Equal Employment Opportunity
DCL provides equal employment opportunity to all employees and applicants without regard to race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status, or any other classification protected by applicable federal, state, or local law. The policy applies to hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline, and termination.
Reasonable Accommodations (ADA)
In compliance with the Americans with Disabilities Act, DCL provides reasonable accommodations to qualified individuals with disabilities to the fullest extent required by law. The Company engages in an interactive process with each employee to identify accommodations. Employees who need an accommodation are responsible for coming forward so the Company can address the known limitation.
A Workplace Free From Harassment
DCL is committed to a work environment free of sexual and unlawful harassment or discrimination. Prohibited conduct includes unwelcome sexual advances, requests for sexual favors, lewd or obscene remarks, slurs, stereotypes, and other verbal, physical, or visual conduct that creates a hostile or offensive work environment or affects employment decisions.
Non-Retaliation
Employees who in good faith report harassment, discrimination, or other policy violations, or who participate in an investigation, will not be subject to retaliation. Concerns may be raised to a supervisor, any member of management, the President, or Human Resources without fear of reprisal.
A Signed Handbook Acknowledgement
Each employee receives a copy of the DCL Employee Handbook and signs an acknowledgement of receipt. The handbook summarizes personnel policies and benefits. It is not a contract of employment and does not alter the at-will employment relationship. Employees are responsible for familiarizing themselves with its policies.
At-Will Employment
Employment with DCL is on an at-will basis unless otherwise specified in a written employment agreement. Either party may end the employment relationship at any time, for any lawful reason, with or without cause and with or without notice. Only the CEO, President, or CFO may modify that status, and only in a signed writing.
Fair Pay & Hours Practices
Employees are paid bi-monthly on alternate Fridays, by check or direct deposit. Nonexempt staff are paid in accordance with federal and Virginia overtime law, and overtime must be authorized in advance by a manager. Time cards are official records and may not be falsified. Payroll deductions for federal and state taxes, Social Security, Medicare, SDI, court-ordered garnishments, and other lawful items are itemized on each paycheck.
Privacy & Confidentiality
DCL is respectful of employee privacy. Demographic and personal information is shared only as required in the normal course of business. Health enrollment information is kept separate from other HR records. Employees are required to safeguard Confidential Information about the Company and to sign a Non-Disclosure Agreement as a condition of employment.
