2.12 Privacy The Company is respectful of employee privacy. All work areas on Company property (including an employee’s desk, computer system, appointment calendar, computer disks, employee’s files, etc.) remain fully accessible by the Company. As such, any area is subject to inspection from time to time. All employee demographic and personal information will be shared only as required in the normal course of business. Healthcare enrollment information is kept in a separate folder from other human resources forms. Workers' Compensation information is not considered private healthcare information; however, this information will be released only on a need-to-know basis. The Company does not make or receive any private healthcare information through the course of normal work. If any employee voluntarily shares private healthcare information with a member of management, this information will be kept confidential. If applicable, the Company will set up guidelines for employees and management to follow to ensure that Company employees conform to the requirements of the Health Insurance Portability and Accountability Act (HIPAA). 2.13 Immigration Law Compliance In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 on day one of employment and present documentation establishing identity and employment eligibility within three business days of the employee’s first day of employment. Former employees who are rehired must also complete an I-9 form if they have not completed an I-9 form with the Company within the past three years, or if their previous I-9 form is no longer retained or valid. You may raise questions or complaints about immigration law compliance without fear of reprisal.
security, or morale, or a conflict of interest would materially and substantially disrupt the Company's operations. If the Company determines such a problem exists, the Company will take appropriate steps to resolve the problem, which may include the reassignment of one relative (if feasible) or asking for the resignation of one of the employees. Verification of Employment The Company maintains a personnel file and payroll records for each employee as required by law. Personnel files and payroll records are the property of the Company and may not be removed from Company premises without written authorization. Because personnel files and payroll records are confidential, access to the records is restricted. Only those who have a legitimate reason to review information in an employee's file are allowed to do so. Disclosure of personnel information to outside sources will be limited. However, the Company will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required. Employees may contact a Human Resources representative to request time to review their 2.11 Personnel Records & payroll records and/or personnel files. With reasonable advance notice, an employee may review their records in the Company's offices during regular business hours and in the presence of an individual appointed by the Company to maintain the records. Employees also have the right to obtain a copy of their personnel files, after paying the nominal fees required for any such copies. You may add your comments to any disputed item in the file. By policy, the Company will provide only the former or present employee's dates of employment and position(s) held with the Company and eligibility for rehire, if asked. Compensation information may also be verified if written authorization is provided by the employee.
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800-444-7313 •
800-388-9798 •
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