204 – WORKPLACE PRIVACY & EMPLOYEE INFORMATION

It is the Company’s goal to respect the overall privacy of its employees and at the same time maintain a safe and secure workplace.

Investigations. When issues of safety and security arise, employees may be requested to cooperate with an investigation. The investigation may include the following procedures to safeguard the Company and its employees: searches of personal belongings, searches of computer/internet/email use, searches of work areas, searches of private vehicles on Company premises, medical examinations, and the like. Failure to cooperate with an investigation is grounds for termination. Providing false information during any investigation may lead to discipline, including termination.

Any examination, such as a medical examination required during the course of an investigation, will be paid for by the Company. The results of any medical examination will be maintained in confidence and provided only on a need-to-know basis. To reiterate, employees should have no expectation of privacy regarding content or activities conducted via their work-issued computer, cell phone and/or landline telephone. Similarly, there should be no expectation of privacy regarding the contents of workplace offices, desks, drawers, and or other workspaces. 

Employment Information. Employee records and employment information are strictly confidential, although some data points may be released on a very limited basis, for the following reasons:

  • Audits to ensure customer contract/legal compliance

  • Workers’ compensation claims

  • Verification of employment

  • Background checks

  • Benefit enrollment/tax purposes

  • To ensure appropriate disability accommodation

  • Pursuant to a subpoena or legal action (as described above).

This type of data will only be used for a distinct business purpose and will not be provided to marketers or for any unauthorized, third-party use.

Media and Promotional Activities. From time to time, the Company may publish photographs, videos, or narratives for the purpose of promotional use in print, online, social media, and/or video-based marketing materials (or other Company publications). Where possible, permission will be requested of employees to ensure participation is acknowledged.

Employees are able to opt-out of any use of their image, words, etc. (click here for opt-out form).

Please be aware that there is no financial compensation of any type (royalties, etc.) associated with the taking or publication of media images or narratives or participation in Company marketing materials or other publications.

 

@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021, 06/06/2022 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.