216 – ISSUE REPORTING

It is the Company policy that employees should have the opportunity to voice their work-related concerns. Employees are encouraged to consult with their Supervisors, other members of management, and then the Human Resources department when they have a concern or question about policies or practices. The Company will consider each issue received and attempt to resolve it promptly under the guidelines of this policy.

This policy uses the term “issues” to describe an employee’s expressed dissatisfaction concerning any interpretation or application of Company policies, procedures, or rules. This also includes complaints or reports of alleged illegal or unethical behaviors. (See Whistleblowing and Retaliation policy).

Complaints that are presented in good faith and signed by the employee or presented in person by the employee will be reviewed and investigated. While anonymous issues will receive appropriate attention, generally these types of allegations are difficult to substantiate.

An employee should first present concerns to his or her immediate Supervisor. Most problems, when openly discussed, can be resolved at this point. If the complaint involves the employee’s Supervisor, or if the employee is otherwise uncomfortable presenting the complaint to his or her immediate Supervisor, the employee should take the complaint to their next-tier Supervisor. If the employee does not get a response or is not satisfied with the second-tier response, the employee may file written documentation of the complaint via the Assistance Request Form. The employee will be contacted for additional information and will receive a timeline or other indication regarding the date by which a decision will be made. If an employee does not get a response within the stated time limitation or is not satisfied with the response, the employee may request a meeting with the Human Resources Director or his/her designee. The meeting will be informal and will take place by telephone or in person. 

The employee, Supervisor, and manager/department head may present any information they deem relevant to the Human Resources representative at the meeting. The Human Resources department will try to communicate the resolution and/or decision within ten business days (excluding weekends) after the meeting.

Information concerning an employee complaint will be kept confidential to the extent practicable under the circumstances. Members of the management team responsible for the investigation and/or responding to the complaint will discuss it only with those individuals who have a need to know about the issue or who are needed to supply background information or advice.

The Company, at its discretion, may proceed with disciplinary action against an employee even if the employee has a complaint pending under this policy, as long as it is not in retaliation for the pending complaint. (See Whistleblowing and Retaliation policy). The Company may, at its discretion, refuse to proceed with the investigation or resolution of any complaint determined to be improper under this policy. Further, this policy does not alter the employment-at-will relationship in any way.

@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021, 05/25/2023 - 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.