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1.14
Communications and Problem Solving It is the intent of the Company to deal fairly with all employees. In the event a problem, misunderstanding, or complaint occurs regarding an employee’s job evaluation, discipline, or other matters affecting the work relationship, the employee should follow the procedure below to resolve the issue.
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, 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.
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, 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
Discuss the matter with the employee’s Direct Supervisor at the earliest possible time. Everyone benefits from efforts to settle the difficulty on its merits and without delay. If an employee believes the management team or a member of the management team is contributing to the problem, employees should contact Human Resources at the earliest available opportunity. If an employee feels they are unable to initiate resolution to the issue in this manner, proceed to Step #2.
At the employee’s request, another member of the management team or Human Resources can speak with the employee independently and, if appropriate, will mediate with the employee and the employee’s manager to discuss the facts of the issue in an effort to settle it.
If the matter continues to remain unresolved, at the employee’s request, the Chief Human Resources Officer (CHRO) or the CEO will meet with the employee independently. Based on this meeting and the facts gathered to date, the CHRO and/or the CEO will have the authority to determine a resolution which is in the best interest of both COPC and the employee.
If the employee’s complaint is of discrimination, sexual harassment or any form of unlawful or unwelcome harassment, the procedures set forth in Section 3.10, “Discrimination, Harassment and Sexual Harassment Prevention Policies and Complaint Procedure” should be followed.
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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/ 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 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 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 form they complete during onboarding.
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
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.
Violations of this policy may result in disciplinary action, up to and including termination of employment.
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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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