The working world of today is different. Successful relationships between employers and employees are more like partnerships. But as with all partnerships, they entail both entitlements and obligations. Employment in a privately held company is also different for, in the good ones, after a few years of successful contribution, many members of the team are invited to become owners and not just employees. The rules, practices and obligations around ownership in privately held companies are sometimes fuzzy. A few years ago we decided to clarify both the entitlements and obligations that Dillon employees enjoy, as well as some key aspects associated with ownership, in a document we provide to all Dillon employees. We call it the Employee Charter of Entitlements and Expectations. An overview of that document is presented here.
The charter acknowledges both the formal contracts (applicable legislation, Dillon’s Conditions of Employment and the Dillon Shareholders’ Agreement) and informal, unwritten contracts that exist between the firm and its employees. The informal contract is part of our culture … part of our mutual understanding of what expectations each party has of the other. It expresses the entitlements, by virtue of employment, that employees enjoy, and the obligations the employee and employer have towards each other.
To create and maintain a strong, motivated team, well aligned with our mission and vision, Dillon and its employees acknowledge the need to respect our relationships with each other and the culture we have nurtured and to which we aspire.
In keeping with our desire to have an open work environment and to minimize the secrecy that sometimes shrouds workplaces, the Charter reveals the entitlements and expectations of our Employees, Associates and Partners.