Hiring Policies
Team members are expected to be customer service oriented and to represent COSI in the best possible way to the public. COSI is a participative hands-on environment, and we invite you to learn and help guests have fun while using the exhibits actively and with respect. Disruptive behavior, any form of threats or violence, vandalism, or misuse of exhibits or the building is not welcome and will not be tolerated.
COSI has instituted the following highlights to its hiring policies:
Reference Checking
Since every person who works at COSI comes into contact with the public, all positions are subject to criminal background checks. Any offers for employment are preceded by a criminal reference check or made contingent upon acceptable results of this check. Verification of the past 7 years of employment and education claims listed may be conducted as well as contacting all references listed.
Equal Employment Opportunity and Harassment Free Workplace
It is the policy of COSI to provide an atmosphere without discrimination or harassment both in employment and in its operating procedures so as to provide equal opportunity to all qualified persons regardless of race, sex, color, national origin, religion, age, disability, sexual orientation, marital status, veteran status, citizenship or any other characteristic protected by law. COSI prohibits any such discrimination or harassment.
Smoke Free
A Clean Air Smoking Restriction Policy has been adopted to protect the health of team members and guests and to maintain compliance with The City of Columbus Smoke Free Indoor Act of 2004. Designated smoking areas are located outside of the building.
Violence & Weapons Free
Your safety is important to COSI! No forms or threats of violence are tolerated. Weapons are prohibited unless carried by law enforcement officers.
Assistance Programs
COSI offers a Team Member Assistance Program (TMAP) for referral counseling to regular Full Time Team members (and their families) at COSI's expense. Abuse of substances which can hinder COSI's guest experiences, service, or work with fellow Team members is not tolerated. The TMAP program is designed to help Team Members before their behavior results in disciplinary problems, but the program cannot be used to avoid discharge after a problem as been discovered.
In compliance with the requirements of the Drug-Free Workplace Act of 1988, P.L. 100-690, COSI has established the following policy concerning provisions of a drug-free workplace:
The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance (as defined in Schedules I - V of Section 202 of the Controlled Substances Act (21 U.S.C. 812) is prohibited in all of COSI's facilities.
Substance Abuse Testing
In order to ensure the safety of the public and fellow Team members, COSI may require testing of applicants, and employment may be conditional upon passing a drug test.
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