7.3
7.5
Jury Duty Service All employees are entitled to Jury Duty Leave (whether paid or unpaid) to fulfill their civic and social responsibilities; this includes when employees have been assigned jury duty or have been requested to appear in court as a witness pursuant to a subpoena or court order. COPC, in its desire to ease any burden felt by its employees in undertaking such responsibilities, will provide paid benefits (as outlined below) to both its regular full-time exempt and non-exempt employees. Non-exempt (hourly) employees: COPC will provide up to twenty-four (24) hours of paid Jury Duty Leave to full-time non-exempt hourly employees. If employees need additional time away beyond 24 work hours to fulfill their civic and social responsibilities, they should use any available Floating Holidays or Paid time off (PTO). If Floating Holiday or Paid Time Off (PTO) benefits are not available, non-exempt, full-time employees are entitled to unpaid time away from work to complete their assignment. COPC provides unpaid Jury Duty Leave for its non-exempt, hourly part-time, temporary, and contingent employees. Exempt (salaried) employees: Salaried exempt employees will receive their usual salary for any week during which they are away from work for Jury Duty Leave if the time served is for less than the entire work week. Any full week during which an exempt employee performs no work for the entire week due to a jury duty assignment or court order may be unpaid once the Jury Duty Leave has been exhausted (beyond 24 hours). Paid Jury Duty Leave cannot be shared, does not accumulate, and cannot be carried over from one year to the next; rather it applies to each instance of jury duty assignment. Employees will receive paid Jury Duty Leave at their normal rate of pay on the regularly scheduled pay date. Paid Jury Duty Leave does not count as time worked for the purposes of calculating overtime. Witness Duty Leave of Absence Employees may be eligible to be approved for Witness Duty Leave of Absence when subpoenaed to testify in a criminal, civil, and/or juvenile court proceeding. Employees must provide their manager with the summons or court order for the need to
Military Leave of Absence COPC proudly grants employees time-off of work for service in the uniformed services in accordance with the Uniformed Services Employment and Re- employment Rights Act (USERRA). All employees requesting time-off for military service must provide advance notice of military service to their manager unless military necessity prevents such notice, or it is otherwise impossible or unreasonable to do so. Continuation of health insurance benefits is available during military leave, subject to the terms and conditions of the group health plan and applicable law. COPC is committed to protecting the job rights of employees absent on military leave. It is COPC’s policy that no employee or prospective employee will be subjected to any form of discrimination based on that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion, or other benefit of employment based Religious Observances COPC will reasonably accommodate an employee’s religious observances due to their religious beliefs. Should an employee wish to observe a specific religious holiday which is Time-Off to Vote All employees eligible to vote in a scheduled election are encouraged by COPC to do so. Employees should plan to vote either before or after their scheduled work hours. In the event an employee does not think they can get to their polling location before or after their scheduled shift, requests for time to vote during the scheduled shift
All employees may choose to supplement Jury Duty Leave with available PTO or Floating Holidays, should they wish to be paid in lieu of unpaid time away from work. Any pay the employee receives from the court as compensation for time spent is theirs to keep. In cases where court personnel request paid extensions for cases still at trial, Human Resource leadership should be consulted for consideration of the request. Employees appearing in their own case as a plaintiff or defendant or for a non- subpoenaed court appearance do not quality for pay under this policy; Floating Holidays and/or PTO should be requested for such instances, and such time is subject to approval by the employee’s direct supervisor. Employees are required to provide a copy of the jury summons or other court order to their Direct Supervisor as soon as possible. Depending on the needs of the business, COPC may request that the employee ask the Jury Commissioner for a postponement from jury duty. Upon completion of jury duty, the certification of completion may be required to return to work. COPC reserves the right to request documentation of jury duty attendance. Misuse of Jury Duty Leave may result in disciplinary action, up to and including termination of employment. Employees must notify their Direct Supervisor of the need for Jury Duty Leave as soon as possible and provide appropriate notification documentation from the court. While the employee can request Jury Duty Leave in the timekeeping system, the employee’s Direct Supervisor is responsible for ensuring the Jury Duty Leave pay is appropriately applied to the employee’s timecard.
on such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because an employee has exercised their rights under applicable law or Company policy. If any employee believes that they have been subjected to discrimination in violation of Company policy, the employee should immediately contact any member of management or Human Resources within COPC. Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence, including Reservists and National Guard members, for training, periods of active military service and funeral honors duty, as well as time spent being examined to determine fitness to perform such service. Subject to certain exceptions under the applicable laws, these benefits are generally limited to a cumulative total of five years of leave of absence.
7.6
not included in the Company’s observed list of holidays, the employee may use their Floating Holiday, request time-off without pay or make a request to use accrued, available PTO.
7.7
should be made to their manager prior to the day of the election. The hours may be specified by the manager but normally will be at the beginning or end of the work shift based on the request of the employee and what works best for the operational work schedule.
7.4
take a leave, promptly upon receipt of the subpoena. Witness duty leave is unpaid; however, employees may opt to use available Floating Holidays and/or PTO for this purpose.
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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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