Employee Handbook v.2025

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 Paycom, CODAC’s 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 not required—to communicate concerns to CODAC Leadership and/or the Director of Employee Relations if they believe their working conditions are becoming intolerable and may lead them to resign. However, under Arizona law (A.R.S. § 23-1502), an employee who believes that working conditions are so intolerable that they constitute a constructive discharge (i.e., conditions that would compel a reasonable employee to resign) must provide written notice to the employer if the employee wishes to preserve the right to file a legal claim for constructive discharge. To preserve this right:  The employee must provide written notice to CODAC describing the specific working conditions believed to be intolerable.  After providing notice, the employee must allow 15 calendar days for CODAC to respond and attempt to remedy the situation before resigning.  Depending on the circumstances, an employee may be eligible for a paid or unpaid leave of absence of up to 15 calendar days during this period. Failure to provide this notice and waiting period may forfeit the employee’s ability to later bring a claim alleging that they were forced to resign due to intolerable working conditions. Such concerns should be reported to Human Resources or the Compliance & Ethics Hotline .

Employee Handbook v. 05.2025

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