1.11
Communications and Problem Solving It is the intent of the Company to deal fairly with all employees. In the event a problem, misunderstanding, or complaint occurs regarding an employee’s job evaluation, discipline, or other matters affecting the work relationship, the employee should follow the procedure below to resolve the issue.
Discuss the matter with the employee’s Direct Supervisor at the earliest possible time. Everyone benefits from efforts to settle the difficulty on its merits and without delay. If an employee believes the management team or a member of the management team is contributing to the problem, employees should contact Human Resources at the earliest available opportunity. If an employee feels they are unable to initiate resolution to the issue in this manner, proceed to Step #2.
At the employee’s request, another member of the management team or Human Resources can speak with the employee independently and, if appropriate, will mediate with the employee and the employee’s manager to discuss the facts of the issue in an effort to settle it.
If the matter continues to remain unresolved, at the employee’s request, the Chief Human Resources Officer (CHRO) or the CEO will meet with the employee independently. Based on this meeting and the facts gathered to date, the CHRO and/or the CEO will have the authority to determine a resolution which is in the best interest of both COPC and the employee.
If the employee’s complaint is of discrimination, sexual harassment or any form of unlawful or unwelcome harassment, the procedures set forth in Section 3.10, “Discrimination, Harassment and Sexual Harassment Prevention Policies and Complaint Procedure” should be followed.
1.12
Relationships at Work
Employment of Relatives While COPC does permit the employment of relatives, it is strongly discouraged that those relatives be in any direct or indirect manager/ subordinate relationship. Being in a direct or indirect manager/subordinate relationship with a relative may create the appearance of favoritism and/or bias, real or not real. In addition, personal conflicts between relatives may carry over into COPC discourages employees from having personal relationships with another employee while both employees are employed by COPC. Personal relationships in the workplace may result in an increased potential for unlawful or unwelcome sexual harassment, may give the appearance of favoritism in managerial decisions, may add to the impairment of job performance and behavior, and/ or may cause disruption in the workplace. Should the workplace and create a disruptive work environment, which will not be tolerated. New hires must disclose if they are married to or otherwise related to other COPC employees in which there may be a direct or indirect manager/ subordinate relationship via the Conflict of Interest form they complete during onboarding.
such a disruption in the workplace be brought to management’s attention and it is determined that a negative effect on business operations has resulted, disciplinary action may be taken, up to and including termination of employment. Be advised COPC reserves the right to reassign one or both employees’ positions within the Company or require one or both employees to leave the Company.
1.13
Should a manager/subordinate relationship develop after employment begins, full disclosure of this information must be communicated to the employees’ Direct Supervisors or to a member of Human Resources. Should there be a situation in which the manager/subordinate relationship between relatives becomes inappropriate, unprofessional, or disruptive, the Company will try to find a suitable solution which may include moving one of the employees to another reporting relationship. If unable to accommodate the situation or find a suitable solution, one or both effected employees may be required to voluntarily terminate employment with COPC.
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