2.4
Employee Data and Information All changes of home address, email address, phone number, marital status, number of dependents, emergency contact information, etc., should be updated using the Human Resources Information System (HRIS) or reported promptly to the employee’s Direct Supervisor or to Human Resources. Failure to disclose information (such as new or added dependents) in a timely manner could affect insurance coverage or COPC’s ability to contact the employee or family in the event of an emergency. Employee personnel records are maintained by the Human Resources department. Employees may request access to their personnel file by submitting a request via email to HumanResources@copcp.com. Upon receipt of the written request, Human Resources will
schedule an appointment to view the file during normal office hours. Employees are not permitted to remove any documents from the personnel file but may provide a written response to any document in the file. Written responses will be attached to the original document in the file. Employees may also request copies of documents in their personnel file by contacting Human Resources via email. Release of requested documents, will be at the sole discretion of the Human Resources department and not all requests will be granted.
COPC managers and supervisors are responsible to ensure employee data and information reflects changes as they occur.
2.5
Employee Personal Health Information
In situations deemed a Public Health Emergency, certain guidelines and restrictions may be temporarily lifted or changed, in accordance with the law.
COPC will maintain the privacy and confidentiality of an employee’s personal and health information to the extent possible. Only employees with a work-related need to know the information will have access to an employee’s personal record.
2.6
Termination of Employment-Voluntary and Involuntary Termination of employment for an employee, whether actively working or on inactive status, can occur for the following reasons:
As an “at will” employee not subject to an employment contract, employees may choose to end their employment with COPC at any time and for any reason or for no reason at all. Employees are requested to submit a working notice of resignation in writing to their manager two (2) weeks (or as otherwise designated per position or contract) prior to the date they intend the resignation to take effect, to assist the Company in planning for the departure. At its sole discretion, COPC may ask an employee to leave prior to their resignation date. In this case, COPC will pay the employee up to the required notice period, as designated per position or contract, in lieu of working through the resignation date.
Employees are requested to submit notice of a planned retirement date in writing to their Direct Supervisor as far in advance of the effective date as possible. This will assist the Company in planning for the departure.
Termination of employment with or without cause: As an “at will” employee not subject to an employment contract, COPC may terminate employment at any time and for any reason not prohibited by law or for no reason at all, regardless of work performance, or compliance with the rules set forth in this handbook.
Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
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