Free Response in Opposition to Motion - District Court of Arizona - Arizona

marital status, age or any other basis made unlawful by . E LZOOCIE ·
federal, state or local law, ordinanoe or regulation. This . U
policy applies to gi persons involved in the operations of
Eagle Produce L-Pand prohibits such harassment by · - -
ny employee of the Company, including supervisors, ‘
co-workers and third parties in the workplace (eg.,
customers, suppliers and temporary agencies).
Prohibited harassment in any form, including verbal, - ` · `
physical and visual conduct, threats, demands, and `
retaliation is unlawful and will not be tolerated. .
Harassment because of sex includes, but is not limited . .
to: . -
1. Verbal conduct such as epithets, derogatory · - `lB59|!‘pEp!'“!i°E JE'!"'b|E“O
comments, slurs, or unwanted sexual :Ei°g·’!p UQi°E’·*ipJ°q“'3“l
pdvppppi iiwiipppppl pippmmpnis - joiisodoid arse sued aaidtua as anb eu.
‘ ` ` sho iainbieno o sepeieqen selou ap orisitias ia a
-2- Vl5UHl G¤fidUCt SLlCI'l B5 derogatory pogigrgl SEYIQIJE1 O SEEOLI GDI UQEUBDUESIEJ U UQ!’Jl?-$91IB E"|
F¤l'l¤t0QFBi3l‘ly', CBTKOODS. drawings, or gestures -Oaldl-U9 IGP E!JElUnI¤¤'\ UQEQEUIU-
. __ · - . _ EI ciciopiguoo as oisg ·uo;oeogi1ou ugs sortiinoesl
_ 3. Physical conduct such as unwanted touching . ‘56l!¤lB¤ SBJD (Z} SUP BP ¤!¤Bd59 wd 8i'-'6"$l'*.l? MSE
blocking normal movement, or interfering with tgpealdlfua un ep D Esmdwg Fl at Odlr
work directed at you because ofyoursex O Sguaici Sol B Osn law Gimp D JEUEV Jimisgg
- . isaiooei sns Jeziieai ered sei.
4. Threats and demands to submit to comet Setlolp ep uoisesed ue Jeise H Sopeziloine sopeeid
requests in order to keep your job or avoid ‘ SDI E D UEBW Gp SEWE ·'EiJ°d amd SDPEZEJO
some other loss, and offers of job benehts in $a*°SiM"d"S SOI E O EVWSJBB El B mndg
return for Sexual favors. EIBGJ EQSQ `SBRB Bp {DRUGS [B OLUDU S3|B] .S°BDBUE
uo.ian,t_ sai anb sears; sei ieziieau sued ooaru
5__ Rgtaiiation ipi pppppi,-,p_ ipppriinp pi ` seuue reuod e sopeaidtua sopeurturaiap e Jezuc
` threatening to report unlawful harassment or ‘¥”F’°d BFDUBJGE El *°p“E"° ug za" BG UBSGJG
fOr participating in an ii.Nppiippiipi.i_ ei ap souauat o sauoioeieisui sei ua sesorf
‘ Dfeceeding or hearing conducted by me Sigia . Seuue selio n oben; ap seuue ap upisasod e·i
civil rights agency in your-state. . DIEQEJI ee [
- ia ue iouooie o seoolp Jeuoiorodold o ap uogsasod
Pervasiveand severe offensive conduct on a prohibited Eiga `-'EPUBA `Ji°"'p°Jwi 0 wml `SEBCUP Ep Enum
basis that impairs your working ability or emotional well _ El °iE°·_ Dpugisa JEIEQER ° _ °[EqE‘q IE E"S°ElJ°d°H
being at work may violate this policy and will not be ·°i'·’9!wBUi’!°E’=SB la °S"
ipipi.pipp_ _ ‘o[eqa.n ap oiiis ia ue o onuap soup o seaiaci
tuoioonp
if you believe _you are being harassed on the job ap sonsgtiar so; ep UQl¤EOiJ!S|Ei P QQEDEJBIIB BI
because of your sex, race, ancestry, or other prohibited . . · mnfigs ° °8'dw‘
basis, you sh_ould use the procedure outlined in this S°i!S*?dmd Eigd asn es gnb Ug‘!°EU“u°¥U? E‘¤° U ele
policy to nie a complaint anu have tiinvcsugsiee. ep $ei¤¤ii¤ii¤=i Sale? ¤¤>i°B°ii!Sl¤i.° —¤*P4¤_¤J¤liE E7
- . · · - · ‘ - Isopeaidtua s
lfyou believe you are being harassed, you must make a BP D Bsaidwa Bl ee swam Bp GUUH ° Gqm E;
complaint in writing to your own or any other Company aiuatueieipe
supervisor, your manager, or l-lurnan Resources Qplpadsap EES SEIEEJ sms? GIOM are Dpwldwé
Department as soon as possible after any incident you ‘l Odl-ms Tau SV-L
feel is prohibited harassment Your complaint should - _ · · __
include the details of the incident or incidents, the _ BS-1-aoepeooueiaoapsetbaiseisasepoi
names ofthe individuals involved andthe names ofany BSS mad Swglwdsa 5°lEi"°!°ipE E36;] fgum E'
witnesses. Supervisors will refer all complaints of · Dgidwa ?p “Qi°B°U!sEl° QM UQESWP EPB9 di wm
prohibited harassment to the Human Resources _ 6*593 EJB*°|°i °u mb S°p!q!"l°Jd 5°i“B!‘“E”°d
Department` 'l`he Human Resources Manager or Gp Eisli `E'·'" E“°l°’°d°"d es uQ*°EnU¤U°°
his.·’her designee will undertake an investigation of the ` . _
harassment allegations, This investigation will be A DFEQEJ1 Bp Sdgpzzi.
completed and a determination regarding the conduct S°“°¥$’!p”°? ‘ ?°UBi°g° El Emnuggicmgg E
alleged and necessity of corrective action will be made E'&‘“° Opl'-'- Ugnq Igmju Epughlgs Bp d _
and communicated to you as soon as practical. Jggldma gp S°mEiE"$ 55% Sglggé iii galgijsmgg
Jouatu a Jaua a o _
_ Case 2:O3—cv-O2127—l\/lHl\/l Document 85-14 Filed 69/Oi/SCOP; HPag;;¤mi·o1c4:» ap seuuoiq
12 concise

‘l7LZOCl»:lH _
lf the Human Resources Manager or hislner designee
EI . - determines that conduct in violation of this policy has
la Witt ri at i limi S? it Streep ?;§l;’L?§l’EEiilia§’§2§§5atPwii¥"li§i§§ia§l‘;"§?ilZ
"reueuue iensin A oO!Stl IE-10 PBS Eli Pd!} -'B!nblE“° ` oitense- Action will also be taken to deter ar sture
rr Dplclltlmd °i“°l“·’E5ilS°‘l E lSB'EJ°d‘·“°i SPl°UP`5B harassment Eagle Produce LP takes this oi. atior
A SE°J°p€°°°ldilS°lUBll° iclldwalgl Olgqw SP JEEUI I seriously and its goal is to take effective- corrrectiye
ES? ?O‘lElmQl Ci Dlgqm gp SO‘lBUEdlU§°. SBJ°SlM°dl"S action to end the prohibited conduct. Eagle Produce LF
lou- Bw P5 El Bp Opgal wg Jglnblam _ will not retaliate against you tor tiling a complaint ant
Bp wed md Dlualmggllscll °‘i°li° aqlllmd li dl g°“l°°J¤l will not knowingly permit retaliation by managernen
sibeg sp uppeisdo El ua SEDELIBHIOAUI seuosrsd sei Em iovags Divgviwwgmem _ ‘
sepoi e eoiide ss eziiod ets; ‘se[ed;:iguni.u oseiezisqss ' P ' `
Sglwgpal S°luaLUEl5a‘l D SEZUEuE'pJ° lgalgl Sel · Eagle Produce LP encourages all employees to repor
md legal! Epglaplsum as smb ESOC Em ‘l‘°lnblEn° 0 pgpg . any incidents of harassment forbidden by this polici
`ll’“l° Owls; lpaplagdmul ISODESEUQUE 'F’€P!|El?¤!¤EU immediately so that complaints can be quickly and tairli
‘ua5uo uoioo *oso;5liaJ_ opera ‘eze.l ep sorlgoui . iéscivgci _ . ‘
lcd ogusgiuebgisou n renxas oiuaiuiebpsou is sgiuoid ` .
Enh Elillmg Ezllcid Bun BUERUEW dl Bjnpmd B`l5BE‘l 1.23 Solicitation and Distribution `
` -. clplqlllmd °i"‘°l‘?·'B5liS°H ZZ'l· . ln order to maintain and promote ehicient operations
t · discipline and security, the Company has estabiishe
. `S°l”’-wid"-UB - rules, which govern solicitation, distribution of writte
Eng A dll G°“p°’¤l SUSE; mug Dlgqell gp Ellglunlm material and entry onto the premises and work areas
uoioeisl ei sioate Bob ¤5l€ PU-l¤¤ BSJEJPPISUOP All employees are expected to comply strictly with thes
eisqsp o sqsp eziiod else us opiuaiuoo oi sp EDEN mia
isaosw seperl spiei Jebarl Zi. These nileswill be strictly enforced. Any employee wh
D in 5 BDDBQDJGE 5°lpEll“ES SOI UBB"; is in doubt concerning the applicationlof these rule
U ar sam- nl UB Jgulm n JE°°lf°p O °·E°lBJi la Jgzllggl should consult with his or her supervisor immediately.
sp .ss1ue souetu sei ssielxei ou oiens oieqen sp Jebni
Un Jgual ° °l°"S la ua Emsgq mil °u‘l°° lm *ES°*d'·l·‘3 1. No employee shall solicit or promote suppc
F Pp pEplJqnlES R pnlgs ap FEIEEJ Sal J"’i°l»’\ -lrlr for any cause or organization dunn is ¤
_ ,uggoezpoine ups |e.inu.i ‘ her working time or during the working ,.ne
P¤1PQiJPdIPP$PU0l¤l’>‘9U!l°UJE*lEJ¤JEl!nb `JPUWPO `U|· · the employee or employees at whom su:
:ss;iqeu salon.; stueinp licuiog -6 Bciiviiv is diiBCiBd_
tuoioeiseuoiue eun opigioa: iegeu ep ssndesp
i opepinosap o ouosu leur oleqeil un Jibsuoo DN *9 2. No employee shall distribute or circulate at
:sa|iqeu seiou sei aiuemp etonpuoo . written or printed material in work areas
Elm-U JEUPOU-' 0 SBPESW SEUJGJQ Jaceu A ietiinr · ’z_ any time, or during his or her working time
. fESaJduJ3 ei sp osguusd during the working time ot the employee
is uis eicuezuetu eunbie Japuaw o oieugp ieiiciiog ·g Empicivgas Biwiwm such activity is gimme:
. Llosiruadns ns ap osituiadis uis neieqen . ‘ _ ‘
E Jlpnw UU D Bslgiugsng lmlmlgli Bp Jalal] `9 3. No employee shall enter or remain
- . . Lie_piuJiiul 0 JBDBJBBD ap Uploualui Bl uoc . company premises for anypurpose except
`- SE-TQEIEU $9l’2¤-*- 0 OJQSPJE PRZPPS .·9l"=‘l'*5U6l JETSH "lr l ` - I - - report for be Present during. and conclude
tsopiosigeiss soiuaituipaooid o seogoeid *seziiod sei work- period. Nonexempt employees shot
“unu.ioo opgues sp peppnbas ep seibsi sei ieioiyi ··; rbi iepgii ic work more than ici mimi
:836*dwE - before they are scheduled to begin work a
EI PP _ SPUPl¤E’IE1'5l-ll SE1 U9 o sarlqeu seiou Sel . should not remain on the premises more tin
aiu?-mp E’*'l!59¤><6 PEPEPPIGA E OIUUIUBA un Jelauew *3 1U minutes after thework schedule for i
Iou.1op.io»‘lBuJ 0.lDS]Madns un e *oieqe.1; is _ dav is mi.i.ipiBiBd_
uoc epeuoioeisi upissl 0 eluapiooe un Jeuodsl DN ·i _ -
4. Under no circumstances will non—ernploye
reiousisigp e|.ieA|osa1 ered uggoeoiumuog _ be pgmiiiiad ici Sciiicii Cv disiiibvia vviii
PP $¤i'-l¤iUJlP9¤¤J¤l SP1 BP '-"?’l°°i°`5 Bl U6 S°pE°l'F’“l · material lor any purpose on Comp:
Sosed so| Jinbss spend 'ElSl1[ul ang, ugioelssuouie e| _ pmpaitv
snb aiusis ig enuaweieipatuul eilpadssp si as 'eisipiu ` ‘
or ou ig ·opiq;:is.i sp euetulg eiaqap snb eicip essidius .i_24 Empiovmeiii igminaiimi
__ FP Ezllcld Bl `Pil-'OSB led '·'°?l°EiSGU°L“E Elm gqlgal l$ Any employee will be subject to discharge if h. . 2
Tlpldsap O 5Gl·’PlSU5`d5“S lS8U°i;°ElS9l·'OwE '-'B ·‘Eil"S‘°`J cannot orwill not adhere to the Company‘s work rul
spend said s _ eral enc sp uoioe oilx e1 _
Eéassgé gb}q§*gQ`lent 85-14· Filed O9/O1/2005 Page 2 of 4
13 ePoo1eo

_ 1. Discharge; Employees who are discharged glrmgdg .
are not eligible for rehire in any department .
of Eagle Produce LP. VI
_ f3lOlA elonpuoo El anb EUQLIJJBQBD opeublsap elieu ale;
2. Voluntary `Terrnination: Any employee anb euoslad Bl K SGUBUMH $05-ll‘l¤Bt;l BD ell-lalaa lr "
. absent for two (2) consecutive days without `
notifying the Company will be separated °OOl]D$JCl eas ou.1o
from . employment as e yolonlel-Y oluold ual ueleoluntuoo Gl as anb seulsltu ‘ serllloauo
termination. Failure to retum on time {rom Seuolooe ap pel3lSe¤eU Bl '¤u.lSlUJ lee Jeultwalap we
an authorized leave of absence or vacation _ 'alonpuoo elsandns El e olueno ua uoloeuluualap eu
shall be considered a voluntary termination, . eleulol as ri uolsnlouoo ns-_e·lsei.l EJEABll as uoloedrlsam
els; 'O}UBlLUE5l.}5Cll.[ ap S0}E58|B‘50] ap uolsebllsani
3. Voluntary Quit: lf a full—tirne employee quits, . Bl elezlleal else rod BQEJQUJOU euosdad El o soueiunl
they lose all Company benelits from that . SOSJFIOBH ap alualag lg 'SOUEUJTH-| SDSJRGBH a
- date forward. Any employee who quits and Oluewwedau IE ¤l¤l¤ILl¤Jd ¤iU9!l¤9Elll5¤U`9P $ElBllb Sl
at a later date is rehired will be classitied as . sepol UEJEMUB saloslruadns so‘l _'SO5T§5B1 Jalnbselen
a new employee. ap salqtuou sol ri sepalonlonul seuoslsd sal ap salqtuc
_ sol 'salueploul o Q1UBplOUl lap sellelap sol Jlnloul elses
, 4. Layoffs: . Regular work will be ‘proyll;leo elanb ng cplqltlold olualtueellsotl un eas anb asaplsuc
whenever practical; however, because of _ l¤elSn GND ellJ6lDl¤¤! JF>‘l¤l¤lB¤¤ GP SQUUSBP 'i=·‘l€ll$¤d EE
the seasonal nature of our business, there ouloo oluold ue; souetunl.l soslnoall ap oluatuepeda
are times when layoffs are necessary. IE o alualati ns e ‘esa.1dLu3 El ap Joslzuedns or
When layoffs occur, employees will be laid ·· ` Jalnbleno o .iosl.·uadns oldold ns e olposa lod elanb et
off on the basis of skill, ability, attendance, Jeiussald EJGQGP `¤P¤5llS¤Ll GDUSES $159 €=‘l'l'¤ QGJO l
production records, and the length of
employment. Finally, paychecks will be 'Ol.‘3QCl5`GJ|E uoloedllsanuleunlelolulaelanb at
issued according to Arizona Statutes, Article _ Jeluasald ered ezllod else ua opeolpul oluelwlpaoo.
7. Sec. 23-353. Layoff notices will pe IG lealdtue aiaoap 'soplclluold otuoo E1UBLLlJGlJB1l
issued to employees. sopeuolouatu sol ap orlllotu mlo n uaollo 'ezel 'oxas 1
- _ e oplqap oleclell le ua opedllsou opuals else anb aero
.0 WAGES AND HOURS
. . ·ele.ialol as ou A ezllod else ap elluool
2.1 Wages · ` ` oleqell la ua leuolootua lelsaualq ns Jelblled ebeu si
Wages are based upon job classilicatlon, merit, and o aluatuepenoape JElEClE.l} Japod allha Bl anb oran-
experience. Wage rates differ depending npon lne A onullooa oplqluold DAQSUGJO olualtueuoduloo i
job. Each employee will be informed of the wage rate. · ·
that applies to his or ner job, and each employee will ‘ ·opelsa ns ua SElllAlO 50*4391
be notified of any changes made thereafter to that ap lE}E"lSB elouapuadsp El rod epezlleas eloualp
wage rate. . . o olualtulpeoold 'uoloebgsanul eun ua ledloip
lcd o ledall olualulebllsou la Jeuode.1 uoc lezeuat
2.1.1 Payment of wages - _ o JELJOGBJ 'aslauodo Jod selleseldal JEIDEH
Pay periods will be as donned by the Company. The
Company will-_ post notiticationof pay periods on the . _ · [5B|El'l)=
bulletin board at the ofnce. Checks will be distributed ` ` SBJOABJ ED Ullill-UB'-? B 58U¤l¤$2$¤-ld .5‘lJ¤¤·?=ll4¤ ll EPlPi
at the time and place selected by the Company. The Bl-l¤5l€ Willie ¤ wldwe ll? UB -l9¤e¤ELl-UGG ¤F><'=ll’i¤l E
Company reserves the right to change the pay period BP UU E `59l9¤><¤5 '5¤J¤¤B§ GP $9P¥`lll’¤lI¤$ SNS B Elem
andfor payday. — as euosled eun enb ap sepuetuap li sezeuaulw
Employees must- present theiridentincation cards and . - Y¤¤
sign for their own checks. Checks will only be - ns ap DAQDLLJ lod oleoerl ns uoo luapalul o S9lELLl
released to the employee named on the check. You { '$¤l¤9lLUl/tml-l Sits €=l1JE€•‘lll>¤l¤l '$¤$¤J¤¤·9l¤¤! SQJE
may -not designate any other person to pick up your ua euoslad eun e JBOO1 ousoo E‘3l5_l_l alonpuo;3
check. lf you are unable to pick up your check, the ‘ ` ·
Company will mail it to you if you complete a written , _ is-sluellnsul o soscuooepul solsati o SDll'iEllp°SCl1§Ll
request The request forms can be obtained from the °5El}E.lBOlO§ *50J9.El9l ‘selel.1eo owoo lenslri EQDHDUDQ
Human Resources office. - ·
` ‘ . - isopeasapul soueluauioo o seuoloeu
You are required to tum in your Eagle Produce LP ` Jaoetl lenxes odll ap soueluawoo uoo ester
Identincation card in order to receive your llnel o sollnsul 'seluelliluep sopeluetuoo 'salcltuoua.
lilaycheck. .¤&agl%d5c6i§n·gVfo62gr‘j£$JrIp/|1§Meo,uiBment, '5¤i¤lld‘€>‘ €lJ€ZUEl Pl-UDP lam El¤l'*Pl-'PO
. - - - - · · · 'e i i o o an elounua et
. Ocumgnt 85 14 uE||§Hnlg§?€§JZ€:®elFa?¥Q$sgli9Jf;§lqapn olualtuebll
` i4 l:¤nn191 _

. 9l·ZOOdH
_ rent, and housing damages will set off from your tinal
gr ‘ · paycheck.
- _ in the unlikely event there is an error in the amount of
- _ Esajdwg pay, the employee should promptly brine the
I discrepancy to the attention of their supervisor hat
BI ap souaua euooe · . . .
Jgmblmg Emdicmjlgsg |E!JiB1é3$L;lEAi;lm;t; Dottgttgtnég I ggrrgigttgns, if any, can be made as quickly as
esatdcug ei ep sopeaidtua UDB ou anb seuosiad pOS_ `
mb Efiimd QS El°""”'·"““°“i° E““5“l“ Oiaa ‘r 2.1.2 Deductions
‘ _ _ _ _ Every paycheck you receive has had money taken out
Em Rpm gp EpEw°!In5 °pB“iU·“Bi for what are called deductions. The Company is
Jam Bp Si"‘dS°p $°i"“*‘“ Oi Bp Sim mldiaa at ap · required by nsw to wiriiirairi sscrai sammy are
SOUBMBI O Sguopgimsui sgi ua Jawugwad Uwgqgp OU I Medicare Other deductions may include State and
5 oieqeu ap epetuoi ns aoegdma anb ap sarue sotnuiru ` F d t `- ‘ t {hh ld· t -
DL Bp Emu DIEQBQ IE Bsmugdgj UEJEQBD Ou SO Uakg e era income ax wi o ing, ren, insurance
OU Sgpwdwé gm _O[E_qm Bp Eégwd ns Jgljlwal · premiums for dependents, and deposits or deductions
0 Sguqggdsmcu SEE giuamp Gluasgld jaws Ugléqm forequiprnent or uniforms.
;E%m;1;gJd?_;aBi;1igpgggugjglaggl ‘;ii`?;$:‘;E’°i“blE¤° if you are eligible for Company housing and you elect
ug magugwad O JEAUB E-Jgqap Omg dma-Urygfjui SFI ‘ to rent such housing, your wrrtten authorization to
- U | . . iN 9 deduct rent from your paycheck will be required. No
_ · cash payments should be made to any Company
SOI Ep 0 lap $BI;;%5i';;g5AES;FB;1T;bnESgpiziiiwa personnel for housing, or any other item. if any
SEJDL4 Sm E]uEm· b mugwgw Jgmbg D Ii-qw Company personnel requests cash payment from yoi.
ap SEGJE SE1 UB Egmdm O Dwosé IELEq;LUUiB1°$EI;?`-2 . for any reason, teport such request your supervisor oi
JEFPUJEU Jaaail 0 Jimi!-|1'5!l3Ii3JaC|e¤iD opaalrjrug u,j,5,;,!N .Z - manager immediately,
`5“pi5!·'iP ‘-'E’*B’* I 2 2 Hours or work
sauainb. d ‘ . . . ..
SHS Qwgngogggigxjggil ipggrigg fglg Esriiqgu SEJEQ in tanning operations, the availability of work, hours
_ Jamwmd 0-} {SIDS B B O .dl E 0 0 la I and rgpgningirmes may vary wath the time oi year an-
· Ei. .| W ii P PEB! we UD ¤lN L · crop and weather conditions. Your sup‘en.··isor.···ilI ss
gmawglalpgwu — workdays, working hours, and reporting ti. a
. ! `
losyuedns ns uoo Jeirnsuoo etaqap selbal salsa ` necessary
Bp “‘?*°"""°*'dE Bl E °i”E·’"° UB Epnp Emi mib Ppaatdwa i 2 2 1· ess: periods breaks srrri meals
r • ' I I
qeinbieng sepasioyua aluawelomsa uaias seiijai seisg Empygyaggmay take up to WO tan (10) mmm
· EEIBGJ $@58 um · breaks, one in the morning and one in the aitemoo
` ` b 'd dt' k d.
riurwasaiss ¤¤i¤¤·¤¤ ¤¤¤e·=¤¤»¤ ei we =»~==¤ `§rTl°“r¥l' p2r?§rr“§' Sirlir $$5 E? rZra?'§rai§s“if§Z
BS Icigqan Ep Sam? A Saugpgimsui SE} E Bpmug Ei A designated by the supervisor.
oiuosa Lpuaiam ap upionquqsip ‘up5oe;ioi;os ei e ozoadsai
‘sopea5 tus cor sopoi eled se|EiaJ opioalqeisa eu ‘ BEBKS- Okhcul. I. Suit- {mm 5-I { be
-esa.idu.ig ei ‘pappn6as iieuiidgosip owoo gse ’a;usioga ` I In W I S B Ing {LIB Ions YOI
‘ Uolaededo eun iaixouiosd. ri `Jaueiuetu uapod E;,|Bd - ·· _ · Ima I?PIII_tIDIpIItIIIEI Cimjnpény are IIIOI_pIIIIIId`_ · _
. "9!°“qi”S!G A “‘?!°E’»!°!i°9 EZ`? Employees shall take a minimum oi thirty (30) minut
_a1uaLuE1Sn{£Ep.IdEJ smb — for a lunch break at a time determined by t
Sm JBMGSBJ Japcd ap uu B _EZHOd E1SéJOd·5ép!q!L{¤jd evigpiggsor. This time will not be considered tii
D}l.]BiL1JE5Q,SOL.{ ap sewapiou; aruauieqeipacuui Jeuodau I
e sopeaiduua sci sopoq B etualle cj'] aonpo.l,;l, alba; _ 3_0 BENEFITS
` `slssa Bp S°*°UEdLu°° Sm BP I 3.1 I Medical insurance I I
EugriglljijBEgélggg?pgiidlgzsgglzggavgd ;°;§i?8J§§`; - Eagle Produce LP provides a comprehensive pack;
· · ·- .· - . f edcal ci 'o edcal ‘
gyms gd a=¤¤¤ is ga Sriraia arm ¤¤ rn » · Errr.iri?$il’ §2.rprl,rs£T‘ r?r`r?mZJ€?¤r‘Er¤Ii5`§riZ‘l§r
BJE§;‘°EdA;;;ESE?&§;%;L§3J SBSuEg;;i;U;°w;?iS;°§A;'g;”[$; oualiication is contained in an appendix attacnec
· - · ·- th`hdbok.M tr th 'hl
¤==e~¤¤a e¤¤rei¤¤ we rn ¤=»¤»>¤a are Erlir r.,?srrra§S§§Er"S§` rrrr?§iE"i?mr.E mi
. |j;§uSaJ%1u3iwE§nS°u Jainbgng lama md 5E'u°i°:’E employee's responsibility to refer to the bulletlri bc
ubc gman;U§§§gL%£§ij駧*Q; §ji|®f[§BPE5§ nt 85 14 F§Jégl£i:&r%.¤-Ist recent insurance qualification informal
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Case 2:03-cv-02127-MHM

Document 85-14

Filed 09/01/2005

Page 1 of 4

Case 2:03-cv-02127-MHM

Document 85-14

Filed 09/01/2005

Page 2 of 4

Case 2:03-cv-02127-MHM

Document 85-14

Filed 09/01/2005

Page 3 of 4

Case 2:03-cv-02127-MHM

Document 85-14

Filed 09/01/2005

Page 4 of 4