Page 10 - Honeygrow Employee Handbook PROOF

environment; however, such relationships between team members where one individual has influence or control over the other’s conditions of employment are inappropriate. These relationships, even if consensual, can raise serious concerns about the validity of the consent, conflicts of interest and favoritism, and may ultimately result in conflict or difficulties in the workplace. If such a relationship currently exists or develops, the supervisor must immediately disclose such relationship to Human Resources. The failure to disclose a relationship between a team member and a supervisory employee will result in a discipline to the supervisory employee, up to and including separation from employment. Even where there is no supervisory relationship, team members who engage in personal relationships should be aware of their professional responsibilities and will be responsible for assuring that the relationship does not raise concerns about favoritism, bias, ethics or a conflict of interest. These relationships must be disclosed to your direct supervisor.
WORKERS COMPENSATION, ACCOMMODATION + LIGHT DUTY
honeygrow is dedicated to allowing employees who have serious medical conditions or disabilities to continue to work to the extent that they are physically and mentally able to perform the essential functions of their jobs without undue risk to their own health or the health of other employees or individuals. honeygrow will provide reasonable accommodations to such employee as appropriate under the Americans with Disabilities Act (ADA). An employee who is diagnosed with having a serious medical condition or disability and who wants an accommodation should inform his or her General Manager or the Human Resources Department as soon as possible. Pertinent medical information will be needed to make decisions regarding the employee’s ability to continue working or to return to work.
honeygrow has workers’ compensation programs available for employees who have suffered work-related injuries. The program’s administrator will determine, based upon program guidelines, whether you are eligible for wage loss or medical expenses under that program. In some cases, his or her treating physician may tell an employee who has suffered work-related injuries that he or she is capable of performing “light duty” work. “Light duty” is defined as a status under which a temporarily injured or ill employee must abide by certain physical or medical restrictions, and as a result is unable to perform the full range of essential duties required by his or her position. However, the fact that your treating physician believes that you are physically capable of returning to light duty work does not require honeygrow to let you come back to work.
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EMPLOYMENT POLICIES