Employee Handbook v.2024.docx

Annual Wage Increases: All overall decisions are based on CODAC achieving financial targets, which are defined by the Board of Directors approved annual budget. Market Adjustment (tri-year or ad hoc): Based on the tri-annual compensation study recommendations and CODAC’s financial success, market adjustments may be processed for positions that have a significant shift in the market, as part of the upcoming budgeting process. Incentive(s) Bonus: Based on the financial success of the organization CODAC may award incentive/bonus payments. PERSONAL DATA CHANGES To better assist employees and/or their families in the event of personal emergencies, CODAC needs to maintain up to-date contact information. Maintaining accurate information in our files is also important for recordkeeping, payroll and benefits-related purposes. Changes in name, address, email, telephone number, marital status, number of dependents, next of kin and/or beneficiaries should be entered by employees in the Human Resources Information System (HRIS). VOLUNTARY OPEN DOOR POLICY We recognize that employees may have suggestions for improving our workplace, as well as complaints about the workplace. The most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with an employee's supervisor. Employees should feel free to contact their supervisor with any suggestions and/or complaints. If employees do not feel comfortable contacting their supervisor or are not satisfied with their supervisor's response, they should contact Human Resources, any member of leadership, or the Compliance & Ethics Hotline . While we provide employees with this opportunity to communicate their views, please understand that not every complaint can be resolved to the employee's satisfaction. Even so, we believe that open communication is essential to a successful work environment and all employees should feel free to raise issues of concern without fear of reprisal. Employees are encouraged, but are not required, to communicate to CODAC Leadership and/or the Director of Employee Relations, whenever they believe working conditions may become intolerable to the employee and may cause the employee to resign. However, Arizona law requires employees to notify the agency in writing when a working condition exists that the employee believes is intolerable, that will compel the employee to resign, or that constitutes a constructive discharge, if the employee wants to preserve the right to bring a claim against the employer alleging that the working condition forced the employee to resign. In order to preserve this claim, the employee must wait 15 calendar days after providing written notice before resigning from employment. Depending upon the circumstances, an employee may be entitled to a paid or unpaid leave of absence of up to 15 days while waiting for CODAC to respond to the employee's written communication about a working condition. Such concerns should be reported to Human Resources or the Compliance & Ethics Hotline .

Employee Handbook v. 06.2024

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