Employee Handbook v.2024.docx

PROTECTION AGAINST RETALIATION Retaliation is prohibited against any person by another employee or by CODAC for using this complaint procedure, reporting proscribed harassment, or for filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit. Employees should report any retaliation prohibited by this policy to their supervisor, any management team member, Human Resources or the Compliance & Ethics Hotline. Any report of retaliatory conduct will be investigated in a thorough and objective manner. If a report of retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken. EMPLOYMENT ELIGIBILITY AND WORK AUTHORIZATION CODAC participates in the Electronic Verification System (E-Verify) to electronically verify the work authorization of newly-hired employees. E-Verify is an internet-based program that compares information from an employee's Form I 9 to data contained in the federal records of the Social Security Administration and the Department of Homeland Security to confirm employment eligibility. CODAC does not use E-Verify to pre-screen job applicants. CODAC will not tolerate any form of discrimination or harassment prohibited by federal, state or local law, including discriminatory treatment based on an individual's national origin or citizenship status. Employees who believe they have been subject to discrimination or harassment, including during the Form I-9 and E-Verify process, should immediately report the matter as further discussed in the policies regarding discrimination and harassment set forth in this handbook. CODAC prohibits retaliation against employees for making such complaints. SEXUAL AND OTHER UNLAWFUL HARASSMENT CODAC is committed to providing a work environment that is free of illicit harassment. As a result, CODAC maintains a strict policy prohibiting sexual harassment and harassment against applicants and employees based on any legally recognized basis, including, but not limited to: veteran status, uniformed servicemember status, race, color, religion, sex, sexual orientation, gender identity, age (40 and over), pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics) or any other consideration protected by federal, state or local law. All such harassment is prohibited. Our anti-harassment policy applies to all persons involved in our operations and prohibits harassing conduct by any employee of CODAC including nonsupervisory employees, supervisors and managers. This policy also protects employees from prohibited harassment by third parties, such as vendors, clients, or temporary or seasonal workers. If such harassment occurs on or related to the job by someone not employed by CODAC, policies and procedures should be followed. SEXUAL HARASSMENT DEFINED Sexual harassment includes unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when:  Submission to such conduct is made a term or condition of employment; or  Submission to, or rejection of, such conduct is used as a basis for employment decisions affecting the individual; or  Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.

Employee Handbook v. 06.2024

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