardless of the accused individual’s identity or position. While Dawson encourages individuals who believe they are being harassed to firmly and promptly notify the offender that his or her behavior is unwelcome, Dawson also recognizes that in some cases, such a confrontation may be difficult. In the event that such direct, informal communication between individuals is either ineffective or impractical, the following steps should be followed in reporting a sexual harassment complaint. 1. Notification. Individuals who believe they have been subjected to sexual harassment should report the incident to their Staffing Specialist, a department manager, Human Resources, or any member of management team. If such a report is made to a manager or Staffing

Specialist, this policy requires them to report the complaint to a member of the senior management of Dawson. 2. Time frame for reporting complaint. Dawson encourages prompt reporting of complaints so that rapid response and appropriate action may be taken before relationships become irreparably strained. However, late reporting will not in and of itself preclude Dawson from taking remedial action. 3. Protection against retaliation. Dawson will not in any way retaliate against an individual who, in good faith, makes a report of sexual harassment, nor permit anyone within Dawson to do so. Any act of retaliation is a serious violation of this sexual harassment policy and should be reported immediately.

Investigating the Complaint

Any allegation of sexual harassment reported under this policy will be promptly investigated in a confidential manner so as to protect the privacy of all involved. To the extent practical and appropriate under the circumstances, confidentiality will be maintained throughout the investigationby the investigating parties. However, complaining parties should be aware that Dawson’s obligation to investigate might require interviews with the alleged offender(s) and/or other witnesses to the alleged misconduct.

Resolving the Complaint

Upon completing the investigation of a sexual harassment complaint, Dawson will communicate it’s finding and intended actions to the complainant and the alleged harasser. If the investigation determines that harassment has occurred, the harasser will be subject to appropriate disciplinary procedures, up to and including termination. Although Dawson’s ability to discipline a nonemployee harasser is limited by the degree of control, if any, that Dawson has over the alleged harasser, any colleaguewho has been subjected to such a form of sexual harassment should inform Dawson of that complaint immediately.

If an investigation results in a finding that the complainant falsely accused another of sexual harassment knowingly or in a malicious manner, the complainant will be subject to appropriate sanctions, up to and including termination.

Conclusion

Dawson has developed this policy to ensure that all of its colleagues can continue to work in an environment free from all harassment, including gender, pregnancy, childbirth or related medical conditions, as well as harassment based on such factors of race, color, religion, national origin, ancestry, age, physical disability, mental disability, medical condition, marital status, sexual orientation, family-care or medical leave status, or veteran status. The reporting, investigation, and resolutionprocess, as well as theretaliationprohibition, will apply to harassment claimsfor all protected classes. As stated above, Dawson is proud of its professional atmosphere, and wants to make continuing efforts to preserve mutual respect and appropriate conduct in our workplace.

Workplace Violence

Violence by a colleague or anyone else against a colleague, or member of management will not be tolerated. The purpose of this policy is to minimize the potential risk of personal injuries to colleagues at work and to reduce the possibility of damage to organization property in the event someone, for whatever reason, may be unhappy with an organizational decision or action by a colleague or member of management.

If you receive or overhear any threatening communications from a colleague or outside third party, report it to your manager or Human Resources at once. Do not engage in either physical or verbal confrontation with a potentially violent individual. If you encounter an individual who is threatening immediate harm to a colleague or visitor to our premises, contact an emergency agency (such as 911) immediately.

All reports of work-related threats will be kept confidential to the extent possible, investigated and documented. Colleagues are expected to report and participate in an investigation of any suspected or actual cases of workplace violence.

Violations of this policy, including your failure to report or fully cooperate in the organization's investigation, may result in disciplinary action, up to and including immediate termination.

Concealed Weapons

Unauthorized possession, use or sale of weapons, firearms or explosives on work premises, while operating Company or client machinery, equipment or vehicles for work-related purposes or while engaged in Company business off premises is forbidden in accordance with state and local laws. This policy applies to all colleagues, including but not limited to those who have a valid permit to carry a firearm.

Colleagues who are aware of violations or threats of violations of this policy are required to report such violations or threats of violations to an emergency agent (such as 911), a manager or Human Resources immediately.

Violations of this policy will result in disciplinary action, up to and including termination.

Drug and Alcohol Policy

Dawson believes it is in the best interest of the business and colleagues to create a work environment that is free from the effects of substance abuse, and that is the intent of this policy.

Being under the influence, displaying the signs of influence (odor on breath or body, slurred speech, or staggered walking), manufacturing, distributing, possessing, selling or using illegal drugs or alcohol is prohibited on company or client premises, while driving on assignment, or while engaged in company business at a client site, vendor site, or other location off company premises. Violation of this policy may result in corrective or disciplinary action up to and including termination.

The term “drugs” includes drugs and controlled substances, the possession of which is unlawful pursuant to all federal, state and local laws or regulations. It also includes prescription and overthe-counter drugs that have not been legally obtained, are not being used for prescribed purposes, and/or are not being taken according to the prescribed dosages.

The organization reserves the right to administer drug and alcohol screening tests in the following circumstances.

Employment Screening: The organization will maintain employment screening practices designed to preventthe hiring of individuals who use illegal drugs that could result in impaired or unsafe job performance. Following an offer of employment, an applicant may be required to submit to a drug screen. Only a negative screen will result in continued employment eligibility. Refusal to submit to the drug screen automatically results in ineligibility for employment.

For Cause: Colleagues may be required to take and pass screening tests for illegal drug use or alcohol abuse when there is reason to believe thecolleague may have violated this policy. Observation of impaired work performance is sufficient to warrant a “for cause” screening.

Post-Accident: A colleague will be required to take and pass a screening test for illegal drug use or alcohol abuse whenhe/she causes an accident, either through action or inaction. An accident is defined as any incident resulting in an injury or in which equipment is damaged. If a “post-accident” alcohol or drug test is positive, any worker’s compensation claims resulting from the accident will be denied.

In“for cause” or “post-accident” situations, the colleague may be required to immediately submit a urine or blood specimen, or both, for testing at an approved vendor of the organization. The organization will provide transportation from work to the testing facility and back via an approved transportation vendor. Refusal of transport is prohibited. The colleague will then be suspended pending the outcome of the screening test and any subsequent decisions regarding

discipline and/or termination. The colleague will be expected to obtain safe transportation home. In the event the colleague cannot obtain safe transportation, the organization will send them home via the organization’s approved transportation vendor.

Right to Search

Dawson reserves the right to search personal belongings on company property and any and all items on company premises (e.g., desks, storage areas, computer files, etc.). Any colleague refusing to submit to such a search is subject to immediate termination.

Social Media Policy

At Dawson, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risksand carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

This policy applies to all colleagues who work for Dawson.

Guidelines

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with Dawson, as well as any other form of electronic communication. The same principles and guidelines found in Dawson policies and three basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved.

Know and follow the rules

Carefully read these guidelines, Dawson Statement of Ethics Policy, Dawson Information Policy and the Discrimination & Harassment Prevention Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be respectful

Always be fair and courteous to fellow colleagues, customers, members, suppliers or people who work on behalf of Dawson. Also, keep in mind that you are more likely to resolved work related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, or constitutesharassment or bullying. Examples of such conduct might include posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or companypolicy.

Be honest and accurate

Ifyou make a mistake, correct it quickly. The Internet archives almost everything; therefore, even deleted postings can be searched.

Post only appropriate and respectful content

• Maintain the confidentiality of Dawson tradesecrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications. • Respect financial disclosure laws. • Do not create a link from your blog, website or other social networking site to a Dawson website without identifying yourself as a Dawson colleague. • Express only your personal opinions. Never represent yourself as a spokesperson for

Dawson. If Dawson is a subject of the content you are creating, be clear and open about the fact that you are acolleagueand make it clear that your views do not represent those of Dawson, fellow colleagues, members, customers, suppliers or people working on behalf of Dawson. If you do publish a blog or post online related to the work you do or subjects associated with Dawson, make it clear that you are not speaking on behalf of

Dawson. It is best to include adisclaimer such as “The postings on this site are my own and do not necessarily reflect the views of Dawson].”

Using social media at work

Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your manager or consistent with the Company Equipment Policy. Do not use Dawson email addresses to register on social networks, blogs or other online tools utilized for personal use.

Retaliation is prohibited

Dawson prohibits taking negative action against any colleaguefor reporting a possible deviation from this policy or for cooperating in an investigation. Any colleaguewho retaliates against another colleaguefor reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Confidential and Proprietary Information

As part of your job, you may deal with confidential and proprietary information concerning Dawson or client matters. All client and applicant information is the property of Dawson and qualifies as a trade secret. It is important that this information never be discussed with other colleagues or clients, except on a need-to-know basis. This type of information should never be discussed withindividuals not employed by Dawson without appropriate approval. Moreover, discussions involving this type of information should always occur in a private setting and not in elevators, hallways, lounges, or other non-private areas.

Many colleagues have access to confidential information through computers, department files, etc. Unless you need to access confidential information in order to perform your job, you should not do so. Unauthorized access or release of Dawson confidential information is considered serious and subject to corrective action.

Conflicts of Interest and Ethics

The Company recognizes and respects each colleague’s right to privacy and to engage in personal activities outside the scope of employment. Each colleague also has an obligation, however, to refrain from activities, which conflict or interfere with Company operations. Dawson reserves the right to determine when an activity conflicts with its interests and to take whatever action is necessary to resolve the conflict.

No colleague shall accept simultaneous employment from another organization, or establish/maintain an outside business interest, when doing so would present a conflict of interest.

No colleague shall accept gifts, of more than nominal value, from any individual or business who does business, or seeks to do business, with Dawson.

Use of Dawson Communication Systems

Communication systems include telephones, fax machines, computers, scanners, copiers, files, documents, etc. To assist colleagues in effectively utilizing these systems, Dawson has implemented the following policy:

Personal Telephone Calls

Personal phone calls during work hours are discouraged and should be kept to a minimum. We expect that a colleague’s family and friends will not call work unless a critical need exists. Please reference the Cell Phone Policy below for acceptable use of your personal cell phone.

Use of Passwords

All colleagues will be entrusted with the use of Company property to include computers. In order to maintain confidentiality for your computer, you must use passwords for protection. The IT system will require that all colleagues change their passwords every 60 days. You will be prompted 10 days before you are required to change the password. The passwords should be eight characters or more and should contain at least one number or capital letter. Please remember that you must not share your password with other colleagues. However, you must make your passwordavailable to your manager.

Email and Internet Usage

The internet and email are valuable business tools that can be used to gather and disseminate valuable, business-related information. The speed of business-related communication through emailand the depth of business-related information available on the Internet make it prudent to provide these tools to our colleagues. However, certain parameters govern the use of these tools.

In general, use of emailand the Internet is restricted to business-related need. Personal use should be kept to a minimum. Additionally, colleagues should assume that any and all emails they read and send mightat some point become public knowledge. Specifically, the following points apply:

Colleagues should not consider emails or Internet usage to be confidential or private. All electronic communication is Dawson’sproperty, and the Company reserves the right to examine, monitor, and/or regulate emailmessages, directories and files, and Internet usage. While Dawson is not obligated to do so, the Company reserves the right to monitor any and all aspects of its computer and electronic systems. All electronic communication, including emails, files, records, etc. found on Company-provided computers is the property of Dawson. Therefore, the Company reserves the right to store and retrieve such electronic communication. Colleagues should note that deletion of emails or files will not truly eliminate the item from the system. All emails are stored in the central back-up system. Transmitting, receiving, or downloading any obscene, defamatory, harassing, discriminatory, or otherwise objectionable material using Company-provided computers or other technology is forbidden. Colleagues must respect copyrights and may not use company-provided computers or technology to copy, retrieve, or forward copyrighted materials except with permission. Colleagues are strictly forbidden to download (or load) any file or program onto Company computers without written consent from an Information Technology (IT) manager. Examples of forbiddencontent include but are not limited to: music, photos, animations, Freeware, Shareware, games, screen savers and any other software not provided by the IT department for business use. The use of nonbusiness-related web logs or blogs is strictly prohibited.

If the Company finds that a colleague is using any of its electronic systems for illegal purposes, we will take immediate disciplinary action to include contacting the necessary law enforcement agencies.

Colleagues who violate this policy will besubject to disciplinary action, up to and including termination.

Correspondence

Colleagues must exercise care so that no personal correspondence appears to be an official communication of Dawson. Personalized company stationary and business cards may only be issued by the Company and used for business purposes. Colleagues are restricted from using the Company stationary or postage for personal use.

Electronic Signatures

Upon hire, IT will provide each colleague with an electronic email signature. Thissignature includes the colleague’s name, title, division logo, work location, direct dial phone number, website URL and a confidentiality statement. Under no circumstances should this email signature be changed by the colleague, including the font, color, etc.

Cell Phone Policy

Dawson recognizes that it is vital to remain accessible and connected to customers, clients, and colleagues. Cell phones are a way to provide quality customer service and remain accessible to one another. • Authorized Users:

o Certain positions require greater reliance upon cell phones than others due to the nature of the job function. Positions requiring frequent travel (executive positions) and those in which you are away from the office for lengthy periods of time (outside sales positions) merit the necessity of a cell phone. o There are other positions that require that you remain readily accessible to colleagues and clients but on a less critical basis. In these positions, you rely primarily on office voicemail but require a cell phone to remain accessible after work hours or during periods of travel throughout the day (at lunch or to/from meetings). o If you believe that you could provide better customer care to your colleagues and clients by utilizing a company cell phone, please request one from yourdivision manager who will evaluate the request and submit it for approval. Dawson reserves the right to reject or approve your request and add and delete users from the company plan.

Use of Phones:

o Dawson mayprovide a company cell phone or reimburse business usage of a personal phone. o For all phones; business phones, company cell phones and personal cell phones, we understand the need to accept an emergency call or occasional personal call at work. However, excessive personal calls can interfere with productivity and be distracting to others. We consider excessive to be more than two (2) calls per day and these calls should not exceed five (5) minutes in length. Please use a personal or public phone and non-work time such as lunch break for extended personal calls. So that others are not disrupted, you are required to make extended personal phone calls in the break areas only and away from any work areas. o Dawson company cell phone holders will be required to follow minute caps based upon job description/position. Colleagues will be given one grace period for going over their allowable minute cap then the next occurrence could result in overage charges charged back to the colleague. Colleagues who exceed these limits will be required to reimburse thecompany for overage charges at the rate charged by our carrier at that time. o Dawson company cell phone holders are expected to protect the equipment from loss, damage or theft. Upon resignation or termination of employment, or at any time upon request, the colleague will produce the equipment for return or inspection. Colleagues unable to produce the equipment in good working order within the time period requested may be required to bear the cost of replacement. o Colleagues that are issued company cell phones will be provided a home charger and hands-free device for usage in the car. For your safety, Dawson requires that you use a hands-free device while you are driving and using the phone. If you damage your phone, lose a charger, prefer another hands-free device or car charger, you are responsible for incurring the cost of these pieces. o In order to avoid distraction to fellow colleagues or clients, all cell phones (personal and company phones) are either to be turned off or in silent mode while at your place of work or client place of work. When in a meeting, do not answer a call unless it is absolutely necessary. If you must answer the call, politely excuse yourself from the meeting and leave the room.

o It is against the law, and therefore against company policy, to enter text (email or texting) while driving.

Reimbursement of Personal Cell Phone:

If you are required to make business calls from your personal cell phone but the usage does not warrant a company provided cell phone, Dawson will reimburse you for business calls that you place under the terms outlined below. o You will be provided either a company cell phone or reimbursement of business use of your personal cell phone. You cannot both hold a company cell phone and submit business use of a personal cell phone for reimbursement. Your division manager and the CEO will determine which option is appropriate. o Business calls made from your personal cell phone will be reimbursed at a rate established by your division manager and the CEO. You will be reimbursed each month based on approval from your division manager.

Mileage Reimbursement

It is each colleague’s responsibility to minimize the amount of mileage incurred as well as related time away from the workplace by holding meetings at their regular workplace or via teleconference wherever possible, by sharing rides withother colleagues or any other reasonable means available. • Each colleagueis responsible for tracking mileage used for company business and submitting a Mileage Log on a monthly basis. • \\Svr-dc1\commondocs\8. Human Resources Everyone\Expense Reports\Mileage Log - Excel 06.01.06 • Colleagues are to submit their monthly log to their manager for approval and then route to Accounts Payable; to be received no later than the Tuesday following the end of the fiscal month. o Late Mileage Logs will not be processed until the following month. o Incomplete or unapproved Mileage Logs will be returned to the colleague. o Colleagues should keep copies of Mileage Logs for their records. Accounts Payable will not provide copies. • Mileage will be reimbursed by AccountsPayable atthe current federal reimbursement rate. o Colleagues may be able to receive tax benefits related to the rate difference. Tax professionals can provide guidance with the proper treatment on personal tax returns. Colleagues should keep copies of Mileage Logs for their records. Accounts Payable will not provide copies. • Mileage must be reported utilizing the actual odometer reading rather than the number of miles driven. • The colleagueassumes sole responsibility for compliance with applicable laws and bears all liability above and beyond the normal workers compensation responsibility of the Company.

Mileage Allowable for Reimbursement

• Driving from colleague’s regular workplace to visit client(s) • Driving between client offices • Driving to a meeting away from colleague’s regular workplace • Driving between offices of the Company

Mileage Not Allowable for Reimbursement

• Mileage between colleague’s home and regular workplace • Mileage that does not have a business purpose approved by colleague’s supervisor • Mileage driven to or from work in which colleaguestops at a client’s office or a meeting, except to the extent that the total miles driven exceeds the normal commute between colleague’s home and regular workplace • Mileage that exceeds the budgeted amount approved by colleague’s supervisor/manager, unless special arrangements are made beforehand

Human Resources Records

Dawson maintains two Human Resources files on each colleague. A Human Resourcesfile, I-9 file, and a medically confidential file. These files contain documentation regarding all aspects of the colleague’s tenure with the Company, such as employment application, performance appraisals, beneficiary designation forms, disciplinary warnings and other important documents. You may review your Human Resourcesfile at any time. However, colleagues will be restricted to reviewing the files in the Human Resources office and will not be permitted to make copies of documents for the personal use.

Attendance and Absence Reporting

Our attendance policy reflects the assumption that colleagues act responsibly while keeping the Company’s best interests in mind. Given this assumption, our approach emphasizes positive expectations.

Being on time to work every day is the most basic workplace expectation and is based on business and customer service needs. Colleagues depend on one another to be present at work and contribute to overall business success. Our approach is to avoid being punitive in situations where colleagues with otherwise strong records of attendance and performance encounter circumstances beyond their control, while also confronting poor attendance when it is a problem for the department and/or the overall business.

Our normal office hours are 8:00a.m. to 5:00 p.m., unless you are assigned to a different schedule by management. Each colleague is responsible for his or her own attendance.

Managers are responsible for monitoring attendance and working with Human Resourcesto take appropriate action when necessary. Examples of attendance problems include the following (when not covered by a Leave Policy): • Excessive absenteeism • Excessive tardiness • Excessive breaks

When a colleague’s attendance is characterized by any of the above, the Manager will address the problem as a performance issue. Depending on the circumstances, discipline up to and including termination may be implemented. Managers have the right to utilize verbal warnings,

and written warnings as discipline steps prior to termination. However, any or noneof these steps may be implemented in a given situation based on the circumstances.

In the case of an absence, colleagues are required to contact their manager as soon as possible, preferably no later than one hour prior to the scheduled start time. Should a colleague be absent for a period of three days with no contact, it will be assumed that he or she has voluntarily resigned. In this case, employment will be terminated as of the last day worked. Should a colleague leave work early without giving notice to his or her Manager, he or she will be considered to have voluntarily resigned unless extenuating circumstances (e.g., a medical condition covered by the American with Disabilities Act or Family MedicalLeave Act) warrant additional consideration.

Emergency Closing or Delay

Customer demands dictate that Dawson remainsopen for business each working day. Emergency situations may occasionally require that business operations be curtailed or closed to ensure the safety of our colleagues. Situations that fall into this category include, for example, unusually severe weather and facility problems (e.g., power outages).

Any and all decisions regarding the impact of emergency situations on business operations will be made by the Chief Executive Officer (CEO) or President, or a designee appointed for this purpose. Decisionsregarding the closing or curtailing of operations fall into one of four categories: 1. Open Standard (open as usual) 2. Closed for Business (closed for the entire day) 3. Delayed (Open for Business but with a delayed start time) 4. Early Closing

Should a situation arise in which a decision regarding business operations is required prior to the start of the workday, this decision will be made by 6:00 a.m. of the day in question. Information regarding the decision will be distributed by the managers to their respective colleagues.

The following points apply: • Should a Level 3 Weather Emergency exist in a county in which colleagues reside but not within Franklin County, colleagues are advised to follow the guidelines issued by the particular county in which they reside? • Time missed due to a designated closing orcurtailing of business operations will not be considered “absence” as it relates to the Attendance Policy.

In “Open Standard” situations, unless circumstances as noted in the above apply, the normal Attendance Policy is applicable.

Personal Conduct and Appearance

Dawson expects to maintain the highest standards in personal appearance and behavior. All colleagues must be prepared to represent the Company before clients, applicants, and other visitors at all times. We ask that you use good judgment by dressing in appropriate business

attire and behaving in a professional, businesslike manner. Colleagues failing to adhere to proper standards with respect to appearance and conduct are subject to disciplinary action.

Colleagues are expected to dress at all times in a manner that is appropriate given their particular function and the standards of a business environment. Due to the nature of the Company’s business, different standards of attire apply to various areas. The following guidelines are intendedto clarify the company’s expectations regarding dress for each of these areas.

Colleagues of Dawson who work in the corporate office and who work in professional

offices of clients must wear “Professional Casual” attire, which includes: • Long-sleeved button-down shirt with a collar, tucked in at the waist. Sweaters or jackets may be worn over a shirt. • Professional blouse or sweater (long-sleeves are not required). • Shirts, blouses and sweaters should be tailored in such a way as to not ride up to reveal the back or abdomen during normal work activities. • Professional slacks, suits, skirts, or dresses. • Professional dress shoes must be worn at all times by all colleagues.

NOTE: Professional suits must be worn when meeting a client or making PR visits.

The following items are never appropriate:

• Tennis shoes or sandals of any kind (peep toed shoes, mules, and sling backed shoes are permitted) • Denim with tears, rips, strings, words, phrases, patches • Golf or “Polo” shirtsin winter • Flannel • Sleeveless shirts (cap sleeves are permitted) • Tank tops, cropped (belly) shirts and t-shirts of any kind regardless of fabric • Shorts or short skirts • Leggings-style pants • Tight, revealing, suggestive, or otherwise inappropriate clothing of any kind • Tattoos must be covered

As stated above, different standards of attire apply to various areas. Recognizing this we have prepared a more casual guide for those colleagues working outside of the areas listed previously. If you have any questions as to the appropriateness of your dress, speak to your manager or Human Resourcesfor guidance.

Dawson ColleaguesIndustrial Temporary Offices may wear “Business Casual” attire.

“Business Casual” is a term referring to a standard of dress that is less than standard business attire (i.e., suit/tie and/or dress/pant suit) but is, nonetheless, professional in appearance.

The following guidelines should be followed:

• Pants, dresses or skirts in business suitable fabrics. • Business casual shoes

The following items are never appropriate:

• Golf or “Polo” shirtsin winter • Sleeveless shirts, tank tops, cropped (belly) shirts and t-shirts of any kind regardless of fabric • Shorts or short skirts • Denim with tears, rips, strings, words, phrases or patches. • Tennis shoes or sandals of any kind • Shear fabrics of any kind • Tight, revealing, suggestive, or otherwise inappropriate clothing of any kind

Respecting the Property of Others

You are part of an organization of persons who respect their fellow colleagues and are open and honest with each other in an atmosphere of mutual trust. Dawson has a firm policy concerning persons who violate this trust and take property belonging to another colleague and will not hesitate to take firm disciplinary measures.

Employment of Relatives and Friends

Dawson permits the employment of qualified relatives and friends as long as such employment does not, in the opinion of the Company, create actual or perceived conflicts of interest. We will exercise sound business judgment in the placement of related colleagues and/or colleagues with the following guidelines. • A colleague (or in-house associate) is not permitted to interview or assign an associate who is a family member or friend. • If a family member or friend of a colleague has been interviewed by the Company, a manager must approve each placement of that individual. • Individuals who are a family member or friend of a colleague are permitted to work at Dawson provided that no direct reporting relationship exists. That is, no colleague and/or associate is permitted to work within the chain of command of a relative or friend so that one relative's or friend's work responsibility, salary or career path could be influenced by another relative or friend.

Colleague Dating Policy

The organization strongly believes that an environment where colleagues maintain clear boundaries between colleaguepersonal and business interactions is most effective for conducting business. Although this policy does not prevent the development of friendships, or even romantic relationships between coworkers, it does establish how relationships will be treated by the organization. Romantic, non-platonic relationships can create conflicts of interest, preferential treatment, and increased concerns for harassment claims within an organization. The organization does not permit romantic, non-platonic relationships and dating between coworkers.

Colleagues must disclose the existence of any relationship with another coworker that has progressed beyond a platonic friendship. Disclosure mustbe made to the immediate supervisor or Human Resources. This disclosure will enable the parties to determine the best course of action, such as the voluntary termination of one party. Failure to work with the organization to resolve such a situation in a mutually agreeable fashion may ultimately be deemed insubordination and therefore serve as cause for immediate termination.

The provisions of this policy apply regardless of the sexual orientation of the parties involved. Where doubts exist as to the specific meaning of the terms used above, colleagues should make judgments on the basis of the overall spirit and intent of this policy, or consult Human Resources. Questions regarding this policy should be directed to Human Resources.

Resignation or Termination of Employment

Colleagues desiring to terminate their employment with Dawson are urged to notify the Company at least two weeks in advance of their intended resignation. Such notice should be given in writing to your manager.

Exit interviews with Human Resourceswill be scheduled for all departing colleagues after we receive notice of your intention to resign. The purpose of the exit interview is to give the colleague the opportunity to openly discuss their job-related experiences, which in turn will help Dawson improve as a company. The exit interview also provides an opportunity to review eligibility for benefit continuation and conversion, forms completion, property return and final paycheck arrangements.

Environmental, Health, & Safety

Smoking

Dawson has adopted a total no smoking policy. Smoking is prohibited anywhere on property owned or leased by Dawson.

Injury Reporting

All occupational injuries, illnesses or close calls, regardless of severity, must be reported immediately to the colleague’s manager. In the event of an injury or illness, the following procedure should be followedby the manager, or employee designated by the manager: • If emergency treatment is required, call 911 for an ambulance. If paramedics indicate transport is necessary the colleague cannot refuse. • If medical treatment is required but not an emergency, call the Yellow Cab Company at 444-4444. Dawson has an account with this company. Specify the location of the treatment facility to the cab driver and advise that theassociate is not to be taken elsewhere. • Approved facilities are Ohio Health and Work Health locations. • Call the facility where the colleague will be treated and let them know the colleague is being transported there. Advise them that a drug and/or alcohol test must be performed. o Drug test is always required. o Alcohol test is required only if the colleague shows signs of being under the influence. • An accident report must be completed by the colleague and manager within 24 hours of the accident or incident and sent to Human Resources. • If the injury or illness occurred at work and is determined to be a work injury, the costs will be covered by Workers’ Compensation through the Company. • If the injury or illness was not caused or did not occur at work, the costs will be the responsibility of the colleague.

Personal Protective Equipment

Many of Dawson’s clients are manufacturing facilities that require the use of personal protective equipment to include hard hats, eye protection, hearing protection, foot protection, etc. When a colleague visits a client facility and is in an area that requires this protection, the colleague is expected to utilize provided equipment and comply with the client’s and any OSHA safety regulations. This will demonstrate our commitment to being good business partners.

Occupational Health and Safety

At Dawson we are committed to complying with both the letter and the spirit of the law regarding occupational safety. We believe it is not enough to simply meet regulations; rather we are driven to meet a higher ethical standard of responsibility and excellence.

In order to maintain a safe work environment, Dawson complies with all Federal Occupational Safety and Health Administration (OSHA) regulations. It is everyone’s job to help Dawson maintain its compliance with safety/regulations.

We also expect the same commitment to complying with OSHA from our clients. It is each colleague’s responsibility to report dangerous conditions or unsafe acts by a colleague or client to his/her manager immediately. In the event that we discover unsafe work practices by a client, Dawson will investigate the situation. If we find the client is knowingly putting our associates at risk, we may choose to no longer conduct business with that client.