Rights & Responsibilities
Your Rights
EEO – Equal Employment Opportunity
We consider candidates based on qualifications, merit, and abilities. That’s it.
We are committed to providing a workplace that is free from discrimination. We uphold equal employment opportunity to all individuals, without consideration of race, sex, religion, national origin, age, military/veteran status, disability, genetic information, or sexual orientation.
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All aspects of employment at Consolidated are guided by the principles of equal employment opportunity. Employment decisions, including hiring, placement, promotion, discipline, termination, transfer, compensation, benefits, training, employee activities and general treatment during employment at Consolidated are based on qualifications, merit and abilities.
Any employee who feels discriminated against is expected to make a complaint to HR. All complaints will be taken seriously, and they will be followed with a prompt and thorough investigation. Complaints will be treated confidentially to the extent that is reasonably possible while still allowing for proper investigation and/or follow-up action.
If anyone is found to have engaged in unlawful discrimination or retaliation, they will be subject to disciplinary action up to and including termination of employment.
Together, let’s create a workplace where everyone feels valued and respected.
DEI&B – Diversity, Equity, Inclusion & Belonging
YOU are our most valuable resource!
Diversity, Equity, Inclusion & Belonging (DEI&B) is an important concept that influences many of the policies and guidelines within this handbook. It affects too much to be wholly confined in one policy, but it is still important to address directly.
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The diversity of our team – our unique experiences, personalities, perspectives, and talents – plays a critical role in our culture, reputation and achievements. As a cooperative, we have a wide variety of roles to fill, and we need people with a wide variety of knowledge and affinities to ensure that we are serving our members well. Our differences are our strengths, and we will continue to work together to foster an inclusive and respectful work environment. This will benefit our team, cooperative, members, and communities.
Every individual plays an important role in fostering DEI&B. While you work, make efforts to understand and appreciate our individual differences like race, gender, age, and ability status, as well as things like educational background, work experience, communication style, and socio-economic status. Lead by example with inclusivity and take time to reflect when conflict arises. Be open to feedback, consider others’ situations before acting, and own up to mistakes.
Stay aware of your own unique perspectives and beliefs and seek out diverse perspectives for your teams and projects. Remember that some topics, like sensitive social issues, can evoke passionate feelings and lead to conflict, so please keep workplace discussions focused on work-related ideas.
We are all responsible to treat others with dignity and respect. Regardless of your role, please speak up if you witness or experience inappropriate or discriminatory behavior. Report your concerns to your supervisor or HR to help ensure that our differences do not make anyone feel unsafe or unwelcome. Behaviors that do not reflect this policy will be addressed appropriately.
ADA - Americans with Disabilities Act
Let’s work together.
Consolidated is committed to providing reasonable accommodation for qualified individuals with disabilities. If you require accommodation due to a disability, please reach out to HR. If the requested accommodation poses an undue hardship, we’ll address it accordingly.
USERRA- Uniformed Services Employment and Reemployment Rights Act
Thank you for your service!
Consolidated is proud to support the Uniformed Services Employment and Reemployment Rights Act (USERRA). If you need to take unpaid military leave to serve in the uniformed services, we will fully honor and accommodate your commitment.
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We comply with USERRA, granting unpaid military leave to employees serving in U.S. uniformed services. Advance notice is required unless impossible due to military necessity. Though the leave is unpaid, employees can use available paid time off. USERRA protects service members’ job rights and prohibits discrimination based on military service. It ensures prompt reemployment and encourages non-career service while balancing employers’ needs.
For a complete overview of USERRA and the regulations followed by the Cooperative contact HR or visit the U.S. Department of Labor USERRA site.
ADA - Americans with Disabilities Act
Let’s work together.
Consolidated is committed to providing reasonable accommodations for qualified individuals with disabilities.
If you require accommodation due to a disability, please reach out to HR. If a requested accommodation poses an undue hardship, we’ll address it accordingly..
Reasonable Accommodations for Pregnant Workers
What to expect (from us) when you’re expecting.
We are pleased to offer accommodations to support Consolidated team members throughout pregnancy.
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As required by the Federal Pregnant Workers Fairness Act (PWFA), Consolidated provides reasonable accommodations for employees and applicants with pregnancy-related limitations, unless it causes undue hardship to Consolidated operations.
Employees or applicants seeking accommodation due to pregnancy, childbirth, or related medical conditions should submit a written request to Human Resources (HR), explaining the limitations and accommodation needed. HR will assess the request’s reasonableness and feasibility. Depending on the request, we may ask the individual to submit a statement from a health care provider that supports the need for accommodation.
Possible accommodations include sitting while working, reserved parking closer to the facility, flexible hours, appropriately sized uniforms, time off for childbirth recovery, and avoiding strenuous activities. Employees may request paid or unpaid leave as accommodation, but leave is not mandatory if an employee opts for a reasonable accommodation that allows them to continue working. Consolidated strictly prohibits retaliation or harassment against individuals requesting accommodations or reporting discrimination under this policy.
Responsibilities
Safety & Occupational Health
Be a safety superstar!
At Consolidated, safety always comes first – no exceptions! We will never trade safety for speed or efficiency. It’s just not how we roll.
We’re dedicated to ensuring the well-being of our team and the community, and our workplace is designed to support your success while prioritizing your health and safety. Let’s join forces to keep safety at the forefront of everything we do!
According to the federal Occupational Safety and Health Act of 1970, while we hold the ultimate responsibility for providing a safe workplace, employees are also required to follow all rules, regulations, and policies to ensure their own safety. Violations of safety rules, regulations, and policies are subject to disciplinary action up to and including termination of employment.
Our Amnesty Policy ensures that employees who report qualifying incidents will face no internal disciplinary action. This policy also prevents these incidents from being considered in any future disciplinary actions. Additionally, incidents covered by amnesty will not be included in any employee’s record.
Your Responsibilities
Safety & Occupational Health
Be a safety superstar!
At Consolidated, safety always comes first – no exceptions! We will never trade safety for speed or efficiency. It’s just not how we roll.
Learn More
We’re dedicated to ensuring the well-being of our team and the community, and our workplace is designed to support your success while prioritizing your health and safety. Let’s join forces to keep safety at the forefront of everything we do!
According to the federal Occupational Safety and Health Act of 1970, while we hold the ultimate responsibility for providing a safe workplace, employees are also required to follow all rules, regulations, and policies to ensure their own safety. Violations of safety rules, regulations, and policies are subject to disciplinary action up to and including termination of employment.
Our Amnesty Policy ensures that employees who report qualifying incidents will face no internal disciplinary action. This policy also prevents these incidents from being considered in any future disciplinary actions. Additionally, incidents covered by amnesty will not be included in any employee’s record.
Health Insurance Portability & Accountability Act (HIPAA)
Your health is your business.
The Health Insurance Portability & Accountability Act (HIPAA) of 1996 is in place to protect your health information. We only collect data that is necessary to enroll and maintain your coverage in our benefit plans. This information is securely stored and only accessible by authorized personnel.
Who talks to the media?
We’re so glad you asked!
We have a handful of communications professionals who are trained, poised, and ready to speak on behalf of Consolidated. If you receive calls from the media, please direct them to our Communication’s team. Along with our President/CEO, they are our official spokespeople, and they will represent us well…you can quote us on that!
Driver Qualifications & Licensing Requirements
License and proof of insurance, please!
If your job requires specific licenses or certifications, we’ll need you to have those documents handy.
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Employees who drive for the co-op must have a valid driver’s license, a clean record, and, of course, car insurance! We will check the details with our insurance carrier to ensure that you are good to go.
If you have a CDL and drive one of our sweet bucket trucks or other commercial vehicles, you will have some extra hoops to jump through thanks to our friends at the U.S. Department of Transportation and the FMCSA. But don’t worry, we’ve got your back on that front too. Check out our Commercial Driver Policy for all the details or give HR a shout for help.
Cooperative Vehicles
Need a ride? We’ve got you covered
Co-op vehicles are typically assigned to specific employees, but some are available based on business necessity.
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Our vehicles are intended for Cooperative business only in most cases, but there are a few exceptions:
⦁ You can take the vehicle home or on weekends if you’re using it for work, on-call duty, or have an early morning or late evening commitment.
⦁ It’s okay to make a quick stop for personal errands or a bite to eat during regular business activities, but remember, IRS rules apply for commuting expenses.
Keep it within reason – no joyrides!
If you are assigned a vehicle, HR will need a copy of your Ohio driver’s license. Oh, and a heads-up: driving with a suspended license or racking up more than six points means it’s time to park that company car and have a chat with your supervisor. But hey, if driving’s not your thing anymore, don’t sweat it! We’ll find you another gig if you’re eligible. If you have a suspended license or more than six points and continue to drive our cars without telling your supervisor, you are putting your employment at risk.
One more thing: Safety first! Obey all the rules of the road and keep your eyes on the prize: getting to your destination in one piece.
Business Travel
On your mark. Get set. Go!
Adventuring on our dime? Follow the golden rule of co-op travel: Treat our money the way you would treat yours.
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Before you hit the road, make sure to get approval for your travel expenses in advance. We follow a per diem system for extended travel, so be sure to refer to the Business Travel Expenses Policy for all the ins and outs. Questions? Just swing by HR.
We’ve got your back on all kinds of business travel expenses. Missing meals while putting in overtime? We have you covered. Are you a commercial driver? We’ll cover the difference between your commercial license and your regular license. Do you need work-related necessities like DOT Medical Exams or certifications? You can count on us to reimburse you.
Personnel Information
That’s classified!
Your personnel files are maintained electronically by the President or Human Resources at Consolidated. These records belong to the Cooperative, and for your protection, access is restricted to those with a legitimate business reason.
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Unauthorized access or improper disclosure of confidential information will lead to corrective action, possibly including termination of employment.
Employees must not modify or delete information from these files. Doing so, or attempting to, may result in immediate termination of employment.
You are responsible for informing HR if you need to update your personnel files to change your name, address, marital status, dependent status, or other personal details.
Communication and Complaint Resolution
Got a problem? Let’s talk about it.
We value open communication and believe in resolving differences constructively.
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Here’s how we recommend handling concerns or complaints:
STEP I
Start by discussing the issue with your immediate supervisor or manager. They are often best equipped to address your concerns, and you can work towards a resolution together.
STEP II
If you are not satisfied with the outcome of Step 1, you can submit a written statement to your Department Head within five business days of the conclusion of Step 1. The written statement should clearly summarize the entire situation, including the nature of any conflict and the policies or procedures at play. Within a week of receiving your statement, your Department Head will arrange a meeting with you, your immediate supervisor or manager, and other appropriate parties to dig deeper and work towards resolution.
STEP III
If the issue remains unresolved, you can submit an updated written statement to the President within one week of Step 2’s conclusion. The president will review the situation, attempt to find a resolution and make a final, binding decision.
Documentation from throughout this process will be retained for no less than one year. We’re committed to addressing your concerns promptly and fairly through every step of this process.
Workplace Injury
Whatever you do, DON'T JUST WALK IT OFF.
If you’re injured on the job, please let your supervisor know immediately, even if your injury appears to be minor. If the injury affects your ability to work, you could qualify for Workers’ Compensation benefits. Reach out to HR to learn more about benefits and the next steps.
Communication and Complaint Resolution
We value open communication and believe in resolving differences constructively. Here’s how we recommend handling concerns or complaints:
1
Start by discussing the issue with your immediate supervisor or manager. They are oftenbest equipped to address your concerns, and you can work towards a resolution together.
2
If you are not satisfied with the outcome of Step 1, you can submit a written statement to your Department Head within five business days of the conclusion of Step 1. The written statement should clearly summarize the entire situation, including the nature of any conflict and the policies or procedures at play. Within a week of receiving your statement, your Department Head will arrange a meeting with you, your immediate supervisor or manager, and other appropriate parties to dig deeper and work towards resolution.
3
If the issue remains unresolved, you can submit an updated written statement to the President within one week of Step 2’s conclusion. The president will review the situation, attempt to find a resolution and make a final, binding decision.
Documentation from throughout this process will be retained for no less than one year. committed to addressing your concerns promptly and fairly through every step of this process.
Cooperative Vehicles
Need a ride? We’ve got you covered.
Co-op vehicles are typically assigned to specific employees, but some are available based on business necessity
Our vehicles are intended for Cooperative business only in most cases, but there are a few exceptions:
- You can take the vehicle home or on weekends if you’re using it for work, on-call duty, or have an early morning or late evening commitment.
- It’s okay to make a quick stop for personal errands or a bite to eat during regular business activities, but remember, IRS rules apply for commuting expenses.
Keep it within reason – no joyrides!
If you are assigned a vehicle, HR will need a copy of your Ohio driver’s license. Oh, and a heads-up: driving with a suspended license or racking up more than six points means it’s time to park that company car and have a chat with your supervisor. But hey, if driving’s not your thing anymore, don’t sweat it! We’ll find you another gig if you’re eligible. If you have a suspended license or more than six points and continue to drive our cars without telling your supervisor, you are putting your employmentat risk.
One more thing: Safety first! Obey all the rules of the road and keep your eyes on the prize: getting to your destination in one piece.
Business Travel
On your mark. Get set. Go!
Adventuring on our dime? Follow the golden rule of co-op travel: Treat our money the way you would
treat yours.
Before you hit the road, make sure to get approval for your travel expenses in advance. We follow aper diem system for extended travel, so be sure to refer to the Business Travel Expenses Policy for all the ins and outs. Questions? Just swing by HR.
We’ve got your back on all kinds of business travel expenses. Missing meals while putting in overtime?We have you covered. Are you a commercial driver? We’ll cover the difference between your commercial license and your regular license. Do you need work-related necessities like DOT Medical Exams or certifications? You can count on us to reimburse you.
Workplace Injury
Whatever you do, DON’T JUST WALK IT OFF.
If you’re injured on the job, please let your supervisor know immediately, even if your injury appears tobe minor.
If the injury affects your ability to work, you could qualify for Workers’ Compensation benefits. Reach out to HR to learn more about benefits and the next steps.
Welcome to Consolidated cooperative!
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