1.15
Smoke-Free, Tobacco-Free Workplace COPC is committed to providing a safe and healthy workplace and to promoting the health and well-being of our employees. As required by the State of Ohio and also as motivated by our desire to provide a healthy work environment for everyone, COPC prohibits smoking and the use of all tobacco-related or tobacco-substitute products including cigarettes, pipes, cigars, smokeless tobacco, vapes, and e-cigarettes on all company premises unless an outside area has been designated by management and is clearly identified to allow smoking. All laws governing the State of Ohio regulations around smoking, in addition to alternate locations which prohibit smoking (for which an employee may be or is assigned to work at) will be strictly enforced by COPC.
Please note, the smoke-free, tobacco-free workplace policy applies to: ● All employees ● Alternate locations which prohibit smoking ● All areas of Company buildings ● All off-site Company-sponsored events and meetings ● All vehicles owned or leased by the Company ● All visitors (patients and vendors) to any Company premises ● All contractors and consultants and/or their employees working on Company premises
Violations of this policy may result in disciplinary action, up to and including termination of employment.
1.16
Break Time for Nursing Parents
COPC will accommodate employees who wish to express breast milk for the employee’s nursing child up to 1 year after the child’s birth during the workday by providing reasonable accommodations for break times to do so. The Company will provide a designated room, other than a bathroom, which is shielded from view, free of intrusions from coworkers and the public, and is compliant with all other applicable laws for this purpose. Employees should discuss their needs with their Direct Supervisor so that accommodations can be considered.
Employees who use regularly scheduled rest breaks to express breast milk will be paid for the break time. If the lactation break does not run concurrently with the employee’s regularly scheduled, compensated break period, the lactation break time may be unpaid. If an employee has any concerns regarding nursing accommodations or break times, they should speak with their Direct Supervisor and/or Human Resources immediately.
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