1.12
Relationships at Work
Employment of Relatives While COPC does permit the employment of relatives, it is strongly discouraged that those relatives be in any direct or indirect manager/ subordinate relationship. Being in a direct or indirect manager/subordinate relationship with a relative may create the appearance of favoritism and/or bias, real or not real. In addition, personal conflicts between relatives may carry over into COPC discourages employees from having personal relationships with another employee while both employees are employed by COPC. Personal relationships in the workplace may result in an increased potential for unlawful or unwelcome sexual harassment, may give the appearance of favoritism in managerial decisions, may add to the impairment of job performance and behavior, and/ or may cause disruption in the workplace. Should the workplace and create a disruptive work environment, which will not be tolerated. New hires must disclose if they are married to or otherwise related to other COPC employees in which there may be a direct or indirect manager/ subordinate relationship via the Conflict of Interest Office Closures (Unplanned and Planned) Unplanned Closure COPC recognizes that on occasion weather or emergency situations may affect our ability to be open for business, remain open for the entire day, or may affect an employee’s ability to travel safely to and from their work location. Employees should assume their work location is open for business unless otherwise notified by their Direct Supervisor or another member of the leadership team. Emergencies that may cause office closures, delayed openings, or early releases include, but are not limited to, water main breaks, power failures, public health crisis or pandemic, hazardous weather conditions, or severe transportation difficulties. Certain essential services may be required to be maintained during any closing. Essential staff involved in these essential services are excused from work only with the specific authorization of their Direct Supervisor, regardless of other closure notifications. Supervisors should make clear beforehand who are essential staff in emergencies,
such a disruption in the workplace be brought to management’s attention and it is determined that a negative effect on business operations has resulted, disciplinary action may be taken, up to and including termination of employment. Be advised COPC reserves the right to reassign one or both employees’ positions within the Company or require one or both employees to leave the Company.
1.13
form they complete during onboarding. Should a manager/subordinate relationship develop after employment begins, full disclosure of this information must be communicated to the employees’ Direct Supervisors or to a member of Human Resources. Should there be a situation in which the manager/ subordinate relationship between relatives becomes inappropriate, unprofessional, or disruptive, the Company will try to find a suitable solution which may include moving one of the employees to another reporting relationship. If unable to accommodate the situation or find a suitable solution, one or both effected employees may be required to voluntarily terminate employment with COPC. For more information regarding pay and procedures during both unplanned and planned office closures, please reference the Office Closures policy. preferably no less than two weeks prior to the closure. The closure may consist of certain hours of a regular workday (e.g., delayed start or closing early) or in full day increments. what their obligations are, and establish procedures to let them know whether they will be needed to work. Failure to report to work during emergencies by employees required for essential services may be cause for disciplinary action, up to and including termination of employment. Planned Closure There may be times in which a work location may choose to have a planned closure. A planned closure is defined as one in which the closure is announced to staff with as much notice as possible,
1.14
Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
Made with FlippingBook - professional solution for displaying marketing and sales documents online