Employee Handbook v.2025

RELIGIOUS ACCOMMODATION CODAC will provide reasonable accommodation for employees' religious beliefs, observances and practices when a need for such accommodation is identified and reasonable accommodation is possible. A reasonable accommodation is one that eliminates the conflict between an employee's religious beliefs, observances or practices and the employee's job requirements, without causing undue hardship to CODAC. CODAC has developed an accommodation process to assist employees, management and Human Resources. Through this process, CODAC establishes a system of open communication between employees and CODAC to discuss conflicts between religion and work and to take action to provide reasonable accommodation for employees' needs. The intent of this process is to ensure a consistent approach when addressing religious accommodation requests. Any employee who perceives a conflict between job requirements and religious belief, observance or practice should bring the conflict and their request for accommodation to the attention of Human Resources to initiate the accommodation process. CODAC requests that accommodation requests be made in writing, and in the case of schedule adjustments, as far in advance as possible. GENERAL EMPLOYMENT PRACTICES EMPLOYEE CLASSIFICATIONS Employees of CODAC are classified as either exempt or nonexempt under federal and state wage and hour laws and are further classified for administrative purposes. The following designations are used throughout this Handbook. Questions regarding employee classification should be directed to Human Resources. EXEMPT EMPLOYEES Exempt employees are employees whose job assignments meet specific tests established by the federal Fair Labor Standards Act (FLSA) and state law and who are exempt from minimum wage and overtime pay requirements. Exempt employees are compensated on a salary basis. Employees will be informed whether their status is exempt or nonexempt. NON-EXEMPT EMPLOYEES Nonexempt employees are employees whose job positions do not meet FLSA or applicable state exemption tests, and who are not exempt from minimum wage and overtime pay requirements. Nonexempt employees are eligible to receive overtime pay for hours worked in excess of 40 hours in a given week, or as otherwise required by applicable state law. Employees will be informed whether their status is exempt or nonexempt. FULL-TIME EMPLOYEES Full-time employees are those who are normally scheduled to work and who do work a schedule of 30 to 40 hours per week. Full-time employees are eligible for the employee benefits described in CODAC policy and are provided with benefits required by applicable law. PART-TIME EMPLOYEES Part-time employees are those who are normally scheduled to work and who do work fewer than 20 to 29 hours per week. Part-time employees may be assigned a work schedule in advance or may work on an as needed basis. Part-time employees are eligible for some, but not all employee benefits described in this Handbook and are provided with benefits required by applicable law.

Employee Handbook v. 05.2025

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