What We Value. 7
Vision Statement . 8
Guiding Principles . 9
Contact Information . 9
Forms . 9
Open-Door Policy. 9
Employment “At Will”. 10
Equal Employment Opportunity and Affirmative Action . 10
Sexual Harassment, Workplace Harassment and Bullying . 10
How to Address Harassment . 11
Retaliation . 11
Disciplinary Consequences . 11
No-Retaliation / Whistleblower Policy. 12
Workplace Violence . 13
ADA & ADAAA. 13
Understanding What Denison Provides . 15
Your Employment Classification . 15
Your Compensation . 15
Timekeeping & Recording Time . 15
Break Policy . 16
Your Paycheck. 17
Overtime . 17
Talent Talks and Pay Increases. 18
Employee Referral Program . 18
Your Employee Benefits . 18
Employee Assistance Program . 19
Life Insurance . 19
1|Page rev. 09/01/2022
Long Term Disability. 19
Paid Time Off . 20
PTO Policy. 20
Safe Harbor Sick Plans for Event Workers. 22
Holidays . 22
Discretionary Days/Floating Holidays . 23
Bereavement Leave . 23
Jury and Witness Duty. 23
Leaves of Absence. 24
Disability Leave . 24
Short Term Disability Policy . 24
Time Off under the Family Medical Leave Act . 25
Military Leave . 28
Voting Time . 28
What Denison Expects from You . 29
Code of Conduct . 29
Duty of Fidelity. 29
Conflict of Interest . 29
Disclosure of Potential Conflicts . 29
Harm to Business or Reputation . 29
Gifts or 'Kickbacks'. 29
Company Funds and Property . 30
Confidential Information. 30
Outside Employment or Business Activity . 30
Accident Reporting & Workers’ Compensation. 30
Attendance, Work Hours and Punctuality. 31
Absences . 32
Tardiness and Early Departures . 32
No Call, No Show. 32
Shift Switching. 32
Disciplinary Action. 32
Job Abandonment . 33
Business Expenses Reimbursement . 33
Company Credit Cards and Travel & Entertainment Expenses . 33
Cell Phone Use. 33
Using your Device for Denison Applications . 34
Device protocols. 34
Usage . 35
Privacy/company access . 35
Termination of Employment. 35
Computer, E-Mail and Internet Usage . 35
Confidentiality and Monitoring . 35
Appropriate Use . 36
Dress Code and Personal Appearance. 36
Driving Vehicles on behalf of Denison or Denison Owned Vehicles . 38
Drug and Alcohol Policy . 38
Employee Assistance. 38
Work Rules. 39
Alcohol at Company Functions . 39
Required Testing. 39
Consequences . 40
Confidentiality . 40
Inspections. 40
Crimes Involving Drugs. 40
Inclement Weather or Other Emergencies . 41
Nepotism . 41
News Media Contact . 42
Parking . 42
Personal Relationship Policy . 42
Progressive Discipline. 42
Resignation/Termination . 43
Smoking Policy. 44
Social Media Policy. 44
Know and follow the rules . 45
Using social media at work . 45
Retaliation . 46
Work from Home Policy. 46
Eligibility . 46
Working from Home. 46
Equipment . 47
Safety. 47
Time Worked. 47
3|Page rev. 09/01/2022
1/1/2021: Updates to PTO Policy, Holiday, Discretionary Day and Short-Term Disability Policy.
9/17/2021: Update to Employee Referral Program
9/1/2022: Update Company Credit Card and Safe Harbor Sick Time policies
Letter from the Presidents
Our best wishes to you as you begin this new work relationship, and thank you for taking the
time to get to know Denison. This employee handbook is designed to make your work
experience more satisfying and less complex. It is vital for you to understand that your conduct,
your job performance and your reliability are key ingredients in our future success. Therefore, it
is important that all employees understand our policies and procedures.
We are proud of our heritage and the stability that our history provides us. Denison Inc.,
Denison Parking, Inc., Parking Staffing Solutions and Parker Technology are all part of our family
owned and operated businesses. We believe in a work environment that promotes personal
and professional growth. We want you to succeed!
In this handbook, when we refer to “Denison” we are referring to all of our family of businesses.
We do not expect this handbook to answer all your questions. Your manager and Human
Resources will be your major sources of information. This handbook states only general
guidelines. We may, at any time, at our sole discretion, modify or vary from anything stated in
this handbook.
Denison complies with all federal, state and local laws. This handbook is designed as a multi-
state handbook and may not specifically address your geographic area. If you have questions
about your local and state laws and how they interact with this handbook, please contact Human
Resources.
Neither this handbook nor any other document confers any contractual right, either express or
implied, that you will remain in our employ. Nor does it guarantee any fixed terms and
conditions of your employment. Your employment is not for any specific time and may be
terminated at will, with or without cause and without prior notice, or you may resign for any
reason at any time.
The culture at Denison Parking is unique. We value family, both yours and ours. We are
committed to helping the community continue to prosper. Through teamwork and hard work,
we will continue to provide our clients with superior customer service.
We have always emphasized that outstanding people are the key to our success. Through the
efforts of our people, Denison has become a leader in our industry.
Thank you for joining our team!
C. Perry Griffith, III Brian Wolff
President President
Denison Parking, Inc. Parker Technology
Parking Staffing Solutions
5|Page rev. 09/01/2022
Denison Parking, Inc. History
For over eight decades, Denison’s vision of its business has focused on lasting relationships,
fostering economic development in urban areas, and providing superior service to customers,
clients and the community. This was the commitment William C. Griffith started in 1934 and is a
heritage that remains the driving force behind Denison Parking today.
The advantage of these longstanding relationships for our clients is an experienced leadership
team; many associates have been employed with Denison for over thirty years. That experience
translates into real-world results. Our team-members’ loyalty speaks volumes about our
company, our commitment to the parking industry, and our culture.
We prove our dedication to providing superior service by being on the cutting edge of
developments in parking. We create or implement the best-in-class processes and systems to
maintain properties in a state-of-the-art condition. Our clients continually benefit from our
practical experience with every emerging technology - recommended, tested and debugged
based on internal knowledge.
The Griffith family has established a company whose name, Denison Parking, remains
synonymous with uncompromising quality and fiscal responsibility throughout its history. While
the family still owns and operates Denison Parking, the company has grown far beyond our
Indianapolis roots. Today, Denison Parking operates over 70,000 parking spaces in twelve
states.
The Denison Difference:
Denison is one of the nation’s most experienced parking operators. Owning and operating
facilities for over 80 years creates a high degree of empathy for the unique challenges and
opportunities our clients face due to the rapid transformations impacting the parking industry.
Our experience and dedication allows us to focus on creating value for our clients by exploring
new ways to engage customers and partners while providing industry-leading transparency and
accountability.
In addition to our experience, our long-standing family ownership creates a culture where
everyone, from the employees, to our customers and clients are treated like family.
That is the Denison difference. Experienced. Innovative. Personal.
Parker Technology History
In the early 2000’s, Parker was born as a small technology division of Denison Parking (DPI).
Denison was the first company in the country to design, build and deploy a 2-way video
intercom system in a parking facility. The first 4 locations, connected to the original call center,
came online in 2004. DPI’s leader at the time, Mark Pratt, also saw the idea was so innovative
that he filed for a patent on the use of two-way video in a parking facility. That first patent was
granted and over time, Parker, has come to own four patents (U.S. Patents 7,711,601, 8,352,313,
8,799,090, and 9,538,127).
Many lessons were learned over the next decade and various technologies were tested in the
real world. From coaxial cable and analog signals, to the Internet-based technology that Parker
utilizes today. Moving video over the internet and creating in a high-quality experience is not
easy. Parker’s unique technology does just that.
In 2015, a million-dollar infusion allowed Parker Technology, LLC to rebrand, in conjunction with
the launch of our cloud-based software, creating the scalable platform we are today. Then, in
2016, Parker was spun off as a wholly owned subsidiary of Denison, Inc. (DI), becoming a sister
company alongside DPI.
Since becoming an independent company, Parker has set its sights on transforming from being
purely services-based to a technology company that also provides a valuable service. The
foundation of our technology is the cloud-based CRM software platform we built in 2015 and
then rebuilt in 2020, afforded by another multi-million-dollar infusion from DI and several
outside investors. Parker’s software platform has evolved into a powerful tool enabling customer
service representatives to tailor their approach by parking facility, based upon the business rules
our parking operator customers dictate. It is another facet of what makes Parker Technology a
unique company in the parking industry.
But patents and software tools are only a small fraction of what makes Parker so special. Of
course, it takes people to execute our mission of “becoming the video customer service
platform of choice, starting in parking.” At Parker, we have worked exceedingly hard to build a
culture where our people are supported, celebrated, and know the work they do matters. We
are striving every day to build a championship team, delivering high quality customer service
and technology to our customers. Being a part of the Denison family of companies is special and
we take our commitment to delivering value to our customers and value to our parent company
seriously. If you’re reading this, you’ve obviously joined the Denison family of companies and we
look forward to working with you.
Our Operating Philosophy
We are committed to an environment where employees are encouraged to think big, have fun,
and strive to be a leader in the industries in which we work. The following guiding principles
help each of us make intentional decisions and take action. These values provide the framework
for all of our interactions with customers, clients, team members, and the community at large.
7|Page rev. 09/01/2022
UNCOMPROMISED INTEGRITY
“We own our outcomes”
At Denison, integrity is the characteristic of consistent honesty, accountability and
professionalism. This is demonstrated through behaviors such as taking ownership, being
truthful, and thoughtfully making decisions that reflect our values.
EXCEPTIONAL QUALITY
“What we do, we do well”
For us, quality is a commitment to excellence. Exceptional quality is demonstrated through
behaviors such as providing unparalleled service, seeking out creative solutions, and delivering
a product that exceeds expectations.
TRANSPARENT COMMUNICATION
“We respect others”
For Denison, communication is the direct and professional sharing of information, thoughts and
feelings. Transparent communication is demonstrated through intentional collaboration,
appropriate knowledge sharing, and ongoing openness.
ACTING WITH COURAGE
“We are brave”
At Denison, courage is the willingness to explore without fear. Acting with courage includes
experimenting with new ideas, challenging yourself and empowering others to reach new levels,
and bravely advocating for our values.
Denison will provide parking solutions of uncompromising quality to maximize value for all
stakeholders.
We embrace, as our stakeholders, all of the persons whose lives we touch in the conduct of our
business in every community where we work – our shareholders, customers, clients, employees
and vendors. Our responsibility to you goes far beyond simple economics and we hope our
vision, core values and mission statements demonstrate our strengths and commitment
together.
Corporate Office (317) 633-4003
Human Resources [email protected]
Information Technology [email protected]
Anonymous Hotline (855) 228-8851
You may also reach anyone in Human Resources (HR) or Information Technology (IT) by calling
the corporate office.
Any forms mentioned in this Handbook can be found in Teams, under the Human Resources,
General page, or you may reach out to HR at the email address or phone number above.
We have an Open-Door Policy. This means, literally, that every manager's door is open to every
employee. The purpose of our open-door policy is to encourage open communication,
feedback, and discussion about any matter of importance to you. Our open-door policy means
you are free to talk with any manager at any time about any topic.
If any area of your work is causing you concern, you have the responsibility to address your
concern with a manager. Whether you have a problem, a complaint, a suggestion, or an
observation, we want to hear from you. By listening to you, we are able to improve, to address
complaints, and to foster employee understanding of the rationale for practices, processes, and
decisions.
Most problems can and should be solved in discussion with your immediate manager; this is
encouraged as your first effort to solve a problem. But an open-door policy means that you may
also discuss your issues and concerns with the next levels of management and/or Human
Resources staff members. No matter how you approach your problem, complaint, or
suggestion, you will find managers at all levels of the organization willing to listen and to help
bring about a solution or a clarification.
By helping to solve problems, managers benefit by gaining valuable insight into possible
problems with existing methods, procedures, and approaches. While there may not be an easy
answer or solution to every concern, you have the opportunity at all times, through the open-
door policy, to be heard.
The open-door policy includes the assurances that an individual employee who pursues his or
her rights to talk to any level of management will experience no retaliation or interference from
their immediate manager. The manager will be included as needed.
9|Page rev. 09/01/2022
Employment “At Will”
Employment with us is "at-will." This means that you may terminate your employment at any time
with or without notice or cause. It also means that we can terminate your employment, at any
time, with or without notice or cause. We are not bound nor obligated to adhere to a
progressive discipline procedure. Again, in our sole discretion, you may be terminated at any
time, with or without notice or cause. In addition, we may need to alter your employment status,
employment hours, schedule or demote you at our own discretion with or without notice or
cause.
As an at-will employee, you are not guaranteed, in any manner, that you will be employed for
any set period of time. No one in the company, except the President or designee, in a written,
signed contract, may make any representation or promise to you that you are other than an at-
will employee. Any employee or manager who makes such a representation or promise to you is
not authorized to do so.
Equal Employment Opportunity and Affirmative Action
Denison Parking provides Equal Employment Opportunity to all employees and applicants for
employment in accordance with all applicable equal employment/affirmative action laws,
directives and regulations of federal, state, and local governing bodies or agencies thereof.
We do not discriminate against or harass any employee or applicant for employment on the
basis of race, color, creed, religion, national origin, sex, gender identity, sexual orientation,
disability, age, marital status, familial status, pregnancy, genetics, veteran or military status, or
status in regard to public assistance.
We also take affirmative action to assure our practices are free of such discrimination. These
practices include, but are not limited to, the following: hiring, promotion, demotion, transfer,
recruitment or recruitment advertising, selection, layoff, disciplinary action, termination, rates of
pay or other forms of compensation, and selection for training or development opportunities.
Sexual Harassment, Workplace Harassment and Bullying
Harassment includes bullying, intimidation, direct insults, malicious gossip and
victimization. Although we can’t create an exhaustive list, here are some instances that we
consider harassment:
• Sabotaging someone’s work on purpose.
• Engaging in frequent or unwanted advances of any nature, including sexual.
• Commenting derogatorily on a person’s ethnic heritage or religious beliefs.
• Starting or spreading rumors about a person’s personal life.
• Ridiculing someone in front of others or singling them out to perform tasks unrelated to
their job (e.g. bringing coffee) against their will.
Here are some instances that we consider sexual harassment:
• Insinuate, propose or demand sexual favors of any kind.
• Invade another person’s personal space (e.g. inappropriate touching.)
• Stalk, intimidate, coerce or threaten another person to get them to engage in sexual acts.
• Send or display sexually explicit objects or messages.
• Comment on someone’s looks, dress, sexuality or gender in a derogatory or objectifying
manner or a manner that makes them uncomfortable.
• Make obscene comments, jokes or gestures that humiliate or offend someone.
• Pursue or flirt with another person persistently without the other person’s willing
participation. Also, flirting with someone at an inappropriate time (e.g. in a team
meeting) is considered sexual harassment, even when these advances would have been
welcome in a different setting. This is because such actions can harm a person’s
professional reputation and expose them to further harassment.
Any type of sexual harassment, regardless of whether it is unlawful sexual harassment, is
prohibited. If an employee is found guilty of sexual harassment, they will be terminated.
How to Address Harassment
If you are being harassed, whether by a colleague, customer or vendor, you can choose to talk
to any of these people:
Offenders. If you suspect that an offender does not realize they are guilty of harassment, you
could talk to them directly in an effort to resolve the issue. This tactic is appropriate for cases of
minor harassment (e.g. inappropriate jokes between colleagues). Avoid using this approach
with customers or stakeholders.
Your manager. If customers, stakeholders or team members are involved in your claim, you
may reach out to your manager.
Human Resources. Feel free to reach out to HR in any case of harassment no matter how minor
it may seem. For your safety, contact HR as soon as possible in cases of serious harassment (e.g.
sexual advances) or if your manager is involved in your claim.
You may also reach out to any manager, as per our open-door policy.
All complaints will be kept confidential to the extent possible, but confidentially cannot be
guaranteed.
HR or Managers must not, under any circumstances, blame the victim, conceal a report or
discourage employees from reporting sexual harassment. If HR or a manager behaves that
way, please send an email to their own manager or a senior leader explaining the situation.
As described in the No-Retaliation policy (see No-Retaliation / Whistleblower Policy, page 12),
we will not allow any form of retaliation against individuals who report unwelcome conduct to
management or who cooperate in the investigations of such reports.
Punishment for harassment depends on the severity of the offense and may include counseling,
reprimands, suspensions, or termination. This also includes employees who make complaints in
bad faith.
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No-Retaliation / Whistleblower Policy
This policy describes our provisions towards employees who file reports for harmful,
discriminatory or unethical behaviors.
Whether accusations are true or false, we want to prevent victimization and other retaliatory
behavior towards our employees. We believe it is important that you aren’t afraid to speak up
about any issues. It is to our benefit to resolve them as soon as possible. An environment of fear
can only be harmful in the long run. Please feel free to call our Hotline to report any issues:
(855) 228-8851
We will follow all legal prohibitions for retaliation and will grant you the right to speak about
misconduct.
Actions that often bring about retaliation include but are not limited to:
• Complaints for workplace harassment and discrimination
• Complaints for company actions that harm the environment or society
• Requests for parental or other leave
• Participation in a pending investigation of misconduct or violations
• Lawsuits for wrongful dismissal or termination for cause
Employees may file complaints internally to a manager or Human Resources. They may also
speak to persons able to take legal action against the alleged guilty party. These employees
are called “Whistleblowers”.
At any case, we will follow our harassment-free workplace principles. Employees who report
misconduct or suspected violation must be protected from retaliation. We don’t want to silence
complaints, but we encourage open communication in accordance with our open-door policy.
Retaliation in the workplace may be expressed in a variety of ways. These include but are not
limited to:
• Victimization
• Termination or illegal retraction of benefits
• Reduction of compensation
• Poor work performance evaluation
• Exclusion from corporate events or meetings
• Defamation of character (prominent in cases of former employees)
Retaliation is in general defined as any kind of negative action against a current or former
employee that takes the form of punishment, and creates a hostile, threatening or
uncomfortable environment as a result of their reported complaint.
Employees that are found guilty of retaliation will be subject to disciplinary action that may result
in termination.
Disciplinary action may also apply to employees who have repeatedly filed false or
unreasonable complaints against us and are proven to have been intentionally lying, falsifying
evidence, acting maliciously or for personal benefit. By taking action, we can ensure that
employees do not take advantage of our policy and always act in good faith.
Our workplace violence policy aims to acquaint you with what we consider workplace violence
and ask you to report early signs or threats. We want to provide you with a safe workplace where
mutual respect is a given. We ask everyone to be professional and ethical at work.
This policy applies equally to all employees, contractors, public visitors, clients and anyone else
whom you come into contact with during work.
“Workplace violence” refers to physical acts of violence or threats to harm a person or
property. Abusive behaviors, whether verbal, psychological or physical, are also considered
violence. More specifically:
• Verbal abuse can be using unwelcome, embarrassing, offensive, threatening or
degrading language.
• Psychological abuse is an act which provokes fear or diminishes a person’s dignity or
self-esteem.
• Sexual abuse is any unwelcome verbal or physical assault.
We can’t always predict violent acts, but we can ask everyone to be vigilant. Report any concerns
or violent acts to your manager and HR as soon as possible. Examples of violent behavior
among coworkers include but are not limited to:
• Intimidating or bullying others
• Abusive language
• Physical assault
• Threatening behavior
• Displaying or using a weapon
• Sexual or racial harassment
We maintain the right to conduct periodic inspections, using reasonable methods, without your
consent or prior notice.
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act
(ADAAA) require employers to not discriminate against applicants and individuals with
disabilities and, when needed, to provide reasonable accommodations to applicants and
employees who are qualified for a job, with or without reasonable accommodations, so that they
may perform the essential job duties of the position.
When an individual with a disability requests accommodation and can be reasonably
accommodated without creating an undue hardship or causing a direct threat to workplace
safety, he or she will be given the same consideration for employment as any other applicant.
We will reasonably accommodate qualified individuals with a disability so that they can perform
the essential functions of a job unless doing so causes a direct threat to these individuals or
others in the workplace and the threat cannot be eliminated by reasonable accommodation or if
the accommodation creates an undue hardship to Denison. Contact HR with any questions or
requests for accommodation.
All employees are required to comply with our safety standards. Current employees who pose a
direct threat to the health or safety of themselves or other individuals in the workplace will be
13 | P a g e rev. 09/01/2022
placed on leave until an organizational decision has been made in regard to the employee’s
immediate employment situation.
Individuals who are currently using illegal drugs are excluded from coverage under the
company ADA policy.
Human Resources is responsible for implementing this policy using the interactive process
which includes the resolution of reasonable accommodation, safety/direct threat and undue
hardship issues.
Understanding What Denison Provides
Your Employment Classification
In order to understand how the policies and benefits apply to you, you must understand your
employment classification.
Every person is one thing from each classification, samples:
Part-time, non-exempt
Full-time, exempt
Full-time, non-exempt
Classification 1:
Full Time: Any employee regularly scheduled to work 30 or more hours per week.
Part Time: Any employee regularly scheduled to work less than 30 hours per week.
Event Worker: Any employee who works sporadically for specific customer events.
Classification 2:
Exempt: Not eligible for overtime pay, and generally received the same weekly salary
regardless of hours worked.
Non-Exempt: Eligible for overtime. For more information on overtime, please refer to the
section on Overtime, page 17.
Classification 3:
Union: Benefits, paid time off and compensation are all covered under a collective bargaining
agreement.
Timekeeping & Recording Time
Non-Exempt Employees
Accurately reporting time worked is your responsibility. No one can enter time on your behalf
other than your manager and/or assistant manager, and you may not enter time for any other
employee.
Time Worked
Time worked includes all time that you are required to be performing duties for us. Time worked
is used to determine all overtime pay. The following provisions are included as time worked:
• Work away from premises or at home. If approved, work performed off the premises or
job site or at home will be counted as time worked. You will not be permitted to perform
work away from the premises, job site or at home unless approved in advance in writing
by your manager and Human Resources.
• Break time. Rest periods of 15 minutes or less are counted as time worked.
15 | P a g e rev. 09/01/2022
Time Not Worked
Per the Fair Labor Standards Act (FLSA), we do not count the following provisions as time
worked:
• Paid leave. Approved paid absences, including sick leave, vacation leave, holiday leave,
Family and Medical Leave Act (FMLA) leave, disability leave, military leave, jury and
witness duty, bereavement leave, and voting time off are not counted as time worked.
• Lunch or dinner periods. Uninterrupted time off for lunch or dinner is not counted as
time worked.
Timekeeping
You must accurately record the time you begin and end your work, as well as the beginning and
ending time of each meal period. You must also record the beginning and ending time of any
split shift or departure from work for personal reasons.
It is your responsibility to clock in upon arrival and clock out upon departure per the facility rules
to certify the accuracy of all time recorded. Your manager will review and approve it for payroll
processing. In the event of an error in reporting time, you must immediately report the problem
to your manager.
Exempt Employees
Although we do not require exempt employees to track hours worked in our time keeping
system, we do require exempt employees to enter all full and partial day absences so that the
appropriate deductions can be made to your accrued leave balances. See Paid Time Off, page
20 for more information.
Subject to certain exceptions listed below, an exempt employee must receive their full salary for
any work week in which work is performed, regardless of the number of days or hours worked.
Under applicable federal and state law, however, the salary can be reduced for the following
reasons:
• Full day absences from work for personal reasons (other than sickness or disability);
• Full day absences from work due to sickness or disability pursuant to a bona fide policy
of providing compensation for salary lost due to illness;
• To offset amounts received as jury or witness fees or military pay;
• Unpaid disciplinary suspensions for 1 or more full days for violations of our workplace
conduct policies;
• Penalties imposed for infractions of safety rules of major significance (in partial or full day
increments);
• For the first or last week of employment if you work less than a full work week;
• Deductions for unpaid leave taken under the FMLA covering full or partial day absences.
We provide all employees who work more than 6 hours on a given day with a 30-minute meal
break. You should take it within 2 to 5 hours from the beginning of your workday. If you work
longer than 10 hours in one day, you can take a second meal break. These breaks are unpaid for
non-exempt employees, unless local law states otherwise, and you are required to clock out and
clock in for these breaks.
Your pay slips are available every pay day through our WorkDay portal. Your pay slip itemizes
all deductions made from your gross earnings.
By law, we are required to make deductions for Social Security, federal income tax and any other
appropriate taxes. We will also make deductions for any court-ordered garnishments. We
follow all federal (FLSA), state and local laws for deductions.
Your pay slip will also differentiate between regular pay and overtime pay, if eligible.
It is your responsibility to ensure that you are paid properly (earnings), and no improper
deductions are made. You must review your pay slips promptly to identify and report all errors
as soon as is feasible.
If you are missing hours, please contact your manager and they will initiate corrections.
If there are improper deductions, please reach out to [email protected] or call the
corporate office (317) 633-4003 and ask for Human Resources.
Pay Periods
We pay bi-weekly, one week in arrears – there are 26 pay periods in a standard year.
Pay weeks begin Monday at 12:00 am, and end Sunday nights at 11:59 pm. Should you work a
shift that crosses the pay week, the entire shift will count as part of the first pay week (the week
when you started the shift).
There are two pay weeks in a pay period.
Direct Deposit
Denison no longer issues paper checks. You are required to provide us with a bank account
into which we can electronically transfer funds. You may provide up to four accounts.
If you do not have an account set up, we will issue you a Global Pay Card.
Like most companies, we experience periods of high activity. During these periods, additional
work is required from all of us.
Your manager is responsible for monitoring business activity and requesting you to work
overtime if it is necessary. We will make every effort available to provide you with adequate
notice.
You may not work overtime without prior management authorization.
If you are a non-exempt employee and work overtime, you will be compensated at the rate of
one and one-half times (1 ½) your normal hourly wage for all time worked in excess of forty (40)
hours per week, unless otherwise required by law (example: 8 hours per day in California).
17 | P a g e rev. 09/01/2022
Talent Talks and Pay Increases
We review the performance of all full- and part-time employees annually and consideration for
merit pay increases as warranted. Event workers are excluded from this process.
Talent Talks (performance reviews) are conducted annually, the timing may vary by exempt
status and facility. Exempt employees are reviewed during the first quarter of the year. Your
manager is responsible for the timely and equitable assessment of your performance and
contribution.
Nonexempt employees are reviewed during the month of their anniversary date.
A Talent Talk does not always result in an automatic compensation increase. Your overall
performance and salary level relative to position responsibilities must be evaluated to determine
whether a salary increase is warranted. The current economic climate may also influence
increase availability.
Employee Referral Program
Denison has an employee referral program. It is a way to help springboard our recruiting
efforts.
When you have a candidate to refer:
• Email the candidate’s name, contact information and potential desired job and location
to [email protected]. We must have the individual’s information PRIOR to them
receiving an offer of employment. We will reach out to the facility manager to validate
the referral.
• Denison will pay:
o $500 (pre-tax) for each candidate we hire into a full-time hourly/nonexempt
position
▪ $250 first paycheck after the start date
▪ $250 after 6 months of the continuous employment
o $1,000 (pre-tax) for each candidate we hire into a salary/exempt position
▪ $500 first paycheck after the start date
▪ $500 after 6 months of the continuous employment
Payment will be made as soon as is feasible after the candidate begins work, and after 6 months
of continuous employment.
A candidate who has previously worked for us is only eligible for a referral if they have not
worked for us for more than 12 months.
Managers of staff are not eligible for a bonus if the employee is hired into their management
chain.
Your Employee Benefits
We work hard to provide a combination of supplemental benefits for you. These benefits vary
based upon your employment status (full time/part time, exempt/non-exempt, union/nonunion)
and your Company. We do not provide benefits for event workers.
We are constantly studying and evaluating our benefit programs to better meet your present
and future requirements.
You will receive information on all supplemental benefits upon eligibility. If you have specific
questions, please contact Human Resources.
Supplementary benefits may include: Medical, Vision, Dental and Voluntary Life Insurance,
Health Savings Accounts, Short-term and Long-term Disability, and retirement benefits.
Employee Assistance Program
Our employee assistance program (EAP) is a totally free, confidential and anonymous program
provided to you by Denison. The service is called WorkLifeMatters.
It is designed to assist you with resolving problems in your personal life.
EAPs traditionally have assisted workers with issues like alcohol or substance abuse; however,
ours covers a broad range of issues such as child or elder care, relationship challenges, financial
or legal problems, wellness matters and traumatic events like workplace violence.
These programs are at no cost to you. Services are often delivered via phone, video-based
counseling, online chatting, e-mail interactions or even face-to-face.
This program is available not only to you, but also your spouse, children and non-marital partner
living in your household.
For more information you may call 800-386-7055, 24 hours a day. You may also go to
www.ibhworklife.com; User Name: Matters; Password: wlm70101.
Full-time employees are provided life insurance by Denison.
Long Term Disability
Full-time exempt employees are automatically enrolled in a long-term disability program. Long
term disability offers pay continuation during a disability lasting greater than 13 weeks. For
more information, please contact HR.
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We recognize that you have diverse needs for time off from work and, as such, we have
established this paid time off (PTO) policy. The benefit of PTO is that it promotes a flexible
approach to time off by combining vacation and sick time. You are accountable and responsible
for managing your own PTO hours to allow for adequate reserves if there is a need to cover
vacation, illness or disability, appointments, emergencies, or other situations that require time
off from work.
Every effort will be made to grant your PTO preference. Should multiple people request the
same period of time off, generally, the individual with the longest length of service will be given
preference.
Your facility may have “blackout” periods based upon the type of business the service line
provides. PTO time will not be approved for anyone in those facilities during the blackout
period. Please check with your manager for the dates.
WorkDay is our system of record for time off. All time must be processed and approved in
WorkDay.
Eligibility
Part-time and full-time employees are eligible for PTO. Event workers and those covered under
a CBA are not eligible.
Availability
PTO accruals are available for use starting with the pay period following completion of 30 days
of employment. All hours thereafter are first available for use in the pay period following the pay
period in which they are accrued.
Accrual and Payment of PTO
Accruals are based upon paid hours up to 2,080 hours per year, excluding overtime.
• Employees working less than 40 hours per week will earn PTO hours on a prorated basis.
• If you work more than 20 hours per week, length of service determines the rate at which
you will accrue PTO. If you work less than 20 hours per week, you will earn at the less
than 1-year rate pro-rated.
• You will become eligible for the higher accrual rate on the first day of the pay period in
which your anniversary date or continuous service date (rehires) falls.
40 Hours per week accrual rates:
Years of Service Accrual Rate per Bi- Annual PTO Maximum Accrual**
Weekly Pay Period Accrual*
Less than one year 4 hours 13 days 18 days
(104 hours) (144 hours)
1-3 years 4.62 hours 15 days 20 days
(120 hours) (160 hours)
4- 6 years 5.53 hours 18 days 23 days
(144 hours) (188 hours)
7-13 years 6.15 hours 20 days 25 days
(160 hours) (200 hours)
More than 14 years 7.69 hours 25 days 30 days
(200 hours) (240 hours)
*accrual rates will be prorated based on hours worked during the pay period
*Annual PTO accruals are based on an employee having 2,080 paid hours per year (40 hours
per week).
**No PTO hours will accrue beyond the maximum accruals listed. When an employee reaches
the maximum accrual rates, accrual will stop until PTO time has been taken and paid out.
Sample for 32 hours per week, or 64 hours per the pay period, in first two years of work or
(64/80) *4.62 = 3.696:
Accrual Rate Annualized
Per check Amount
Use and Scheduling of PTO
You are required to use available PTO when taking time off from work, before taking time
unpaid. PTO may be taken in increments of as low as one hour.
All PTO requests are subject to your supervisor’s approval as well as facility and/or department
staffing needs.
We understand that unscheduled absences occasionally happen; however, when possible, PTO
should be scheduled in advance. If the frequency of unscheduled absences becomes excessive,
corrective action will be taken, up to and including termination. See Attendance, Work Hours
and Punctuality on page 31.
You must use your PTO hours according to your normal workday. For example, if you work an
eight-hour day and need to take off a full day, you must request eight hours of PTO. PTO is paid
at your regular pay rate and is not subject to overtime.
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You must take all paid time off before you may take unpaid time.
You may not borrow against your PTO bank; therefore, no advance leave will be granted.
Payment upon Termination
PTO will be paid out on your final check.
PTO cannot be used to extend your employment. Last day worked is your last day paid.
Safe Harbor Sick Plans for Event Workers
There are several States and Municipalities that offer safe harbor sick plans. These plans are for
employees who work in the designated area and are not eligible for our PTO plan. With these
plans, the hours earned may be used without penalty when you or a family member is sick or has
appointments.
City of Minneapolis: 1 hour of sick time earned for every 30 hours worked, 48 hours per year
maximum, 80 hours accrual maximum.
New Jersey and Seattle: 1 hour of sick time earned for every 30 hours worked, 40 hours per
year maximum, 40 hours accrual maximum.
Nevada: 0.01923 hours of sick time earned for every hour worked, 40 hours per year maximum,
40 hours accrual maximum.
New York: 1 hour of sick time earned for every 30 hours worked, 56 hours per year maximum,
80 hours accrual maximum.
Upon Termination
Safe Harbor Sick Plans are not paid out upon termination and may not be used to extend your
employment.
Only full-time employees are eligible for paid holidays. Denison observes the following days:
• New Year’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day
More details:
• Holiday pay will not be considered as time worked for the purpose of overtime
calculations.
• Holiday pay is computed at your base rate of pay.
• If you are a full-time nonexempt employee, and scheduled to work on a holiday, you will
be paid your regular rate for hours worked of pay plus eight hours of holiday pay.
• If you are a full-time exempt employee, and scheduled to work on a holiday, you may
take a day in lieu as long as it is in the same pay period.
• Holidays will not be paid if you are on any type of unpaid leave.
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• Holidays falling within an approved scheduled vacation will be recorded as holiday pay.
Time off without pay may be granted if you desire to observe a religious holiday that is not
recognized, provided undue hardship is not introduced to your facility. You may also use a
Floating Holiday for this (see next section.).
Some of our facilities are under government contract which require pay for additional holidays.
Discretionary Days/Floating Holidays
All full-time employees receive two discretionary days/floating holidays per year in addition to
our regular, paid holidays. These two days may be used for religious or cultural holidays,
employee birthdays, or other state or federal holidays during which we remain open.
These days are available at the beginning of each calendar year for all current employees. A
new employee hired before the end of the first half of the calendar year will receive two days
upon hire; a new employee hired during the second half of the calendar year will receive one
day upon hire.
Floating Holidays must be scheduled and approved in advance by your manager.
These days may not be carried over to the next calendar year, nor may they be cashed out if not
taken or paid upon termination of employment.
Employees covered by a Collective Bargaining Agreement are eligible for discretionary days, as
per their CBA.
We know the death of a family member is a time when you wish to be with the rest of your
family.
Full time employees are allowed paid time off for up to three paid days to assist in attending
your obligations and commitments. If an employee needs additional time to travel or be with
their family, we encourage our managers to be as flexible as business allows. Additional time
will require the use of Paid Time Off or, if the employee is out of Paid Time Off, it may be unpaid.
Eligible family members are:
• Spouse / Domestic partner
• Child
• Parent
• Sibling
• Grandparent
• In-Laws: Mother, Father, Brother, Sister
Verification of death may be required.
Jury and Witness Duty
We realize that it is the obligation of all US citizens to serve on a jury or be a witness when
summoned to do so.
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You are expected to provide us with proper notice of your request to perform jury duty and/or
witness duty and with verification of service. We ask that you keep us informed of the expected
length of service, and to report to work for the major portion of the day if you are excused by the
court.
Full-time employees will be provided paid jury duty at their regular rate of pay for scheduled
workdays missed because of jury/witness duty.
Part-time employees will be given time off without pay, and without attendance repercussion, to
serve.
Leaves of Absence
Any time you are absent for more than three (3) consecutive days for medical reasons, you will
be placed on disability leave. Medical documentation will be required, along with your
estimated date of return.
All available earned vacation, sick and discretionary time must be used before time may be
taken unpaid.
If not eligible for time under FMLA, we will generally hold positions open for up to twelve weeks.
After twelve weeks, we can no longer guarantee employment. We will reach out to discuss
options at that time.
Short Term Disability Policy
The short-term disability benefit provided to you is an employer-funded plan that provides
income replacement if you are unable to work due to illness, pregnancy, or injury.
Eligibility
Regular, full-time employees who have completed six months of continuous employment and
who are unable to work due to illness, pregnancy or injury are eligible.
Any employee receiving workers' compensation or disability pay under any state or federal plan
is ineligible for this benefit.
To be eligible for disability benefits, you must not engage in outside employment and are
expected to avoid activities that may delay recovery and return to work.
If you reside in the State of New York, you are eligible for benefits under the state plan. Please
reach out to HR for application information.
Medical Certification
You must provide medical certification of the disability that includes the start and expected
end date of the disability. This certification must be submitted to the Director of Human
Resources, who will review the certification and make a determination on benefit qualification.
The medical certification for the Family Medical Leave Act will be used, as well as the FMLA
definition of serious medical condition.
Waiting Period
You will be subject to a waiting period between the start of a short-term disability and when you
are eligible for short-term disability benefits. This period is five workdays, and you will be
expected to use PTO to cover this period. If you have no PTO hours, this time will be unpaid.
Benefit Payment
The short-term disability benefit payment is 60 percent of your base weekly wages/salary
calculated on average earnings in the previous six months, to a maximum benefit of $2,000 per
week. The benefit may be paid for a maximum of 12 weeks in a rolling 12-month period.
Payments are made on regularly scheduled paydays. The benefit is taxable income.
The 60 percent of your base weekly wages may be supplemented by using your accrued PTO at
the rate of 3.2 hours per day (if you work a regular 8-hour shift). This time will need to be
requested, submitted and approved in WorkDay.
In cases of disability related to pregnancy, a birth mother may qualify for a period of disability
shortly before (if medically necessary) and typically 6 (vaginal birth) to 8 (cesarian) weeks after
the birth of a child.
Upon expiration of one period of disability, you must return to work for at least two weeks to be
eligible for a new period of disability. Each different disability requires a new five workday
waiting period (see above).
Should you who return to work and suffer a relapse of the same disability, you may apply to use
your remaining disability benefits without satisfying another 5 workday waiting period so long as
you have not exhausted your 12-week disability allotment.
Return to Work
You must return to work as soon as permitted by your health care provider and submit a fitness-
for-duty clearance/release to return to work to the Director of Human Resources. An employee
whose absence has been designated as Family and Medical Leave Act (FMLA) leave is eligible
for reinstatement as provided by the FMLA.
For additional information, please reach out to Human Resources.
Time Off under the Family Medical Leave Act
The FMLA requires Denison to provide up to 12 work weeks of unpaid, job-protected, leave to
eligible employees in a designated 12-month period for certain family and medical reasons:
birth of a child; placement of a child for adoption or foster care; care for a spouse, child, or
parent who has a serious health condition; a serious health condition that prevents you from
performing your job; or certain military family reasons – discussed below. Please contact Human
Resources if you are requesting a medical leave of absence.
Eligibility Requirements
You must have worked for Denison for at least 12 months (can be nonconsecutive), for at least
1,250 hours over the previous 12 months, and must work at a location where there are 50 or
more Denison employees within 75 miles. You also must complete certain forms or
certifications.
25 | P a g e rev. 09/01/2022
Serious Health Condition Definition
A Serious Health Condition is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility or continuing treatment by a
healthcare provider for a condition that either prevents you from performing the functions of
your job, or prevents a qualified family member from participating in school or other daily
activities. The “continuing treatment” requirement may be met by a period of incapacity of more
than 3 consecutive calendar days that also involve: a) in-person treatment 2 or more times with a
healthcare provider within 30 days of the first day of incapacity; or b) in-person treatment at
least 1 time which results in a regimen of continuing treatment under a healthcare provider’s
direction. “Continuing treatment” also includes any incapacity due to pregnancy, any incapacity
due to a chronic condition, as well as other specified conditions.
Military Family Leave
Eligible employees with a spouse, child, or parent in the Armed Forces (regular or reserve) may
use their 12 work weeks of FMLA leave for certain “qualifying exigencies” – when the covered
military member is on covered duty in a foreign country or is called to covered active duty in a
foreign country. They may include attending military events, childcare arrangements, financial
and legal arrangements, attendance at counseling sessions, rest and recuperation, parental care
(the “parent” of the military member), or post-deployment reintegration briefings. Additionally,
eligible employees who are the spouse, child, parent, or next of kin of a covered
servicemember, may take up to 26 work weeks of leave during a single 12-month period to care
for a (current or former) covered servicemember who has a serious injury or illness incurred in
the line of duty and is undergoing medical treatment, recuperation or therapy, is in outpatient
status, or is on the temporary disabled retired list.
Employee Responsibilities
When the need for FMLA leave is foreseeable, you must provide at least 30 days’ advance notice
to the Director of Human Resources. When not foreseeable, you must provide notice as soon as
practicable. You must comply with Denison’s Attendance and Call-In policy. You also must
provide sufficient information (including timing and duration) so Denison can determine if the
leave qualifies under the FMLA. Calling off “sick,” without providing more information, will not
be considered sufficient information to trigger Denison’s FMLA obligations. You must tell
Denison if the requested leave is for a reason for which FMLA leave was previously taken or
certified. If eligible, you will need to have your healthcare provider complete a certification form.
Generally, you have 15 days (from receipt) to return it. Unless you have a good reason for not
returning it within 15 days, FMLA leave may be delayed or denied. Denison, on occasion, may
require a second and/or third medical opinion after receiving your certificate. Additionally, you
may be required to provide periodic recertifications to support your need for continued leave.
Denison Responsibilities
When you request leave, Denison will inform you whether you are eligible for FMLA leave as
well as notify you of your rights and responsibilities. If you are not eligible, you will be provided
the reason(s) why. When Denison receives the completed certification from your healthcare
provider, it will decide whether the leave will be designated as FMLA-protected leave and the
amount of leave counted against your 12 work week (or 26 work week – covered
servicemember) entitlement. You will be notified of Denison’s designation decision.
Use of FMLA Leave
Except for “covered servicemember” leave, Denison uses a rolling 12-month period for
calculating FMLA leave. You do not have to take FMLA leave in one continuous block. When
medically necessary, and in certain situations, you may take it on an intermittent or reduced
leave basis. You must make reasonable efforts to schedule leave for planned medical treatment
so it does not unduly disrupt Denison operations. You cannot utilize FMLA leave to work at other
jobs (for yourself or others) without prior written authorization from Denison’s Director of Human
Resources. Violation of that rule will result in termination. The FMLA does not protect employees
who fraudulently obtain FMLA leave.
Substitution of All Paid Time Off
You must exhaust all unused and applicable paid time off (e.g., vacation, discretionary days)
while taking FMLA leave. In doing so, you must comply with Denison’s paid time off policies.
FMLA leave also will run concurrently with applicable workers’ compensation absences or
applicable absences covered under Denison’s short-term and long-term disability policies. Of
course, all paid time hours will run concurrent with any authorized FMLA leave without regard to
the amount of advance notice given or the amount of applicable paid time off hours that will be
applied to that particular workday.
Employee Spouses
An employee’s entitlement to a Family Leave for the birth or placement (adoption/foster care) of
a child ends 12 months after the date of the birth or placement. The maximum total amount of
time available to both employee spouses for a Family Leave for the birth, care after birth, or
placement of a child or care after placement (set forth above) or for the care of the employee’s
parent (not parent-in-law) with a Serious Health Condition is a combined 12 work weeks during
the 12-month period as defined above, if both are employed by Denison. Where the employee
spouses both use a portion of the total 12 work week FMLA leave entitlement for the reasons set
forth above, each employee spouse may use the difference between the amount he or she has
taken individually and the 12 work weeks of FMLA leave for other applicable reasons.
The aggregate number of work weeks of leave to which employee spouses may be entitled for
covered servicemember leave is limited to 26 work weeks during the single 12-month period if
the leave is for covered servicemember leave or a combination of covered servicemember leave
and any other FMLA qualifying leave. If the leave taken by the employee spouse includes leave
for the birth or placement of a child or to take care of a parent (as described above), that
particular type of leave is limited to a combined 12 work weeks.
Benefits
While on FMLA leave, you remain covered by any applicable group health insurance plan on
the same basis as if you had continued to work. To maintain coverage, you must make the same
premium contributions as you would if you continued to work. Failure to do so may result in
termination of coverage. Upon return to work, employees will be responsible to reimburse any
employee-portion of the insurance premiums paid by Denison during the unpaid FMLA leave. In
certain circumstances, employees may be financially responsible for any health insurance
premiums paid by Denison during an unpaid FMLA leave if he fails to return to work after taking
FMLA leave. Unused and applicable employment benefits not exhausted during the FMLA leave
will not be lost.
27 | P a g e rev. 09/01/2022
Return from FMLA Leave
With certain exceptions, upon return from FMLA leave, you will be restored to your current or
equivalent position with equivalent pay, benefits, and other terms and conditions of
employment. If your (non-intermittent/reduced leave) FMLA leave was based on your own
serious health condition, you will be required to provide a Fitness-For-Duty Certification (“FDC”)
from your healthcare provider that states you are able to resume work. That FDC also will
address your ability to perform the essential functions of your job. Failure to provide that FDC
will result in termination. Your right to reinstatement also may be affected if you are determined
to be a “key employee” – as defined by the FMLA. You will be notified of that designation when
you request FMLA leave or when it starts – if earlier.
Purpose of Policy
Denison recognizes the right of eligible employees to take leave as provided by the FMLA. The
interpretation of terms and the resolution of disputes are governed by the FMLA. Denison will
not interfere with, restrain, or deny the exercise of any right provided by the FMLA. It also will
not take any adverse action against any employee because he opposes any practice made
unlawful by the FMLA or is involved in any FMLA proceeding. Enforcement procedures include
complaints to the U.S. Department of Labor and civil court actions.
If you are called into active military service, or you are enlisted in the uniformed services or
reserves, you are eligible for an unpaid military leave of absence.
To be eligible, you must provide us with advance notice of your service obligations. We will
request copies of your orders when available.
Provided your absence does not exceed statutory limitations, you will retain reemployment
rights and accrue seniority and benefits in accordance with applicable state and federal laws.
In the event you do not have sufficient time outside of working hours to vote in a statewide
election, and if required by State law, you may take off enough working time to vote.
This time must be taken at the beginning or end of your regular work schedule.
Your manager must be notified at least two days prior to the election day of your need to vote.
What Denison Expects from You
Code of Conduct
Duty of Fidelity
You owe a duty of loyalty and fidelity to Denison. You are expected to perform your duties on
behalf of Denison faithfully, diligently and to the best of your abilities.
Conflict of Interest
You must never allow yourself to be placed in a position where your personal interests are in
conflict (or could be in conflict) with the interests or business of Denison.
You must avoid any situation or activity that compromises, or may compromise, your judgement
or ability to act in the best interest of Denison.
Disclosure of Potential Conflicts
You must promptly disclose any material information regarding any relationship, ownership or
business interest (other than non-controlling investments in publicly-traded corporations),
whether direct or indirect, that you or a member of your immediate family has with any person,
or in any business or enterprise, that:
• competes with Denison; or
• purchases or sells, or seeks to purchase or sell, goods or services to or from Denison.
Protective Steps
Upon disclosure of the information described above, we will take appropriate steps to protect
against any actual or potential conflict of interest. Such steps may include:
• requiring you to refrain from being involved in any decisions made regarding its dealings
with such person, business or enterprise; or
• requiring you to refrain from being involved in any dealings on our behalf with such
person, business or enterprise; or
• requiring you to dispose of your interest in such business or enterprise if you wish to
remain in our employ.
Harm to Business or Reputation
You must refrain from engaging in conduct that could adversely affect our business or
reputation. Such conduct includes, but is not limited to, engaging in criminal conduct or other
behavior that could harm our business or reputation.
Gifts or 'Kickbacks'
You must never accept any 'kickbacks', loans, gifts of other than nominal value (less than $50), or
personal payments of any kind, from any person or business enterprise that:
• competes with us; or
• purchases or sells, or seeks to purchase or sell, goods or services to, or from, us.
Should you receive a gift greater than $50.00, please check with your manager prior to
accepting.
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Company Funds and Property
You must be conscientious and scrupulous in your handling of funds and property belonging to
us and must always avoid any form of financial impropriety.
You must not use, or permit the use of, our property or resources for anything other than
approved business or activities. Examples of unauthorized use would include using our
computers or photocopiers for personal purposes, or our bulletin board or email systems for
solicitations.
Confidential information (printed, electronic or otherwise) relating to our past, present, future
and contemplated assets, operations, products or services, industrial designs, inventions, trade
secrets, production methods, marketing strategies and objectives, personnel, facilities,
equipment, finances, pricing, interest rates, sales, customers, routines, policies, and business
procedures must never be disclosed to anyone outside our organization, without our express
written authorization.
Outside Employment or Business Activity
During working hours, you are expected to devote your full time and attention to the business
and our affairs.
If you wish to engage in employment or business activity outside your employment with
Denison, you must disclose the nature and extent of the proposed employment or business. If
we reasonably determine that your proposed outside employment or business activity conflicts
or competes with our interests or negatively affects your job performance or attendance, we will
ask you to terminate the employment or business activity.
Employment or business activity outside of your employment with us is not a justification for
poor work performance and attendance.
Accident Reporting & Workers’ Compensation
On-the-job injuries are covered by our Worker’s Compensation Insurance policy. The
regulations around Worker’s Compensation vary per State, so if you have specific questions,
please contact HR.
On-the-job accidents that must be reported include ALL incidents that may cause minor or
severe injuries or incidents that are results of negligence or inadequate safety precautions. The
victims may be employees who were injured while performing their duties or other people that
were on company premises or vehicles.
Accidents must be reported as soon as possible to expedite investigation and increase
likelihood of important findings. The sooner the cause or details of the accident are identified,
the sooner the company can establish preventative measures for the future.
What should be reported under the Accident Reporting Policy?
We request that you report all accidents. There is some judgment with this: accidents that
involve very minor injuries like small cuts, non-extensive bruises etc. and would not normally
require any action on behalf of the company (e.g. the breaking of a drinking glass) do not have
to be reported (although you can if you want). On the other hand, accidents that involve (or
could have involved) more severe injuries and require investigation and action from the
company must be dutifully reported.
Especially when an employee needs medical coverage, the accident must be reported
immediately since worker’s compensation benefits may have to be approved after the
investigation.
Employees are also required to report occurrences that may not have involved injuries or victims
but could be potentially dangerous in that respect if repeated. These include but are not limited
to:
• Explosions
• Slippery surfaces
• Water or gas leaks
• Inadequate insulation of circuits
• Collapses of walls, ceilings etc.
• Breaking of window glasses or frames
When you witness or are involved in an incident you must report it to your manager immediately
(personally, in writing or by phone if the accident occurred remotely). If your manager is
unavailable, contact HR.
If you think negligence or inadequate safety might cause an accident, you must notify your
manager or HR department as soon as possible so the accident can be prevented.
Depending on the incident, forms may have to be completed and submitted.
We place great importance in this policy. If it is discovered that you have been aware of a
serious accident and failed to report it, you will face appropriate disciplinary consequences.
When you are the cause of an accident, you must report it immediately to minimize legal
repercussions.
Attendance, Work Hours and Punctuality
Hours of operation are determined by the requirements of our clients and vary per facility. You
will be given a work schedule, and you are expected to begin and end work according to that
schedule.
Your work schedule is based upon business needs and may change to accommodate these
needs on a short- or long-term basis.
You are expected to report to work as scheduled, on time and prepared to start working. You
are also expected to remain at work your entire work schedule. Late arrival, early departure or
other absences from scheduled hours are disruptive and must be avoided.
This policy does not apply to absences covered by the Family and Medical Leave Act (FMLA) or
leave provided as a reasonable accommodation under the Americans with Disabilities Act
(ADA). These exceptions are described in separate policies.
31 | P a g e rev. 09/01/2022
An "Absence" is defined as the failure of an employee to report for work when he or she is
scheduled to work. There are two types of absences are defined below:
Excused or Scheduled absence occurs when ALL of the following conditions are met:
• You provide to your manager sufficient notice of the absence.
• The absence request is approved in advance by your manager.
• If full time, you have sufficient accrued vacation and/or sick time to cover the absence.
Unexcused or Unscheduled absence occurs when any of the above conditions are not met.
• If it is necessary for you to be absent or late for work because of an illness or an
emergency, you must notify your manager no later than your scheduled starting time on
that same day. Naturally, the more notice you give your manager the better.
• We will not take calls from someone else on your behalf.
• You are also expected to call in every day that you are absent, if unexcused/
unscheduled.
• An unexcused absence counts as one occurrence for the purposes of discipline under
this policy (see below).
Employees must take vacation time for every absence unless otherwise allowed by company
policy (e.g., sick, bereavement, jury duty).
Tardiness and Early Departures
You are expected to report to work and return from scheduled breaks on time. If you cannot
report to work as scheduled, you must notify your manager no later than your regular starting
time. This notification does not excuse the tardiness but simply notifies the manager that a
schedule change may be necessary.
Employees who must leave work before the end of their scheduled shift must notify a manager
immediately.
Tardiness and early departures are each one-half an occurrence for the purpose of discipline
under this policy (see below). If you are more than 2 hours late, you will receive a full (1)
occurrence.
No Call, No Show
If you do not call in and do not work your scheduled shift, this will count as three occurrences for
the purpose of discipline under this policy (see below).
If you are unable to make a scheduled shift, you may switch with someone who is qualified.
Your manager must approve the shift switch, and the switched shift will not count as an
occurrence for the purpose of discipline under this policy.
Excessive absenteeism is defined as two or more occurrences of unexcused absence in a 30-day
period and will result in disciplinary action.
Eight occurrences of unexcused absence in a rolling 12-month period are considered grounds
for termination.
See the Progressive Discipline policy on page 42 for information regarding the steps.
If you fail to report to work for a period of two days or more without notifying your manager, you
will be considered to have abandoned the job and voluntarily terminated the employment
relationship.
If you are unable to contact the company for any absence, you should ask a representative (such
as a family member or friend) to do so on your behalf. If you or a representative are unable to
contact us due to extreme circumstances (such as a medical emergency or natural disaster that
prohibits you or your representative from contacting us within three days), you or your
representative must contact us as soon as practicable to explain the situation. In extreme
circumstances, we will consider the explanation and its timing before determining if the
voluntary resignation will be upheld.
Business Expenses Reimbursement
Employees may be reimbursed for reasonable approved expenses incurred in the course of
business. These expenses must be approved by your manager in advance, and may include air
travel, hotels, meals, cab fare, rental cars, or gas and car mileage for personal vehicles.
All expenses incurred should be submitted to your manager on the appropriate expense
reimbursement form along with the receipts within 30 days.
Company Credit Cards and Travel & Entertainment Expenses
Company credit cards are to be used for valid business expenses only. All expenses must be
substantiated with receipts and must be coded and submitted within two weeks of the incurred
expense. All expenses will be approved by at least the employee’s direct manager.
We have a comprehensive travel and entertainment reimbursement policy, which can be found
on our Teams portal, and here are a few critical points:
• When traveling on behalf of Denison, we expect you to choose reasonably priced
options and plan as far in advance as feasible.
• Approval for travel should be obtained in advance of making arrangements.
• When entertaining, the highest ranked Denison employee should pay.
• Travel and Entertainment expenses may not be reimbursed out of petty cash (this
includes mileage reimbursement).
• Make sure you understand what is eligible for reimbursement and what is not before you
Despite their benefits, cell phones may cause problems in the workplace. If you use your cell
phones excessively you may:
• Get distracted from your work.
• Disturb colleagues by speaking on your phones.
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• Cause security issues from inappropriate use of company-issued equipment or misuse of
our internet connection.
• Cause accidents when you illegally use your phones inside company vehicles or near
areas where using phones is prohibited.
We expect you to use your cellphones prudently during working hours.
We advise you to:
• Only surf the internet, text and talk on the phone for a few minutes per day.
• Turn off or silence your phones when asked.
We don’t permit you to:
• Use your phones for any reason while driving a company vehicle or any vehicle on behalf
of Denison.
• Use your cell phone’s camera or microphone to record confidential information or
conversations.
• Use your phones in areas where cell use is explicitly prohibited.
• Speak on your phone within earshot of colleagues’ working space during working hours.
• Download or upload inappropriate, illegal or obscene material on a company cell
phone. This includes any material that would violate Denison’s harassment and
antidiscrimination policies.
How to properly use cell phones in the workplace:
You can benefit from using cell phones. You are allowed to use your phone:
• To make business calls.
• To use productivity apps and WorkDay.
• To check important messages.
• To make brief personal calls when on breaks and away from the working space of
Using your Device for Denison Applications
You may have the opportunity to use your personal electronic devices for work purposes when
authorized in writing, in advance, by you and management. Personal electronic devices include
personally owned cellphones, smartphones, tablets, laptops and computers.
The use of personal devices is limited to certain employees and may be limited based on
compatibility of technology. Contact the IT department for more details.
To ensure the security of our information, you are required to have anti-virus and mobile device
management (MDM) software installed on your personal mobile devices. This MDM software will
store all company-related information, including calendars, e-mails and other applications in
one area that is password-protected and secure. Our IT department must install this software
prior to using the personal device for work purposes.
You may store company-related information only in this area. You may not use cloud-based
apps or backup that allows company-related data to be transferred to unsecure parties. Due to
security issues, personal devices may not be synchronized with other devices in your home.
Making any modifications to the device hardware or software beyond authorized and routine
installation updates is prohibited unless approved by IT. You may not use unsecure Internet
sites.
Nonexempt employees may not use their personal devices for work purposes outside of their
normal work schedule without authorization in advance from management. This includes
reviewing, sending and responding to e-mails or text messages, responding to phone calls, or
making phone calls.
Employees may not use their personal devices for work purposes during periods of unpaid
leave without authorization from management. We reserve the right to deactivate access on
your personal device during periods of unpaid leave.
No employee using his or her personal device should expect any privacy except that which is
governed by law. Denison has the right, at any time, to monitor and preserve any
communications that use our networks in any way, including data, voice mail, telephone logs,
Internet use and network traffic, to determine proper use.
We reserve the right to review or retain personal and company-related data on personal devices
or to release the data to government agencies or third parties during an investigation or
litigation. We may review the activity and analyze use patterns and may choose to publicize
these data to ensure that our resources in these areas are being use according to this policy.
Furthermore, no employee may knowingly disable any network software or system identified as
a monitoring tool.
Termination of Employment
Upon resignation or termination of employment, or at any time on request, you may be asked to
produce the personal device for inspection. All company data on personal devices will be
removed by IT upon termination of employment.
Computer, E-Mail and Internet Usage
We recognize that use of the Internet and e-mail is necessary in the workplace, and you are
encouraged to use the Internet and e-mail systems responsibly, as unacceptable use can place
us and others at risk.
Questions regarding the appropriate use of our electronic communications equipment or
systems, including e-mail and the Internet, should be directed to your manager or the
information technology (IT) department.
Confidentiality and Monitoring
You should have no expectations of privacy when using any of Denison’s provided technology.
All provided technology, including computer systems, communication networks, company-
related work records and other information stored electronically, is the property of Denison and
not yours. In general, use of our technology systems and electronic communications should be
job-related and not for personal convenience. We reserve the right to examine, monitor and
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regulate e-mail and other electronic communications, directories, files and all other content,
including Internet use, transmitted by or stored in its technology systems, whether onsite or
offsite.
Internal and external e-mail, voice mail, text messages and other electronic communications are
considered business records and may be subject to discovery in the event of litigation. You must
be aware of this possibility when communicating electronically within and outside the company.
You are expected to use technology responsibly and productively as necessary for you job.
Internet access and e-mail use is for job-related activities; however, minimal personal use is
acceptable.
You may not use our Internet, e-mail or other electronic communications to transmit, retrieve or
store any communications or other content of a defamatory, discriminatory, harassing or
pornographic nature. No messages with derogatory or inflammatory remarks about an
individual's race, color, creed, religion, national origin, sex, gender identity, sexual orientation,
disability, age, marital status, familial status, pregnancy, genetics, veteran or military status, or
status in regard to public assistance may be transmitted. Harassment of any kind is prohibited.
Disparaging, abusive, profane or offensive language and any illegal activities—including piracy,
cracking, extortion, blackmail, copyright infringement and unauthorized access to any
computers on the Internet or e-mail—are forbidden.
Copyrighted materials belonging to entities other than Denison may not be transmitted by you
on our network without permission of the copyright holder.
You may not use our computer systems in a way that disrupts its use by others. This includes
sending or receiving excessive numbers of large files and spamming (sending unsolicited e-mail
to thousands of users).
You are prohibited from downloading software or other program files or online services from
the Internet without prior approval from the IT department. All files or software should be
passed through virus-protection programs prior to use. Failure to detect viruses could result in
corruption or damage to files or unauthorized entry into company systems and networks.
You are responsible for the content of all text, audio, video or image files that you place or send
over our Internet and e-mail systems. No e-mail or other electronic communications may be sent
that hide the identity of the sender or represent the sender as someone else. Our corporate
identity is attached to all outgoing e-mail communications, which should reflect corporate
values and appropriate workplace language and conduct.
Dress Code and Personal Appearance
We want you to present a neat, clean and professional image to clients, customers and co-
workers. We expect you to report to work well groomed, clean and dressed according to the
requirements of your position.
Certain facilities require uniforms or safety equipment/clothing, please contact your manager for
specific information regarding acceptable attire for your position. Should you report to work
dressed or groomed inappropriately, you may not be allowed to work.
Cashiers, Event Attendants, Customer Service Reps and Valets:
Denison Issued Uniforms:
• Identification Tag, if client requires
• Appropriately Logo’d Shirt
• Jacket and Hat (as weather requires)
o Only Denison hats may be worn
• Closed toe shoes
• Pants – Black, Gray or Khaki (some sites may provide)
o Can be Capri length
o Certain facilities or locations may offer other options
If you are a new employee, and you have not yet received your uniform, you will need to make
sure that you wear a collared shirt in addition to the employee provided clothing listed above.
Denison Maintenance Services:
• Uniforms and hats are provided
• Closed toe shoes or boots are required
Managers and Office Employees:
We have a “Dressing for Your Day” approach to dress. This allows all of our non-uniformed
employees to choose the appropriate attire for the business of each work day. Different
positions and roles within the organization will have different expectations.
• If you are interacting with customers or clients, you should dress to impress – think ½ step
above the client’s or customer’s dress code. Always have a blazer or suit jacket in the
office, just in case.
• If you are in the office, with no customer/client interactions, having a more low-key- day,
dressy jeans with a nice polo, sweater, or tailored shirt. Company branded clothing is
always good.
Dress for your Day clothing and appearance must:
• Be well groomed
• Be neat, clean and professional
• Not expose an excessive amount of skin
• Not create a safety hazard
• Not distract or interfere with the ability of others to work
• Be consistent with the working environment
Prohibited Dress:
• Heavily worn shoes, rubber flip flops, or Birkenstock-style sandals
• Clothing with potentially offensive graphics or words
• Shorts, overalls, sweats, workout clothes or jogging suits
• Hats or caps, unless medically necessary
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• Leggings unless worn with an appropriate length dress, skirt or top
• Halter tops, sheer or revealing clothing (e.g., bare midriffs, short miniskirts, tube tops)
• Spaghetti-strap tops or dresses unless covered by a jacket or sweater
Driving Vehicles on behalf of Denison or Denison Owned Vehicles
All employees authorized to drive vehicles on behalf of Denison or to drive a Denison owned or
leased vehicles, must possess a current, valid driver’s license and an acceptable driving record.
Driving golf carts, electric scooters, bicycles or any other non-traditional vehicle is only allowed
with special approval. To start the approval process, please reach out to Human Resources.
Any change in license status or driving record must be reported to HR immediately.
All traffic laws must be followed. Any traffic or parking ticket received while driving a Denison
vehicle or driving a vehicle on behalf of Denison is the sole responsibility of the driver and may
place their ability to drive on behalf of Denison at risk.
Driving records will be checked annually.
Any accidents, no matter how small, must be reported immediately. See Accident Reporting &
Workers’ Compensation, page 30.
Smoking, vaping and the use of smokeless tobacco is prohibited in Denison owned or leased
vehicles.
Drug and Alcohol Policy
In compliance with the Drug-Free Workplace Act of 1988, Denison is committed to provide a
safe, quality-oriented and productive work environment. Alcohol and drug abuse pose a threat
to the health and safety of our employees and to the security of our equipment and facilities.
We will assist and support employees who voluntarily seek help for drug or alcohol problems
before becoming subject to discipline or termination under this or other Denison policies. Such
employees will be allowed to use accrued paid time off, placed on leaves of absence, referred
to treatment providers and otherwise accommodated as required by law. Employees may be
required to document that they are successfully following prescribed treatment and to take and
pass follow-up tests if they hold jobs that are safety-sensitive or require driving, or if they have
violated this policy previously. Once a drug test has been initiated under this policy, unless
otherwise required by the Family and Medical Leave Act or the Americans with Disabilities Act,
the employee will have forfeited the opportunity to be granted a leave of absence for treatment,
and will face possible discipline, up to and including discharge.
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or
alcohol. This policy does not prohibit employees from the lawful use and possession of
prescribed medications. Employees must, however, consult with their doctors about the
medications’ effect on their fitness for duty and ability to work safely, and they must promptly
disclose any work restrictions to their supervisor.
Whenever you are working, are operating any company vehicles or are driving on behalf of
Denison, are at any of our facilities or offices or are conducting company-related work offsite,
you are prohibited from:
• Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to
include possession of drug paraphernalia).
• Being under the influence of alcohol or an illegal drug as defined in this policy.
• Possessing or consuming alcohol.
The presence of any detectable amount of any illegal drug, illegal controlled substance or
alcohol in an employee’s body system, while performing our business or while in a company
facility, is prohibited.
We will also not allow you to perform your duties while taking prescribed drugs that are
adversely affecting your ability to safely and effectively perform your job duties. If you are taking
a prescribed medication, you must carry it in a container labeled by a licensed pharmacist or be
prepared to produce the container if asked.
Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement
agency and may result in criminal prosecution.
Alcohol at Company Functions
In cases where alcohol is available or served (such as a company events), you are reminded to
be cautious and to control your consumption and the consumption of your guests. Although
these events are not deemed to be “work” and are optional in nature, your behavior at these
events may impact your employment.
Pre-employment
All candidates for positions requiring DOT licensing are required to successfully pass a drug
test.
Certain clients and/or contracts may also require pre-employment testing. You will be informed
if such testing is required.
Reasonable Suspicion
Employees are subject to testing based on (but not limited to) observations by at least two
members of management of apparent workplace use, possession or impairment. HR must be
consulted before sending an employee for testing. Management will use the Reasonable
Suspicion Observation Checklist to document specific observations and behaviors that create a
reasonable suspicion that an employee is under the influence of illegal drugs or alcohol.
• Odors (smell of alcohol, body odor or urine).
• Movements (unsteady, fidgety, dizzy).
• Eyes (dilated, constricted or watery eyes, or involuntary eye movements).
• Face (flushed, sweating, confused or blank look).
• Speech (slurred, slow, distracted mid-thought, inability to verbalize thoughts).
• Emotions (argumentative, agitated, irritable, drowsy).
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• Actions (yawning, twitching).
• Inactions (sleeping, unconscious, no reaction to questions).
When reasonable suspicion testing is warranted, both management and HR will meet with the
employee to explain the observations and the requirement to undergo a drug and/or alcohol
test within two hours. Refusal by an employee will be treated as a positive drug test result and
will result in immediate termination of employment.
Under no circumstances will the employee be allowed to drive himself or herself to the testing
facility. A member of management must transport the employee or arrange for a cab and
arrange for the employee to be transported home.
Employees who refuse to cooperate in required tests or who use, possess, buy, sell,
manufacture or dispense an illegal drug in violation of this policy will be terminated. If the
employee refuses to be tested, yet we believe he or she is impaired, under no circumstances will
the employee be allowed to drive himself or herself home.
Employees who test positive, or otherwise violate this policy, will be subject to discipline, up to
and including termination.
Information and records relating to positive test results, drug and alcohol dependencies, and
legitimate medical explanations will be kept confidential to the extent required by law and
maintained in secure files separate from normal personnel files. Such records and information
may be disclosed among managers on a need-to-know basis and may also be disclosed when
relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an
employee or applicant.
We reserve the right to inspect all portions of the Company’s premises for drugs, alcohol or
other contraband; affected employees may have union representation involved in this process If
in a unionized facility). All employees, contract employees and visitors may be asked to
cooperate in inspections of their persons, work areas and property that might conceal a drug,
alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in
such inspections are subject to appropriate discipline, up to and including discharge.
Crimes Involving Drugs
We prohibit all employees, including employees performing work under government contracts,
from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on
company premises or while conducting company business. Our employees are also prohibited
from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel
may be notified, as appropriate, when criminal activity is suspected.
We do not desire to intrude into the private lives of its employees but recognizes that
employees’ off-the-job involvement with drugs and alcohol may have an impact on the
workplace. Therefore, we reserve the right to take appropriate disciplinary action for illegal drug
use, sale or distribution while off company premises. We reserve the right to take appropriate
disciplinary action for alcohol or legal drug use (i.e., medical marijuana) while off company
premises, if it impacts your work performance. All employees who are convicted of, plead guilty
to or are sentenced for a crime involving an illegal drug are required to report the conviction,
plea or sentence to HR within five days. Failure to comply will result in automatic discharge.
Cooperation in complying may result in suspension without pay to allow management to review
the nature of the charges and the employee’s past record.
Inclement Weather or Other Emergencies
It is our policy to remain open during most periods of inclement weather; however, where
extraordinary circumstances warrant, due to weather or other unforeseen business interruptions,
we do reserve the right to close facilities. Should this occur, your manager will reach out to you
with information.
Regardless of whether your facility remains open or closed on an inclement day, it is your
decision to determine if you can safely arrive at work under the conditions, however, attendance
rules apply.
If your county is “closed” or “under warning” (designation will vary by State) where emergency
vehicles only are allowed to travel, your absence will be considered excused.
We are committed to a policy of employment and advancement based on qualifications and
merit and we do not discriminate in favor of or in opposition to the employment of relatives.
Due to the potential for perceived or actual conflicts, such as favoritism or personal conflicts
from outside the work environment, which can be carried into the daily working relationship,
Denison will hire relatives of persons currently employed only if:
• Candidates for employment will not work directly for or supervising a relative, and
• Candidates for employment will not occupy a position in the same line of authority in
which employees can initiate or participate in decisions involving a direct benefit to
the relative. Such decisions include hiring, retention, transfer, promotion, wages and
leave requests.
"Family member" is defined as one of the following: spouse or significant other, parent/step
parent, child/step child, grandparent, grandchild, brother/brother-in-law, sister/sister-in-law,
uncle, aunt, nephew, niece, first cousin, in-laws (father, mother, son, daughter, sister, brother).
The hiring manager is responsible for ensuring initial policy compliance. Managers are
responsible for monitoring changes in employee reporting relations after initial hire to ensure
compliance with this policy.
You are responsible for immediately reporting any changes to your day-to-day manager and HR.
Exceptions to this policy can only be made by the President and HR Director.
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News Media Contact
Events may occur at our facilities that draw attention from the news media. It is important that
one person speaks for Denison to deliver an appropriate message and to avoid giving
misinformation in any media inquiry. We ask you to abide by the following media policy.
Answer all inquiries like this: “I am not authorized to comment for Denison (or I don’t have the
information you want). Let me have someone contact you.”
Although Denison is a parking company, not all employees will receive free parking at their
place of employment. You must park where your manager designates and follow those parking
rules. If you believe that you need special considerations, please contact Human Resources.
Employment with Denison does not automatically provide you with free parking during non-
working hours or at other Denison facilities.
Personal effects left in your vehicle or a Denison vehicle are at your risk. Damages to personal
vehicles parked on Denison premises are also your responsibility. We cannot be responsible for
personal losses, regardless of where they occur.
Personal Relationship Policy
We encourage employees socialize and develop professional relationships in the workplace
provided that these relationships do not interfere with the work performance of either individual
or with the effective functioning of the workplace.
If you engage in personal relationships (including romantic and sexual relationships), you should
be aware of your professional responsibilities and will be responsible for assuring that the
relationship does not raise concerns about favoritism, bias, ethics and conflict of interest. In
cases of doubt, advice should be sought from HR.
Romantic or sexual relationships between employees where one individual has influence or
control over the other's conditions of employment are inappropriate. These relationships, even
if consensual, may ultimately result in conflict or difficulties in the workplace. If such a
relationship currently exists or develops, it must be disclosed:
• The manager or employee who has influence or control over the other's conditions of
employment has an obligation to disclose his/her relationship to their manager.
• The other employee involved in the relationship is encouraged to disclose the
relationship to HR.
When a conflict or a potential for conflict affecting terms or conditions of employment arises
because of the relationship, the individuals concerned will be given the opportunity to decide
who is to be transferred to another position, or terminated, if no position is available. If they are
unable to decide, we will decide for them.
We recognize that people make mistakes and you may not always follow our policies closely.
We want to give you a chance to correct your behavior when possible and assist you in the
process. We also want to ensure that serious offenses are thoroughly investigated and dealt
with.
Our disciplinary process could have as many as six steps. These steps are:
(1) Verbal warning
(2) Informal meeting with manager
(3) Formal reprimand
(4) Formal disciplinary meeting
(5) Penalties
(6) Termination
All these phases are official, and each manager must document them. HR must also receive
records of the process from step 3 onwards.
Managers should let you know when a progressive discipline procedure is launched. For
example, pointing out a performance issue is not necessarily a verbal warning and may be part
of the regular feedback you receive. If your manager judges that a progressive disciplinary
process is appropriate, they must clarify this to you and document the step.
Each step may be repeated instead of moving forward to the next step at your manager’s
discretion. For example, a manager may choose to have more than one informal meeting with
an employee (step 2) before they work with HR to issue a formal reprimand (step 3.) Managers
can make the decision to repeat a step if they:
• Feel that the step was not properly executed the first time.
• See signs of improvement in the employee and want to help them further.
• Believe conditions or parameters have changed enough to make repeating the step
The progressive discipline process does not have to begin at step 1: verbal warning. It may
begin from a different step, according to the severity of misconduct.
Any step may be skipped if management or HR believe the steps are obsolete. For example, if
an employee has received several formal reprimands for the same offense, we may choose to
terminate the employee directly. Or an employee may be directly suspended for a short period
as a punishment.
This policy only provides general guidelines. We reserve the right to treat circumstances in a
different way from that described in this policy. We are always obliged to act fairly and lawfully
and document every stage of the progressive discipline process.
If you leave us, we ask that you provide with at least two (2) weeks advance notice of your
departure. Your thoughtfulness will be appreciated.
All of our property including, but not limited to, keys, security cards, cell phones, parking
passes, laptop computers, uniforms, etc., must be returned at separation. Employees also must
return all of our Confidential Information upon separation (see page 30).
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To the extent permitted by law, you will be required to pay through payroll deduction for any
lost or damaged property.
We have a no reference policy. We will, however, provide employment verification through
Human Resources. Employment verification includes date of hire, date of termination, and
position held.
You or Human Resources may initiate an exit interview.
We are committed to providing a safe and healthy workplace, specifically in regard to the
personal health hazards related to tobacco productions.
Denison’s policy toward smoking includes tobacco products, vaping, e-cigarettes, and
smokeless tobacco.
We do not allow smoking:
• In any enclosed workspaces, this includes any parking facility or floor in a parking facility
that is NOT open sided..
• Any area within 15 feet of a public entrance to a public place or place of
employment/office.
• In view of any client or customer
Smoking, vaping and the use of smokeless tobacco is prohibited in Denison owned or leased
vehicles.
Social Media Policy
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 risks and 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.
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 us, as well as any other form of electronic
communication.
The same principles and guidelines found in our 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. Keep in mind that any
of your conduct that adversely affects your job performance, the performance of fellow
employees or otherwise adversely affects members, customers, suppliers, people who work on
behalf of Denison or Denison’s legitimate business interests may result in disciplinary action up
to and including termination.
Know and follow the rules
Carefully read these guidelines and all other policies provided in this handbook 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.
Be respectful
Always be fair and courteous to fellow employees, customers, members, suppliers or people
who work on our behalf. Also, keep in mind that you are more likely to resolve 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, that disparage customers, members,
employees or suppliers, or that might constitute harassment or bullying. Examples of such
conduct might include offensive posts meant to intentionally harm someone's reputation or
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 company policy.
Be honest and accurate
Never post any information or rumors that you know to be maliciously false about Denison,
fellow employees, members, customers, suppliers, people working on behalf of Denison or
competitors.
Post only appropriate and respectful content
Maintain the confidentiality of our trade secrets and private or confidential information. Trade
secrets may include information regarding the development of systems, processes, products,
know-how and technology. Do not post internal reports, financials, policies, procedures or other
internal business-related confidential communications.
Respect financial disclosure laws. It is illegal to communicate or give a "tip" on inside
information to others so that they may buy or sell stocks or securities. Such online conduct may
also violate the Insider Trading Policy.
Do not create a link from your blog, website or other social networking site to our website
without identifying yourself as our employee.
Express only your personal opinions. Never represent yourself as our spokesperson. If we are a
subject of the content you are creating, be clear and open about the fact that you are an
employee and make it clear that your views do not represent our views. If you do publish a blog
or post online related to the work you do or subjects associated with Denison, make it clear that
you are not speaking on behalf of Denison. It is best to include a disclaimer such as "The
postings on this site are my own and do not necessarily reflect the views of Denison."
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 our Computer Use Policy. Do
not use your work email address to register on social networks, blogs or other online tools
utilized for personal use.
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We prohibit taking negative action against anyone for reporting a possible deviation from this
policy or for cooperating in an investigation. Any employee who retaliates against another
employee for reporting a possible deviation from this policy or for cooperating in an
investigation will be subject to disciplinary action, up to and including termination.
Work from Home Policy
Employees are allowed to work from home only if their job duties permit it and Executive
Leadership and Human Resources approves. For example, people who are obliged to come in
direct physical contact with customers are not eligible to telecommute, while employees who
carry out most of their work on a computer may occasionally work off-site.
Before entering any work from home arrangement, you and the Executive Leadership will
discuss your request to work from home, or your manager’s decision to have you work remotely.
That discussion will include looking at the following points:
• Job responsibilities. How would your job responsibilities be covered?
• Equipment needs, workspace design considerations, and scheduling issues. Do you
have the physical workspace environment, equipment and resources to be able to work
remotely?
• How will you maintain confidentiality in your remote work location?
Working from Home
To ensure optimal employee performance while working from home, remote employees must:
• Choose a quiet and distraction-free working space.
• Have an internet connection adequate for the job.
• Dedicate full attention to job duties during working hours.
• Adhere to break schedules approved by their manager.
• Ensure work and break schedules compliment other team members.
You will be expected to complete your usual work and maintain your usual work schedule.
Work from home employees must follow our usual policies, such as:
• Confidentiality
• Computer Use
• Code of Conduct
• Harassment
All arrangements for work from home shall meet the following expectations:
• Goals and expectations will be communicated to the employee by managers and may
change depending on business needs.
• Employee will be immediately available during normal working hours to attend
conference calls, respond to other employees, managers, and leadership unless
employee is scheduled for vacation or has called in sick.
You and your manager will need to discuss the required equipment you will need in order to do
your job. In some cases, we may provide you with equipment, or we may outline ways in which
your personal laptop or desktop could access our systems. Equipment we provide to you is to
be used for business purposes only. You will be responsible for safe-keeping and return of all
Denison equipment. Denison will not offer reimbursement/payment for an internet connection,
DSL, enhanced download/upload speed, etc., at this time.
Employees are expected to maintain their home workspace in a safe manner, free from safety
hazards. Denison will provide each remote worker with a safety checklist that must be
completed as requested.
Work from home employees who are not exempt from the overtime requirements of the Fair
Labor Standards Act will be required to accurately record all hours worked using the usual time-
keeping system. Hours worked in excess of those scheduled per workweek require the advance
approval of your supervisor.
47 | P a g e rev. 09/01/2022