1.6
Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA)
It is the policy of COPC to comply with all federal and state laws concerning the employment of persons who are pregnant or disabled and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is the policy of COPC not to discriminate against qualified individuals who are pregnant or disabled regarding the application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment.
The Company will reasonably accommodate qualified individuals who are pregnant or disabled so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by a reasonable accommodation and/or if the accommodation creates an undue hardship to COPC. Important note: It is the obligation of the employee to notify their Direct Supervisor and/or to notify any member of the Human Resources Department if the employee needs an accommodation to perform their job.
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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