1.5
Immigration Law Compliance COPC adheres to the Immigration Reform and Control Act of 1986 (IRCA), which is a federal law. The IRCA requires the Company to complete required I9 forms to verify that every employee hired is authorized to be employed in the United States. The Act requires that on the first day of employment, all employees complete and sign Section 1 of Form I-9, Employment Eligibility Verification Form and present documents proving their identity and eligibility to work in the United States.
The law applies to all classifications of full-time and part-time employees employed by the Company. Should an employee be unable to present required documents within three (3) days of hire or show proof that they have applied for the required documents (and provides the documents within 90 days of hire), the Company will be forced to terminate the employment relationship no later than the third day of hire from COPC, as required by law.
1.6
Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA)
It is the policy of COPC to comply with all federal and state laws concerning the employment of persons who are pregnant or disabled and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is the policy of COPC not to discriminate against qualified individuals who are pregnant or disabled regarding the application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment. The Company will reasonably accommodate qualified individuals who are pregnant or disabled
so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by a reasonable accommodation and/or if the accommodation creates an undue hardship to COPC. Important note: It is the obligation of the employee to notify their Direct Supervisor and/or to notify any member of the Human Resources Department if the employee needs an accommodation to perform their job.
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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