SECTION II
2.1
Hiring and Selection All job applicants are required to complete an application for employment and may be asked to provide a detailed resume of the applicant’s qualifications and work history. Applicants for any position with the Company will be evaluated based on qualifications, including, but not limited to, work experience, knowledge, skills, and behavioral attributes in relationship to the requirements of the
open position. Job related testing may be required as an additional tool to evaluate the qualifications and skills of candidates. The selected candidate will be provided a job offer conditioned upon the successful completion of a background check, drug/alcohol testing, and any other testing/checks the Company may require.
Hiring, Employment Classifications, Termination of Employment and Recordkeeping
2.2
Employment Classifications COPC complies with Ohio’s Minimum Fair Wage Act and the Fair Labor Standards Act in its classification of employees as exempt and non-exempt.
● Employees classified as “exempt” are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each week in which work is performed.
● Employees classified as “non-exempt”* are entitled to overtime pay in accordance with federal and state overtime provisions.
A contingent employee is an employee who is hired for occasional work. A contingent employee is not guaranteed any number of hours and may be expected to work with limited notice. Contingent employees are not eligible to participate in benefit plans and are not eligible to receive holiday or paid time off benefits. Contingent employees must work a minimum of one shift per quarter to remain active. Certain departments/ sites may have additional requirements. If minimums are not met, contingent employees will be terminated and will need to complete the rehire process should they wish to return to work at COPC.
Full-time employees are regularly scheduled to work 30 hours or more per week on average. Regular, full-time employees are eligible for COPC benefits, subject to the terms, conditions, and limitations of each benefit program. Part-time employees are regularly scheduled to work less than 30 hours per week on average. Regular, part- time employees may or may not be eligible for some of the COPC benefits, subject to the terms, conditions, and limitations of each benefit program.
A temporary employee is an employee who is hired for a certain length of time which includes a start date and an end date to be communicated to the temporary employee at the time of hire. Temporary employees will be paid for the actual number of hours worked and are not eligible to participate in benefit plans nor receive holiday or paid time off benefits. *Employees classified as non-exempt may not work overtime without advance permission from their manager and may not access job-related emails or conduct other business outside of work hours without advance permission from management.
2.1 Hiring and Selection 2.2 Employment Classifications 2.3 Employment of Minors
2.4 Employee Data & Information Changes 2.5 Employee Personal Health Information 2.6 Termination of Employment-Voluntary & Involuntary 2.7 Outside Employment 2.8 Property Access Key Management 2.9 Business and Travel Expenses 2.10 Use of Personal Vehicle for Company Business
Page 18
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