POLICIES
15 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR. If you need to request a reasonable accommodation because of a mental or physical disability, on-the-job injury or limitation due to pregnancy, childbirth, or a related medical condition, please notify your HR Manager. Likewise, if you need an accommodation for religious holidays, beliefs or practices, please notify your HR Manager. In all instances, we will promptly discuss the matter with you, investigate your request, and to the extent possible, attempt to reasonably accommodate you, and if necessary, discuss alternative accommodations that may be provided. As part of our interactive process and where allowed by law, the Company may require you to provide a certification from your health care provider concerning your need for and duration of a reasonable accommodation, if applicable. Failure to provide required medical information or otherwise participate in a meaningful way in the interactive process may result in a denial of an accommodation request. Obviously, there are limits to the accommodations which we can realistically make. For example, where an accommodation would cause an undue hardship to the Company, we would be unable to make the particular accommodation. Similarly, when placing a Team Member in a position, with or without accommodation, would cause them to be a direct threat to themselves or others, we may be unable to place them in such position. The Company will not require a Team Member to accept an accommodation that is unnecessary to performing the essential functions of their job. Further, the Company will not require a Team Member to take leave if another reasonable accommodation is available. Accident & Injury Policy If a Team Member, Guest, or any other person is injured on the premises, the incident should be reported to a Manager immediately. The Manager must complete the on-line incident report before the end of the day through the Report a Claim tile on your OKTA page. In case of a serious injury, call 911 for immediate assistance. If possible, station Team Members at the entrance to meet and direct the emergency responders to the injured person’s location, and locate a Team Member willing and able to provide first aid (if appropriate). Any Team Member involved in an accident, with or without It is our policy to assist individuals with a mental or physical disability, who suffer on-the-job injuries, or who have known limitations due to pregnancy, childbirth, or a related medical condition (including, but not limited to breastfeeding) by making reasonable accommodations to enable Team Members to continue performing the essential functions of their jobs. Under this policy, we may modify job duties to comply with medical requirements or restrictions. This policy applies to all aspects of employment, including application for employment. Depending upon the specific facts and circumstances of each situation, an accommodation may include modification of work hours; schedule changes; more frequent or longer break periods, such as bathroom breaks; providing a clean, private space (other than a bathroom) in which to express milk that is in close proximity to the Team Member’s work area; modifying Company food or drink policies; seating accommodations; light duty work; limits on lifting; relocation of work areas; making existing facilities readily accessible and usable; assistance with manual labor; providing mechanical or electrical aids; temporary transfer to a less strenuous or less hazardous position; appropriate adjustment or modifications of examinations, training materials or policies; allowing you to apply for a vacant position for which you are qualified; or granting leave. Similarly, we will make reasonable accommodations for religious beliefs and practices. If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act (FMLA) and/or any other leave allowed under state law. injury, may be required to take a drug screen post-incident. Accommodation Policy – Team Members, Applicants & Guests
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