2.3
2.6
Termination of Employment-Voluntary and Involuntary Termination of employment for an employee, whether actively working or on inactive status, can occur for the following reasons:
Employment of Minors COPC does permit the employment of minors aged 16+ in certain positions within the Company as outlined below. To be eligible to work as a minor at COPC, the candidate must be aged 16 or 17, the relative/dependent of a provider or employee of COPC or connected with a trade or
technical school as part of training in the healthcare field (Clinical Assistant only). The minor is required to provide a work permit during any time school is in session and must complete an extended HIPAA training as part of their New Employee Orientation.
As an “at will” employee not subject to an employment contract, employees may choose to end their employment with COPC at any time and for any reason or for no reason at all. Employees are requested to submit a working notice of resignation in writing to their manager two (2) weeks (or as otherwise designated per position or contract) prior to the date they intend the resignation to take effect, to assist the Company in planning for the departure.
Employees are requested to submit notice of a planned retirement date in writing to their Direct Supervisor as far in advance of the effective date as possible. This will assist the Company in planning for the departure.
Termination of employment with or without cause: As an “at will” employee not subject to an employment contract, COPC may terminate employment at any time and for any reason not prohibited by law or for no reason at all, regardless of work performance, or compliance with the rules set forth in this handbook.
Working Title (full job descriptions attached) Clerical Support Clerical eCW Support Clinical Assistant (no injections)
Age Minimum
Access Level
16 16 17
No eCW Limited eCW Full eCW
A Minor Interest Form must be completed for identified candidates and submitted to HumanResources@COPCP.com.
2.4
Employee Data and Information All changes of home address, email address, phone number, marital status, number of dependents, emergency contact information, etc., should be updated using the Human Resources Information System (HRIS) or reported promptly to the employee’s Direct Supervisor or to Human Resources. Failure to disclose information (such as new or added dependents) in a timely manner could affect insurance coverage or COPC’s ability to contact the employee or family in the event of an emergency. Employee personnel records are maintained by the Human Resources department. Employees may request access to their personnel file by submitting a request via email to HumanResources@COPCP.com. Upon receipt of the written request, Human Resources
● Dishonesty ● Failing to work cooperatively with others or preventing others from performing their jobs ● Falsifying the application for employment ● Failure to notify the Company within 24 hours of intent to return to work and/or failure to report for work within three (3) working days once the Company has recalled the employee after a layoff ● Conviction of a felony offense and/or imprisonment ● Violation of established COPC policies ● Violation of policies and procedures set forth at the work location, not specified in this handbook Return of Property Regardless of the reason for separation of employment, employees are responsible to immediately return all COPC owned materials, written information, property, office keys, security badges, etc., to their site or the Human Resources department. Where permitted by law, COPC may withhold from the employee’s final pay the cost of any items that are not returned when required. COPC may also take all action deemed appropriate to recover or protect its property regardless of whether the termination is voluntary or involuntary. Exit Interview COPC will make every attempt to gather exit interview information from separated employees. The exit interview provides an opportunity to share information to help us make COPC a better place to work.
Involuntary Terminations: The following list is not meant to be all inclusive—there may be other reasons for involuntary terminations than those listed here: ● As a result of a reduction of the work force ● As a result of poor performance, behavior, or attendance ● Absence for three (3) or more consecutive days without notifying the Company of reasons for the absence ● Failure to report to work on the first workday following the expiration of an authorized leave of absence ● Giving a false reason for a leave of absence or seeking or engaging in other work during such a leave 2.6.1 Termination Process Paid Time Off (PTO) Any accrued, but unused PTO will be paid on the employee’s final paycheck in accordance with the normal pay periods. Exceptions to this include employees who leave the company prior to 90 days of employment and those who do not provide a two-week working notice prior to their voluntary termination. In these two cases, accrued but unused PTO will be forfeited. COBRA The COBRA administrator will be notified by Human Resources. The COBRA administrator will then notify employees of any potential COBRA benefits they are eligible for. Current medical, dental, and vision benefits will continue through the end of the month in which the employee’s last day occurs. All other benefits end on the last day of employment.
will schedule an appointment to view the file during normal office hours. Employees are not permitted to remove any documents from the personnel file but may provide a written response to any document in the file. Written responses will be attached to the original document in the file. Employees may also request copies of documents in their personnel file by contacting Human Resources via email. Release of requested documents, will be at the sole discretion of the Human Resources department and not all requests will be granted.
COPC managers and supervisors are responsible to ensure employee data and information reflects changes as they occur.
2.5
Employee Personal Health Information
situations deemed a Public Health Emergency, certain guidelines and restrictions may be temporarily lifted or changed, in accordance with the law.
COPC will maintain the privacy and confidentiality of an employee’s personal and health information to the extent possible. Only employees with a work-related need to know the information will have access to an employee’s personal record. In
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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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