Dress Code


Policy elements

These dress code rules always apply when meeting current/potential clients as well as during any meeting between management, training, or any sort of conference:

  • Tattoos must be covered at all times, no matter what tattoo they are.

  • Makeup can be worn, however make sure it is of a professional demeanor and is not excessive.

  • Piercings are allowed in the ears and nose, no other facial piercings are permitted and any piercings not explicitly defined you need to ask about.

  • All employees must be clean and well-groomed. Grooming styles dictated by religion and ethnicity aren’t restricted, however professional appearance is a must.

  • All clothes must be work-appropriate. Clothes that are typical in workouts and outdoor activities aren’t allowed, with the exception of a company incentive event.

  • All clothes must project professionalism. Clothes that are too revealing or inappropriate aren’t allowed.

  • All clothes must be clean and in good shape. Discernible rips, tears or holes aren’t allowed.

  • Employees must avoid clothes with stamps that are offensive or inappropriate. This includes any band, sport, drug paraphernalia, video game, or joke related clothing. There may be special events or times that this is allowed.


Our company’s official dress code is Business Casual.

We may change our dress code in special cases. For example, we may require employees to wear semi-formal attire for an event, or may request business dress at any time. Then, both male and female employees should wear suits, ties, white shirts and appropriate shoes.

An employee’s position may inform their dress code. If employees frequently meet with clients or prospects, they should conform to a business dress code.



When an employee disregards our dress code, their supervisor should reprimand them. The employee should start respecting our dress code immediately. In some cases, supervisors may ask employees to returning home to change.

Employees may face more severe consequences up to and including termination, if:

  • Their appearance causes irreparable damage, like loss of a major client or an employee becomes distressed and/or offended.

  • They repeatedly violate our dress code.

  • If an employee repeatedly says something is offensive about everyone else.


A Digital Marketing Agency Headquartered in Colorado Springs, CO. We pride ourselves in being a top contender in the Digital Marketing Industry. With that said, we do expect a lot from our employees. Colson Media not only wants you to succeed, we expect you to succeed. Colson Media is an organization that thrives on our employees hard work, so in return we like to give out a few incentives to motivate you to thrive!


Payroll Terms

Any new sales will be paid out every Friday, and any residuals that are done will be paid out on the 1st Friday of every month, every month after the sale has been made. Any sort of “Guarantee” or “Incentive” is contingent upon submitting the daily minimum lead quota (5) for the work week of Monday through Friday. If you need time off, you are responsible for your paycheck, meaning that any day you do not work you will not get paid, we do not owe you for any leads you submit that are not closed. We reserve the right to change this at any point for any reason. Not submitting the minimum required for a day may also result in reduced commision by this, we means we will not increase your commision rate past the standard rate. This is for your benefit as well as ours. We want you to be successful and will therefore not reward laziness. Some methods of payment - such as cash - may require a signature each time you are paid. Direct Deposit Payslips will be available; A minimum of 96 hours before you are to be paid, your commission and/or residuals - as well as a detailed breakdown of your pay - will be available no less than 48 hours before you are to be paid. In most cases, your payslip will show up sooner. If there is a suspected discrepancy, you are to contact HR no later than one week after you are paid.


Pay Dates

You will be paid every Friday for the previous week of work; Unless that Friday happens to be a federal holiday. If it happens to be a federal holiday, you will be paid the day before. For example, if you work Monday the 1st through Sunday the 6th, you will get that weeks pay on Friday the 12th. Our pay period starts on Monday, and ends the following Sunday.


Pay Discrepancy

If you believe that we have made an error when processing your pay, you are responsible for reporting it. This includes, but is not limited to:


  • Incorrect Bank Account Information (Direct Deposit)

  • Incorrect Paypal.me Link (Paypal)

  • Incorrect Amount of cash paid out

  • Incorrect Square Cash App information (Cash.me) fees

  • You will be responsible for paying for any fees associated with your payment method.

    PayPal and Square Cash App both charge a fee of 2.9% of the money being sent plus a $0.30 fee per transaction that will be removed from your paycheck to cover the fees if you choose either PayPal or Square Cash App.

  • There is no minimum guaranteed at any time, nor is there a maximum you can earn. If you want to be successful, submit and generate more leads.

  • We have an 80% close rate, but that does not mean we can close every lead submitted. We do not owe you for leads submitted that are not closed.

  • If you refer someone, on top of the 12.5% commission rate, if they get hired you may earn up to an additional 2.5% based upon merit. You will get 2.5% of their sale while they get 12.5% commission.

  • Any monthly subscription service that you have sold will continue to be paid out as long as you are with the company, and we still support the client. We will not pay you residual if the client is not with us for more than a month.

  • Employees who are in sales, are Eligible for up to 50% commission on every sale made.

  • Incentives may include varying things, ranging from purchasing a personal computer for an employee, to paying a car payment every month (in cash) to an employee (to be discussed). Any incentives that are monthly incentives are merit and performance based.

  • If any employee helps you close a sale, they are entitled to a commission split (transfer commission form) that is to be agreed and signed upon by both employees.

  • On Commission Transfers, the minimum transfer amount is 2.5%.

No base pay under any circumstances or of any form including hourly, daily, weekly, bi-weekly, monthly or yearly, will be paid out ever by Colson Media. You are 1099-MISC contracted employee, so you are responsible for your own taxes. As a 1099-MISC employee, you are not entitled to any benefits, only the incentives listed above if you fall into the selling categories. You will only be paid commission on Leads you have generated or found. By no means does Colson Media owe you for leads that did not close, nor on Leads you did not generate or find. We will do everything in our power to close every lead you bring in, but can not guarantee anything. For higher chances of success, we recommend inputting at least 25 Leads or more per day, into the Lead Input System (LIS).

We remind you that, in the U.S., employment is at-will.This means that you or Colson Media may terminate our employment relationship at any time and for any non-discriminatory reason(s).

Equal opportunity employment

Colson Media is an equal opportunity employer. We don’t tolerate discrimination against protected characteristics (gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status.) We want all employees (including executives and HR) to treat others with respect and professionalism. In practice, this means that we:


  • Hire and promote people based on skills, experience or potential and try to reduce bias in every process (e.g. through structured interviews.)


  • Make accommodations to help people with disabilities move about safely on our premises and use our products, services and equipment.


  • Use inclusive, diversity-sensitive language in all official documents, signs and job ads.


  • Conduct diversity and communication training.


Apart from those actions, we commit to penalizing every discriminatory, offensive or inappropriate behavior. To do this properly, we ask you to report any discriminatory action against yourself or your colleagues to HR. Our company will not retaliate against you if you file a complaint or discrimination lawsuit. Any employee who retaliates or discriminates will face disciplinary action, which may result in termination.

Recruitment and selection process

Our hiring steps might vary across roles, but we always aim for a process that is fair and effective in hiring great people. If you are hiring for an open role, you will likely go through these steps:


  1. Decide on hiring stages and possible timeframes.

  2. Review resumes in our company database/ATS.

  3. Source passive candidates.

  4. Shortlist applicants.

  5. Screen and interview candidates.

  6. Select the most suitable candidate.

  7. Make an official offer.


Throughout this process, we aim to keep candidates informed, communicate well with each other and give everyone an equal opportunity to work with us. Ask our recruiters for help whenever you need to enhance candidate experience or write an inclusive job description.


If you know someone who you think would be a good fit for a position at our company, feel free to refer them. If we end up hiring your referred candidate, you are eligible for $200 referral bonus. Our employee referral rewards may be higher if we hire your referred candidate in a hard-to-fill role. For example, if we hire your referral for Management or Executive roles, you will be eligible for a $1,000 bonus! Hard-to-fill roles are usually hired from within.


Additional rules for rewards:


  • We guarantee that every reward will be paid out within 91 days of the date we hired a candidate.


  • There is no cap on the number of referrals an employee can make. All rewards will be paid accordingly.


  • If two or more employees refer the same candidate, only the first referrer will receive the referral incentives.


  • Referrers are still eligible for rewards even if a candidate is hired at a later time or gets hired for another position.


Who can be referred?


We have three conditions for candidates who can qualify you for our rewards. They should:

  • Have not applied to our company for at least a year.

  • Must work with Colson Media for 90 days

  • Must meet the quota necessary everyday.



Generally, we encourage you to check our open positions and consider your social networks and external networks as potential resources for referred candidates.


Keep in mind that rewards may be subject to taxation. Please contact HR or our referral program manager for more information.



All payment by customers/clients must be submitted through ColsonMedia.com. If payment is not submitted through ColsonMedia.com, Colson Media has the right to terminate your employment for any payment issues that arise from not submitting payment through ColsonMedia.com.


We expect you to be present, if you are scheduled to meet current or potential clients, management and/or executives. If you face an emergency that prevents you from meeting when scheduled, contact your direct superior as soon as possible. We will excuse unreported absences in cases of [serious accidents, acute medical emergencies.] But, whenever possible, we will require to know when you won’t be able to meet.

Workplace policies

This section describes policies that apply to everyone at our company: employees, contractors, volunteers, vendors and stakeholders alike. These policies help us build a productive, lawful and pleasant workplace.

Confidentiality and data protection

We want to ensure that private information about clients, employees, partners and our company is well-protected. Examples of confidential information are:


  • Employee records

  • Unpublished financial information

  • Data of customers/partners/vendors

  • Customer lists (existing and prospective)

  • Unpublished goals, forecasts and initiatives marked as confidential


As part of our hiring process, we may ask you to sign non-compete and non-disclosure agreements (NDAs.) We are also committed to:


  • Restrict and monitor access to sensitive data.

  • Develop transparent data collection procedures.

  • Train employees in online privacy and security measures.

  • Build secure networks to protect online data from cyberattacks.

  • Establish data protection practices (e.g. secure locks, data encryption, frequent backups, access authorization.)


We also expect you to act responsibly when handling confidential information.

Definition of Confidential information: Privileged communication shared with only a few people for furthering certain purposes. Receiver of confidential information is generally prohibited from using it to take advantage of the giver.

Definition of Proprietary Information: information that is not public knowledge (such as certain financial data, test results, trade secrets, or leads) and that is viewed as the property of the Company in which owns it (Colson media).
The recipient of proprietary information, such as a contractor in the procurement process, is generally duty bound to refrain from making unauthorized use of the information.

You must:

  • Lock or secure confidential and proprietary information at all times.

  • Shred confidential and proprietary documents when they’re no longer needed.

  • Make sure you view confidential and proprietary information on secure devices only.

  • Only disclose confidential and proprietary information to other employees when it’s necessary and authorized.

  • Keep confidential and proprietary documents inside our company’s networks/premises unless it’s absolutely necessary to move them.


You must not:

  • Use confidential and proprietary information for your personal benefit or profit.

  • Disclose confidential and proprietary information to anyone outside of our company.

  • Replicate confidential and proprietary documents and files and store them on insecure devices.


This policy is important for our company’s legality and reputation. We will terminate any employee who breaches our confidentiality guidelines for personal profit, as well an pursue any legal action necessary.


We may also discipline any unintentional breach of this policy depending on its frequency and seriousness. We will terminate employees who repeatedly disregard this policy, even when they do so unintentionally.

Harassment and violence

To build a happy and productive workplace, we need everyone to treat others well and help them feel safe. Each of us should do our part to prevent harassment and workplace violence.

Workplace harassment



Harassment is a broad term and may include seemingly harmless actions, like gossip. We can’t create an exhaustive list, but here are some instances that we consider harassment:


  • Sabotaging someones work on purpose.

  • Engaging in frequent or unwanted advances of any nature.

  • Commenting derogatorily on a persons ethnic heritage or religious beliefs.

  • Starting or spreading rumors about a persons personal life.

  • Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job (e.g. bringing coffee) against their will.


Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated.


If you’re being harassed, whether by a colleague, customer or vendor, you can choose to talk to any of these people:


  • Offenders. If you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the harassment. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.) Avoid using this approach with customers or stakeholders.


  • Your manager. If customers, stakeholders or team members are involved in your claim, you may reach out to your manager. Your manager will assess your situation and may contact HR if appropriate.


  • HR. Feel free to reach out to HR in any case of harassment no matter how minor it may seem. For your safety, contact HR as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim. Anything you disclose will remain confidential.


Workplace violence

Violence in our workplace is a serious form of harassment. It includes physical and sexual assault, destruction of property, threats to harm a person or property and verbal and psychological abuse. We want to avoid those incidents altogether, but we also want to be ready to respond if needed.


For this reason, we ask you to:


  • Report to HR if you suspect or know that someone is being violent. Your report will be confidential and we will investigate the situation with discretion.

  • Call our buildings security if you witness incidents of severe physical violence (e.g. ones that involve a lethal weapon.) For your safety, avoid getting involved.


We will treat employees who verbally threaten others as high risk and they will receive an appropriate penalty. If HR finds that an employee commits an act of violence, we will terminate that employee and possibly press criminal charges. Employees who damage property deliberately will be solely responsible for paying for it.


Get help early on

Seek help from others early on to mitigate conflicts. For example:


  • If you experience conflicts with a colleague, ask your manager for advice before tensions escalate. If these conflicts persist, ask HR whether you could attend conflict resolution seminars with your colleague.


  • If you are experiencing personal or work troubles, ask for help from a [mental health professional.] Check with your insurance provider to determine whether they cover any mental health services . Any discussions with HR, will remain confidential.


Our workplace is founded on mutual respect and we won’t allow anyone to compromise this foundation.

Workplace safety and health

Our company is committed to creating a hazard-free workplace. To this end, we will ensure workplace safety through preventative action and emergency management.


We also expect you to take safety seriously. Always use protective equipment and follow standards whenever necessary. If you deliberately disregard our guidelines, we may terminate you for your own and others’ safety.


Colson Media is a smoke-free work environment. Please avoid smoking before or during any meeting of any such.


We also advise you to:

  • Extinguish your cigarettes and discard them in outdoor ashtrays

  • Avoid smoking near flammable objects and areas.

Drug-free workplace

Colson Media is a drug-free workplace. Whether you are an employee, contractor or visitor, you must not bring, use, give away or sell any drugs on company time. If you are caught with illegal drugs, or show that you are under the influence of substances, you will face disciplinary action up to and including termination.


A list of prohibited drugs and substances includes, but isn’t limited to:

  • heroin/cocaine/methamphetamine or any narcotics in any form



We prohibit employees from consuming alcohol during working hours, but they may consume alcoholic drinks in moderation at company events.


Prescription drugs

If you feel that a prescription drug (e.g. an anxiety mediation) unexpectedly affects your senses, thinking or movement, ask to leave your meeting. If Colson Media suspects substance abuse, you may face disciplinary action, or even termination.


You must not use medical marijuana in our workplace. We have the right to terminate you if your use of medical marijuana makes you unable to complete your job duties correctly.


Dealing with addiction

Being sober is a prerequisite to thriving at our company and we want to help you as much as possible, but you have to let us know when to help.


We won’t tolerate substance addiction that results in violent, offensive or inappropriate behavior.

EMPLOYEE Code of Conduct

This policy applies to all our employees regardless of employment agreement or rank.

Company employees are bound by their contract to follow our Employee Code of Conduct while performing their duties. We outline the components of our Code of Conduct below:

Compliance with law

All employees must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.

Respect in the workplace

All employees should respect their colleagues. We won’t allow any kind of discriminatory behavior, harassment or victimization. Employees should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.

Protection of Company Property

All employees should treat our company’s property, whether material or intangible, with respect and care.


  • Shouldn’t misuse company equipment or use it frivolously.
  • Should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports, etc.) Employees should use them only to complete their job duties.
  • Once you, the employee, has signed this Code of Conduct, you agree that any leads generated by you or any employee delegated under you, are the proprietary possessions of Colson Media . If not inputted  into the Lead Input System (LIS), and used for your own ventures, taking those Leads will be considered theft and Colson Media will take further legal action when deemed necessary. Our Non-Disclosure Agreement that you signed before this Code of Conduct, does not allow you to pursue any clients (or potential clients) of Colson Media for 5 years after resignation or termination, nor any clients you may find while working for Colson Media. Those Leads are the proprietary property of Colson Media.

Employees should protect company facilities and other material property (e.g. company computers, phones) from damage and vandalism, whenever possible.


All employees must show integrity and professionalism in the workplace.

Personal appearance

All employees must follow dress code and personal appearance guidelines upon meeting with current or potential clients.


We discourage employees from accepting gifts from clients or partners. We prohibit briberies for the benefit of any external or internal party.

Job duties and authority

All employees should fulfill their job duties with integrity and respect toward current customers, potential clients and to your fellow colleagues. Supervisors and managers mustn’t abuse their authority. We expect them to delegate duties to their team members taking into account their competences and workload, as well as pay. Likewise, we expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner.

We encourage mentoring throughout our company. 

Quota & Expectations

Employees working for Colson Media should follow their Quota expectations. We can make exceptions for occasions that prevent employees from meeting their quota. Generally, we expect employees to meet the Quota everyday. 5 Leads per day/ 5 Days a week is the Quota. This Quota is put into place for not only the success of Colson Media, but for the success of our employees as well.

Conflict of interest

We expect employees to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties.


Employees should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues’ work.


All employees must be open for communication with their colleagues, supervisors or team members.


We expect employees to not abuse their employment benefits. This can refer to paid vacations, company cars with company logos, etc. - If Colson Media needs your assistance with a task or client, we expect your attentiveness to the situation. 


All employees should read and follow our company policies. If they have any questions, they should ask their direct supervisor.

Disciplinary actions

Our company may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation.

Possible consequences include:

  • Demotion.
  • Reprimand.
  • Suspension or termination for more serious offenses.
  • Detraction of benefits for a definite or indefinite time.

We may take legal action in cases of corruption, theft, embezzlement or other unlawful behavior.


Dating colleagues

If you start dating a colleague, we expect you to maintain professionalism and keep personal discussions outside of our workplace.


You are also obliged to respect your colleagues who date each other. We won’t tolerate sexual jokes, malicious gossip and improper comments. If you witness this kind of behavior, please report it to HR.


Dating managers

To avoid accusations of favoritism, abuse of authority and sexual harassment, supervisors must not date their direct reports. This restriction extends to every manager above an employee.


Also, if you act as a hiring manager, you aren’t allowed to hire your partner to your team. You can refer them for employment to other teams or departments where you don’t have any managerial or hiring authority.


Friendships at work

Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate.

Employment of relatives

Everyone in our company should be hired, recognized or promoted because of their skills, character and work ethic. We would not like to see phenomena of nepotism, favoritism or conflicts of interest, so we will place some restrictions on hiring employees’ relatives.


To our company, a “relative” is someone who is related by blood or marriage within the third degree to an employee. This includes: parents, grandparents, in-laws, spouses or domestic partners, children, grandchildren, siblings, uncles, aunts, nieces, nephews, step-parents, step-children and adopted children.


As an employee, you can refer your relatives to work with our company. Here are our only restrictions:


  • You must not be involved in a supervisory/reporting relationship with a relative.

  • You cannot be transferred, promoted or hired inside a reporting relationship with a relative.

  • You cannot be part of a hiring committee, when your relative is interviewed for that position.



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