2.2
Employment Classifications COPC complies with Ohio’s Minimum Fair Wage Act and the Fair Labor Standards Act in its classification of employees as exempt and non-exempt.
● Employees classified as “exempt” are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each week in which work is performed.
● Employees classified as “non-exempt”* are entitled to overtime pay in accordance with federal and state overtime provisions.
A contingent employee is an employee who is hired for occasional work. A contingent employee is not guaranteed any number of hours and may be expected to work with limited notice. Contingent employees are not eligible to participate in benefit plans and are not eligible to receive holiday or paid time off benefits. Contingent employees must work a minimum of one shift per quarter to remain active. Certain departments/ sites may have additional requirements. If minimums are not met, contingent employees will be terminated and will need to complete the rehire process should they wish to return to work at COPC.
Full-time employees are regularly scheduled to work 30 hours or more per week on average. Regular, full-time employees are eligible for COPC benefits, subject to the terms, conditions, and limitations of each benefit program. Part-time employees are regularly scheduled to work less than 30 hours per week on average. Regular, part- time employees may or may not be eligible for some of the COPC benefits, subject to the terms, conditions, and limitations of each benefit program.
A temporary employee is an employee who is hired for a certain length of time (not to exceed 12 months) which includes a start date and an end date to be communicated to the temporary employee at the time of hire. Temporary employees will be paid for the actual number of hours worked and are not eligible to participate in benefit plans nor receive holiday or paid time off benefits.
*Employees classified as non- exempt may not work overtime without advance permission from their manager and may not access job-related emails or conduct other business outside of work hours without advance permission from management.
2.3
Employment of Minors COPC does permit the employment of minors aged 16+ in certain positions within the Company as outlined below. To be eligible to work as a minor at COPC, the candidate must be aged 16 or 17, the relative/dependent of a provider or employee of COPC or connected with a trade or
technical school as part of training in the healthcare field (Clinical Assistant only). The minor is required to provide a work permit during any time school is in session and must complete an extended HIPAA training as part of their New Employee Orientation.
Age Minimum
Access Level
Working Title
Clerical Support Clerical EHR Support Clinical Assistant (no injections)
16 16 17
No EHR Limited EHR Full EHR
A Minor Interest Form must be completed for identified candidates and submitted to HumanResources@copcp.com.
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