10 After receiving your request, the Company will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by the Company in connection with a request for accommodation will be treated as confidential. The Company encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, the Company is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Company. Where state or local law provides greater protections to employees than federal law, the Company will apply the law that provides the greatest benefit to employees. If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law. The Company will not discriminate or retaliate against employees for requesting an accommodation. 3.4 Employment Authorization Verification New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with New England Security. If you are currently employed and have not complied with this requirement or if your status has changed, inform your Manager. If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the Company. 3.5 Non-Fraternization Policy The Company believes that a workplace where employees maintain boundaries between personal and business interactions is most effective for conducting business. Although this policy does not prevent the development of friendships or romantic relationships between coworkers, it does establish clear expectations as to how relationships will be treated during working hours and within the working environment. Individuals in supervisory relationships or other influential roles are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information, and their ability to influence others. This policy not only applies between co-workers, but also between employees and our clients or workers/agents/constituents of our clients. The following are guidelines and are not meant to be all-inclusive: • During work time and in work areas, employees are expected to keep personal exchanges limited so that others are not distracted or offended and so that productivity is maintained. • During non-work time, such as lunches and breaks, employees are not prohibited from having appropriate personal conversations in non-work areas as long as their conversations and behaviors could in no way be perceived as offensive or uncomfortable to a reasonable person. • Employees are strictly prohibited from engaging in physical contact beyond that which they would share with any other coworker while on Company premises, whether during working hours or not. • Due to the high potential for favoritism or allegations of quid-pro-quo relations, romantic relationships between supervisors and subordinates are generally prohibited.
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