1.7.1 Non-Service Animals Non-service animals (i.e., pets or companion animals not recognized as service animals under the Americans with Disabilities Act) are not permitted in the workplace—clinical or non- clinical—on a regular, ongoing, or prolonged basis. This includes bringing animals to work regularly, leaving them in offices, breakrooms, or other facility areas for extended periods, or having them onsite as part of an employee’s routine schedule. The organization recognizes that pets can have a positive effect on employee morale, but must also prioritize: ● Hygiene and Infection Control: Especially in clinical settings, animals may carry allergens, hair, dander, or pathogens that compromise sterile environments and patient safety. ● Safety Risks: Animals may bite, scratch, or cause trips/falls, particularly in busy office or patient care environments. ● Allergies and Phobias: Some employees and patients have pet allergies or fears that can interfere with their ability to safely and comfortably perform or receive care. ● Professionalism and Compliance: Healthcare and corporate facilities must uphold standards of professionalism, cleanliness, and regulatory compliance.
Occasional, short-duration visits by non-service animals for team-building or morale-related events (e.g., “Pet Therapy Days” or informal gatherings) are permitted under the following conditions: ● Animals: ○ Are clean, well-behaved, housebroken, and current on vaccinations. ○ Must be leashed, crated, or otherwise controlled at all times. ○ Are not permitted in any sterile areas under any circumstances. ● The visit is planned in advance and approved by site leadership. ● The visit does not interfere with clinical operations or patient care. ● An alternative workspace must be made available for any individual who makes this request for any reason. Employees who violate this policy may be subject to disciplinary action up to and including termination of employment, particularly in cases of repeated or unauthorized violations.
1.8
Anti-Retaliation and Whistleblower This policy is designed to protect employees and address the commitment of COPC as it relates to integrity and ethical behavior in the workplace. In accordance with federal anti-retaliation and whistleblower protection regulations, COPC will not tolerate any retaliation against an employee who: ● Makes a good faith complaint or threatens to make a good faith complaint regarding
● Objects to or refuses to participate in any activity, policy, or medical practice which the employee reasonably believes is a violation of the law. ● Provides information to assist in an investigation regarding violations of the law. ● Files, testifies, participates, or assists in a proceeding, action or hearing in relation to alleged violations of the law.
suspected company or employee violations of the law, including discrimination or other unfair employment practices. ● Makes a good faith complaint or threatens to make a good faith complaint regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect or misrepresentations in financial accounting. ● Makes a good faith report or threatens to make a good faith report of a violation that endangers the health or safety of an employee, client, or patient, environment, or the general public.
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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