FBC Jacksonville Employee Handbook (1)

Upon receiving a request for accommodation, we will seek an interactive process with the individual to clarify his or her needs and identify the appropriate reasonable accommodation. During this process, we may request reasonable documentation, including medical documentation, of the individual's disability and the need for reasonable accommodation. Failure to provide required medical information or to otherwise participate in a meaningful way in the interactive dialogue process regarding an accommodation request may result in denial of an accommodation. Because of the personal nature of some disability issues, we will take every reasonable effort to ensure confidentiality during the review process. The Company respects the sincerely held religious beliefs and practices of all employees and will make, on request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on the Company's business. An employee whose religious beliefs or practices conflicts with his or her job, work schedule, or with the Company's policy or practice on dress and appearance or with other aspects of employment and who seeks a religious accommodation must submit a written request for an accommodation to their Human Resources Business Partner. Upon receiving a request for accommodation, we will seek an interactive process with the individual to clarify his or her needs and identify the appropriate reasonable accommodation. Failure to provide required information or to otherwise participate in a meaningful way in the interactive dialogue process regarding an accommodation request may result in denial of an accommodation. Any individual believing that a reasonable accommodation has not been provided or who otherwise feels he or she has been discriminated against because of a religious belief or practice must follow the Company's Employee Complaint Procedure. It is a violation of Company policy to discriminate, harass, or retaliate against an employee or an applicant on the basis of genetic information when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, or any other term or condition of employment. The Company does not use genetic information to make employment decisions. It is a violation of this policy to ask for or obtain genetic information about an applicant or an employee, unless specifically authorized by law. In those circumstances where genetic information is maintained, it will be retained in a confidential manner and in a separate medical file so as to prevent unlawful disclosure. Employees are protected from any adverse employment action for making a good faith complaint, exercising rights protected by Executive Order 11246, the Americans with Disabilities Act, Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veteran's Readjustment Assistance Act of 1973, the Veterans Employment Opportunities Act of 1998, or any or federal or state non-discrimination law, rule or regulation. Employees are further protected from any form of harassment, discrimination, or retaliation for participating in any investigation or compliance review in furtherance of this policy or because of any alleged violation of our Equal Employment Opportunity Policy. Religious Accommodations Compliance with the Genetic Information Nondiscrimination Act (GINA) No Retaliation

Employee Handbook 2024

FBC Jacksonville