Applicant FAQ

As with most of our employees, the Company will generally operate between 8 am to 5 pm, Monday through Friday, except for Company Holidays. Nevertheless, your exact working hours will vary depending on the role and current workload. Please see the job listing for further information.

Perhaps. Depending on your department or your workload, you may be expected to work overtime on occasion. Your direct manager or supervisor will provide as much notice as possible when overtime is necessary. If you believe you will require overtime in any given workweek, you will be expected to get prior approval from your direct manager before reaching overtime status.

Positions with a Full-Time employment status shall generally see the employee working for thirty (30) or more hours per week. These employees are eligible for current benefits and paid time off, which includes paid holidays.

A position with a Part-Time employment status shall generally see the employee working under thirty (30) hours per week. These employees are ineligible for current benefits and paid time off.

Positions with Temporary employment status, regardless of whether full- or part- time, are ineligible for current benefits and paid time off. Additionally, these positions will have an expected termination of employment date identified in the job listing; a confirmed scheduled termination date would be provided within a received offer letter. At its discretion, the Company may choose to provide employee’s that complete the entire employment term a Full-Time position or offer another temporary term instead of termination. These positions include a non-negotiable pay rate, which is higher than a comparable non-temporary position’s pay rate and can consist of a completion bonus awarded upon successful completion of the employee’s scheduled term.

To apply for a position, please visit the desired position’s job listing and select the Apply for this Job button near the top-right of the page. You may see all job listings at dowaero.com/careers

You will be required to upload your résumé when applying for any job listing.

Uploading a cover letter is optional. We still highly recommend you provide further details about yourself, which helps our reviewers!

While many typical word processing and image file types can be uploaded, we highly recommend you upload all files in a Portable Document Format, better known as a PDF.

PDFs are preferred for uploads as they are less likely to experience severe formatting or file size issues that can occur when our reviewers preview uploaded files in our Applicant Tracking System (ATS).

Yes, employees with an employment status of Full-Time are eligible to receive paid time off (PTO):

• Paid Leave
• Wellness Leave
• Floating Holiday

Further details on current paid time off (PTO) accruals and rates shall be provided upon receiving an offer of employment.

Yes, employees with Full-Time status are eligible to receive paid time off (PTO) for Company Holidays.

Yes, we currently offer our Full-Time employees and their eligible dependents the option to enroll in one of the two available Company-sponsored medical insurance plans. The Company pays in full the current medical base plan offering for non-tobacco use employees; eighty percent (80%) for tobacco use employees.

Further details about this offering will be provided in materials available upon receiving an offer of employment.

Yes, we do offer a Health Savings Plan with medical base plan enrollment.

Further details about this offering will be provided in materials available upon receiving an offer of employment.

Yes, we currently offer our Full-Time employees and their eligible dependents the option to enroll in one of the Company’s dental insurance plans.

Further details about this offering will be provided in materials available upon receiving an offer of employment.

Yes, we currently offer our Full-Time employees and their eligible dependents the option to enroll in the Company’s vision insurance plan.

Further details about this offering will be provided in materials available upon receiving an offer of employment.

Yes, we currently offer our Full-Time employees and their eligible dependents the option to enroll in the Company’s:

• Accident Plan
• Critical Illness Plan
• Hospital Indemnity

Further details about this offering will be provided in materials available upon receiving an offer of employment.

Yes, we currently offer our Full-Time employees and their eligible dependents the option to enroll in the Company’s:

• Healthcare Flexible Spending Account;
• Dependent Care Flexible Spending Account.
• Health Spending Account

Further details about this offering will be provided in materials available upon receiving an offer of employment.

Yes, we currently offer our Full-Time employees $50,000 of life, plus Accidental Death and Dismemberment (AD&D) insurance, at no charge to employees. Additionally, Full-Time employees can request additional voluntary coverage for themselves and eligible dependents.

Further details about this offering will be provided in materials available upon receiving an offer of employment.

Eligibility to enroll in a Company-sponsored medical, dental, vision, flexible spending account, and voluntary life and AD&D plan begins after thirty (30) days of maintaining an employment status of Full-Time. This new hire period of eligibility will last for seven (7) days after eligibility begins. After this period ends, employees are not eligible to enroll for any of these plans until an annual open enrollment period arrives (near the end of the calendar year) or upon a qualifying event occurring (e.g., marriage, divorce, death, loss of other coverage, etc.).

No exceptions may be made to these eligibility periods per Internal Revenue Service (IRS) regulations.

Yes, we offer both Traditional and Roth 401(k) options to eligible employees.

Yes, we’ll match your contributions for the first one percent (1%) and a half-percent (0.5%) for every additional one percent (1%) deferral after that up to six percent (6%). The maximum contribution that the Company matches is three and one-half percent (3.5%).

Further details about this offering will be provided in materials available upon receiving an offer of employment.

To be eligible for the Company’s 401(k) Plan, an employee shall be awarded and maintain an employment status of Full-Time and have worked with the Company for one year of continuous service. As of June 2023, 1 year of continuous service will be reduced to 6 months of continuous service. Upon eligibility, employees will be automatically enrolled, beginning with six percent (6%) deferral. Employees may manually set their deferral rates.

Employees will be provided the opportunity to opt out of automatic enrollment ahead of eligibility. Additionally, employees will be able to withdraw deferrals made within the first thirty (30) days of automatic enrollment.

No. However, we regularly evaluate adding new and expanding benefit offerings annually. 

Yes, all employees are expected to complete a drug screening and receive an approved result.

Job Function Status – Refers to the status of whether an employee is considered Safety-Sensitive or Non-Safety Sensitive.

Safety Sensitive Employee – These employees shall comply with Company policy and any test performed will be processed per the regulatory requirements set by the Department of Transportation (DOT) and the Federal Aviation Administration (FAA). Test results will be reviewed by a Medical Review Officer (MRO) and kept on record by a Company-approved consortium before being returned to the Company’s FAA Drug Abatement Designated Employer Representative (DER).

Non-Safety Sensitive Employee – These employees shall also comply with Company policy, but any testing performed will be processed per applicable federal, state, and local law. In this case, the results are to be returned directly to the Company’s Human Resources personnel.

Yes, all employees are subject to submit to random drug and alcohol screenings throughout employment with the Company. The same applies to situations in which reasonable suspicion, or after an incident in which reasonable suspicion exists for the use of illegal drugs or alcohol use.

This would depend on the job’s location and the position’s job function status.

Medical or recreational use of marijuana is only permitted for positions that maintain a non-safety sensitive job function status and when acceptable by state or local law. Marijuana use is strictly not allowed for positions that hold a safety-sensitive job function status.

Marijuana use or possession, along with any other drugs, paraphernalia, or alcohol, is not permitted on Company premises or when conducting Company-business. Employees are expected to consult their physician to ensure any medications they are taking will not adversely affect their ability to perform their duties safely.