3.0 HIRING AND ORIENTATION POLICIES
3.1 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 INSITE . If you are currently employed and have not complied with this requirement or if your status has changed, please inform Human Resources.
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 INSITE .
3.2 Disability Accommodation
Insite complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, INSITE will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.
If you require an accommodation because of your disability, it is your responsibility to notify your manager or Human Resources. You may be asked to include relevant information such as:
• ! A description of the proposed accommodation. • ! The reason you need an accommodation. • ! How the accommodation will help you perform the essential functions of your job.
After receiving your request, INSITE 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 INSITE in connection with a request for accommodation will be treated as confidential. INSITE encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, INSITE 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 INSITE . 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. INSITE will not discriminate or retaliate against employees for requesting an accommodation.
Employee Handbook
September 2021
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