Hiring
Dow Aero (“Company”) believes that hiring the most qualified individuals to fill positions contributes to the overall strategic success of the Company. In hiring, along with promoting, the most qualified candidates for available positions, we adhere to the following hiring policies and processes.
Referral Bonus
The Company is always looking for great people to grow and improve the organization, and you can help.
If you know someone who would be an excellent addition to the team, referring them to apply for a position they qualify, and are later, hired for, could net you a $500 referral bonus (before applied taxes). To be eligible, employees must:
Advise the individual they referred to enter their (your) first and last name within the "Who referred you for this position" field of the job application.
Applications can be submitted from many popular online boards (Indeed, LinkedIn, Glassdoor, ZipRecruiter) or directly from the Company's jobs page.
If an employee's referral is hired after an extensive evaluation can be performed, which remains consistent with the Company's hiring policies and procedures, they (you) would be eligible for the referral bonus to be applied within a subsequent payroll as long as all other programs conditions are met.
Program Rules
All Company employees, except those with hiring authority over the referred applicant(s), are eligible for the referral bonus.
Hiring a referred employee must occur within 180 days (six months) of the initial application date.
The referral must represent the candidate's first contact with the Company.
Contractors and former employees are not eligible candidates for referral awards.
The first employee to refer a specific candidate is the only person eligible for payment.
Only candidates who meet the essential qualifications for the position will be considered.
All candidates will be evaluated for employment consistent with the Company's hiring policies and procedures.
All referral bonus payments will be paid within 30 (thirty) days after the referred individual's first day of employment at the Company.
Only referrals that occurred on or after program acceptance, effective February 1, 2022, will be eligible for the bonus.
Referring employee must complete, at minimum, 1 year of employment with Dow from referral hire date. If employment with Dow is less than 1 year from referral hire date, then referring employee may be subject to reimbursing referral fee back to Dow. This fee would be deducted from the referring employee’s final payroll.
New Hire Personnel Requisitions / Positions
A New Hire request shall be communicated to HR to open a job listing. The request will be communicated by the prospective manager.
Once HR has been notified of the need to open a job listing, HR will perform the following:
Send hiring manager the most recent version of the job description and Employee Familiarization Training (EFT) Form for review and/or update.
If the position description or EFT form for the job listing is not available, then HR will request hiring manager to draft a position description and EFT for the role.
All new position descriptions shall include the following information as applicable:
Position Title and Department
Is position Safety Sensitive or Non-Safety Sensitive?
Expected Employment Status
Reasoning for request
Desired timeframe in which the position should be filled
Opening Summary Paragraph
Essential Responsibilities of the position*
Competencies of the position*
Required Education and Experience*
Preferred Education and Experience*
Primary work environment
List of Physical Demands of the position
Permitted working days and hours
Management / Supervisory responsibilities*
Travel requirements
Required Personal Equipment/Toolin
* Denotes required information
Once a review or creation of the job listing and/or EFT form has been made by the hiring manager, and approved by HR for proper content and company polices, HR will load the job listing in the HRIS hiring system and activate the listing. HR will maintain the position description and EFT form.
Select here to create a personnel requisition >
Personnel Transfers
Personnel transfers shall be communicated to HR the desire to move an employee from position to position within the company. The request will be communicated by management.
Upon notification of the transfer request, HR will perform the following:
Send the hiring manager the most recent version of the job description and Employee Familiarization Training Form for review and/or update.
If the job description or EFT form for the job listing is not available, HR will request the manager draft a job listing and/or EFT for the role.
New job descriptions and EFT forms will be reviewed by HR for proper content and company polices.
Once a review or creation of the job listing and/or EFT form has been made by the manager, and approved, HR will maintain the job listing and EFT form.
All personnel transfer requests shall include the following information:
Position Description/Title
Suggested pay rate.
Suggested pay rates will be evaluated by HR.
Reasoning for request
Desired timeframe for transfer to occur.
Select here to create a personnel requisition >
Job Listings
Every job opening shall be posted on the Company’s job listings page to allow applicants and employees to review. These listings will also be presented on a number of job listing boards, including Indeed and Glassdoor. Jobs will remain posted until the hiring manager notifies Human Resources to remove the active job listing.
Recruitment Advertising
Positions may be advertised externally based on need and budgeting capability. This can include paid ads on job listing boards or postings on Company social media accounts. Human Resources is responsible for authorizing all recruitment advertising.
Paid ads for job listing boards will only be maintained by the Company’s Human Resources department.
The Company’s Communications department will maintain postings on social media accounts or the Company website.
Bulletin Postings
To help extend the Company's job listings scope the position’s hiring manager and/or Human Resources may strategically place position details on bulletin boards at higher education institutions or other appropriate locations. Consult with Human Resources for more details.
Salary History Inquiry
To avoid pay disparity issues that may arise in collecting past compensation details of job applicants, the Company prohibits personnel from inquiring into an applicant’s salary history during the hiring process. Salary history is defined as an individual's current or prior compensation, including base pay, incentive pay, benefits, and other forms of compensation. The Company shall not ask about salary history:
On a job or employment application;
During a pre-screening phone call or interview;
When conducting reference checks; or
Through any other means.
Applicants may be informed of the current salary range for the position they’ve applied for at the Company. Applicants may also be asked of their salary expectations to ensure alignment with the compensation being offered by the Company. However, at no time shall an applicant be encouraged or prompted to disclose his or her current salary.
All offers of employment will include compensation based on the Company’s defined salary range for the position. Once an offer of employment has been extended, an applicant may voluntarily disclose salary history if they choose to negotiate starting pay within the defined salary range.
Interview Questions
Hiring Leads are required to provided the Company’s Human Resources (“HR”) department with a general list of interview questions that will be use for each respective open job listing.
Select here to review the applicant question guidelines >
Employment of Foreign Nationals
This policy establishes guidelines on maintaining consistent decisions and practices to ensure compliance with federal regulations governing the employment of foreign nationals. It serves to protect the organization and individual employees from substantial penalties that may be incurred in the employment of unauthorized individuals. This policy applies to the employment of foreign nationals regardless of their employment status at the Company.
The Company may employ, or make employment offers to, foreign nationals only when United States citizens or permanent residents of equal training, experience, and competence for the position are unavailable. Such a determination can only be made following a completely documented search and evaluation process. Employment of foreign nationals will be authorized only under the provisions of this policy and only when conditions and visa requirements established by federal law are ensured and documented. Under no circumstances may the Company knowingly employ, or contract employment with, an unauthorized individual.
Any offer of employment to a foreign national under a nonimmigrant program is considered temporary and is subject to the terms and conditions of the specific program’s work authorization. Petitions from the Company supporting H-1B visa classification will be reserved for individuals who have been offered positions requiring similar credentials. Holders of H-1B visas may be appointed only for the time period permitted under the individual’s visa. The Company’s highest ranking Human Resources (HR) official is permitted to authorize an attorney to represent the Company in any nonimmigrant or immigrant petition or application proceedings. A foreign national may choose to retain an attorney to represent their interests; however, the Company will not cover expenses for this private representation.
Nothing in this policy should be used as the basis for discrimination against any individual or group because of race, sex, age, color, religion, national origin, disability, or veteran status; nor will it be construed to be a basis for circumventing equal employment opportunity laws, hiring policies, and standard employment procedures.
Responsibility
The Company’s Human Resources (HR) department is responsible for ensuring that employment offers to foreign national applicants for positions are contingent on receipt of necessary work authorization documents.
Definitions
Foreign national - An individual who is not a United States citizen, permanent resident, or resident alien of the United States.
Permanent resident or resident alien - An individual who has been lawfully admitted to the United States to live, an immigrant or holder of a green card.
Nonimmigrant - A citizen of another country who has been admitted to the United States for a temporary period and for a specific purpose.
H-1B Visa - A temporary, nonimmigrant visa issued to a foreign national who has specialized education credentials and who has been offered a position requiring the application of a theoretical and specialized body of knowledge acquired in their degree program.
Offer of Employment
Once a decision has been made by the job listing’s hiring manager to move forward with providing an offer of employment to a candidate, Human Resources shall be notified. Upon notification, Human Resources will verify the candidate best meets the requirements of the position and is within the reasonable compensation boundary for the position. Human Resources may collaborate with the position’s hiring manager to determine the preferred starting date, but the offered starting date will usually be around two (2) weeks after an offer is prepared.
Human Resources will prepare the offer using a template that is appropriate for the type of offer being made, such as whether an initial probationary period shall exist or if the position is temporary. The template will contain the prospective employee’s initial pay rate and schedule, employment classification and status, along with a potential starting date (Hire Date). Optionally, a committed future pay rate or other terms may also be included. Numerous key terms and conditions will also be included in the offer, including drug and alcohol program and personal protective equipment (PPE) requirements, details on avoiding conflicts of interest, and our at-will employment statement.
Once an offer has been submitted the candidate will generally have two days to either accept the offer of employment or request a counter offer. Human Resources, in collaboration with the hiring manager will determine whether a counter offer shall be provided on a case-by-case basis.
90 Day Probationary Employment
Dow Aero uses a 90-day probationary period for all new hire and rehired employees. This time frame supports our adherence to the at-will nature of your employment with the Company, which allows employees to leave employment at any time, with or without notice or cause. It also allows the company to terminate any employee at any time, with or without prior notice or cause.
The probationary period is intended to facilitate the following:
Trial period to provide both parties with an opportunity to see if the working relationship is a good fit.
Opportunity for employee to demonstrate their attributes, skills, knowledge, work ethics, and overall job performance.
Familiarization of employee with company policies, procedures, standards, workflow, co-workers, and management.
Employee determination if the new position meets all their expectations.
If there are any significant employee absences during the probationary period, then the probationary period will be extended by the length of the absence. If the company determines the probationary period doesn’t allow ample time to evaluate the employee’s performance, the probationary period may be extended for a specified period. If the probationary period is extended for any reason, employee will be notified in writing of reasoning and extension period.
Dow Aero encourages all new or rehired employees to get to know their fellow coworkers and managers quickly as this tends to help them succeed with our company. We expect the employee to also become familiar with other relevant information about the company including the company’s rules and regulations.
During the probationary period, new hires and rehires will receive the following:
Onboarding and new hire training provided by the department manager, member of HR team, or training staff.
Access to company policies.
All state and federally required benefits.
If the employee is determined to have met job requirements by the end of the training period and continues their employment with Company, they will be eligible to receive all normal and customary benefits offered to regular employees. These benefits may include:
Health insurance
Life and disability insurance
Paid time off
Wellness Leave
During the probationary period and always thereafter, employees will be subject to the at-will employment doctrine. Nothing in this policy shall be construed to alter or eliminate an employee’s at-will status.
Background Check
All offers of employment are contingent upon the Company approving the results of a thorough background check. Background checks will be conducted for candidates who have received and accepted offers from the Company. Additionally, employees who are promoted may also undergo a background check. Background checks can include:
Social Security Verification validates the applicant's Social Security number, date of birth and former addresses.
Criminal History includes review of criminal convictions and probation. The following factors will be considered for applicants with a criminal history:
The nature of the crime and its relationship to the position.
Candidates convicted of fraud or other felonies relating to a Department of Defense (DoD) contract after September 29, 1988 are prohibited from serving in a:
Management or supervisory capacity;
Board of directors role;
As a consultant, agent, or representative for the Company; or
In any other capacity with the authority to influence, advise, or control the decisions of the Company with regard to a Department of Defense (DoD) contract.
The time since the conviction.
The number (if more than one) of convictions.
Whether hiring, transferring, or promoting the applicant would pose an unreasonable risk to the business, its employees, or its customers and vendors.
The following additional background checks may also be required when applicable to the position:
Prior Employment Verification confirms candidate’s employment with the listed companies on résumé and/or employment application, including:
Dates of employment.
Position(s) held.
Additional information available pertaining to performance rating.
Reason for departure.
Eligibility for rehire.
Educational Verification confirms the candidate’s claimed educational institution, including;
Starting attendance date.
Ending attendance date.
Degree/diploma received.
Motor Vehicle Records provides a report on an individual's driving history when driving is an essential requirement for the offered position.
Credit History confirms candidate's credit history when the offered position involves extensive management of Company funds.
Results for New Hire
Human Resources will order the background check and the Company’s approved background check service provider, Checkr, will conduct the ordered check. A Human Resources representative will review all results. Should the results be approved, Human Resources will proceed with the next steps in the hiring process. If results return negative or incomplete information, Human Resources and the hiring manager will assess the potential risks and liabilities related to the job’s requirements and determine whether Adverse Action shall be taken (leading to offer of employment being withdrawn by the Company). If a decision not to hire is made based on the results of a background check, certain additional Fair Credit Reporting Act (FCRA) requirements may need to be processed and will be handled by Human Resources in conjunction with the background check service provider. A notice of Adverse Action shall be submitted to the candidate by email. Five (5) days will be provided for the candidate to challenge the results with the background check service provider. If the results are satisfactory overturned and thus become approved, Human Resources will proceed with the next steps of the hiring process.
Results for Promoting Employee
Human Resources will order the background check and the Company’s approved background check service provider, Checkr, will conduct the ordered check. A Human Resources representative will review all results. Should the results be approved, Human Resources will proceed with the next steps in the hiring process. If results return negative or incomplete information, Human Resources and the hiring manager will assess the potential risks and liabilities related to the job's requirements and determine whether Adverse Action shall be taken. Adverse Action may include removal from consideration for the offered position, up to termination of employment depending on the severity. A notice of Adverse Action shall be submitted to the employee. Five (5) days will be provided for the employee to challenge the results with the background check service provider. If the results are satisfactory overturned and thus become approved, Human Resources will proceed with the next steps promoting process.
Drug Screening
After Human Resources has approved a candidate’s Background Check, candidates will be asked to provide a urine specimen at a Company approved collection site that will test for the use of illegal drugs. Collection/Testing will be performed in accordance with applicable federal, state, and/or local laws, unless the candidate has been offered a role that includes safety-sensitive functions, in which collection/testing will be performed in accordance with Federal Aviation Administration (FAA) and Department of Transportation (DOT) regulations.
See the Company’s drug and alcohol policies and procedures for more details >
Internal Transfers
Employees who have been in their current position’s for at least six (6) months may apply for job openings offered by the Company. Available listings can be found on the Company’s job listings page.
All internal applicants for a posted job listing will be considered on the basis of their qualifications and ability to perform the job successfully.
Consult with Human Resources for more details.
Contingent Staffing
The Company acknowledges that a portion of its staffing requirements may be met through the employment of agency temporaries and contractors. The Company’s Human Resources (HR) department is responsible for identifying and reviewing employment vendor relationships. Contractual agreements relating to fee schedules, bill rates, payment schedules, selection processes and replacement policies shall be negotiated in advance of any placement of temporary employees or contractors.
The Company’s Human Resources (HR) department is responsible for the overall management of the selection, in partnership with the Department Lead and/or the position’s direct manager, and the hiring process when related to temporary and contract employees. The release of all contract and temporary employees must be coordinated through the HR department directly with the agency. The Department Lead for HR is the designated Company representative authorized to enter into a legally binding agreement with any type of staffing-related agency or business.
Payment of services rendered by temporary and contract employees may only be paid directly to a third-party agency whose primary purpose is to provide temporary and contract employees.
Procedures
The department supervisor/manager will contact the Company’s Human Resources (HR) department with a request for a temporary employee.
The request will only be reviewed when it is based on the following reasons:
Special projects with defined time frames;
Coverage for an employee going out on a leave of absence; or
Need for additional personnel during emergency Company initiatives.
The Department Lead and/or the position’s direct manager will provide the Company’s Human Resources (HR) department with:
Date a temporary employee is needed;
Job responsibilities;
Job location;
Shift information;
Duration of the assignment (e.g., one month); and
Confirmation of availability of funds in the department’s budget for a temporary employee.
The Company’s Human Resources (HR) department will contact the temporary agency with a request for a temporary employee, while providing the agency with specific requirements.
The HR department will review credentials of temporary employee candidates and make a selection, in partnership with the Department Lead and/or the position’s direct manager.
The Department Lead or the position’s direct manager will be responsible for verifying temporary agency timesheets during the assignment.
Extension of temporary employees must be approved by the Company’s Human Resources (HR) department.
If any performance concerns with a temporary employee arise, the Department Lead or the position’s direct manager shall notify the Company’s Human Resources (HR) department immediately.
Disciplinary actions must be approved by the HR department, in collaboration with the temporary agency representative.
Temporary Employment Agency, Contract Employer, or Other Recruitment Organization
Candidates being provided by or employee’s employed by a temporary employment agency, contract employer, or other recruitment organization shall be provided the same legal treatment as their peers that are employed by the Company. These organizations shall:
Have competent awareness of local employment laws on where the employee will be performing work;
Not charge recruitment fees to the employee;
Ensure that employee wages meet applicable federal, state, or host-country legal requirements (or provide an acceptable explanation of any variance).
Employees that are employed with any of these organizations shall have one of the following employment statuses:
Leased
Temporary
Contract
Internship