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

encourage free and open discussions on any work- · Bocoodil ‘
related matter that concerns you. Remember that
employees can express their complaints without fear S ‘
or reprisal. ·
We maintain an “open door" policy and urge you to - ‘
USB iii. WB DBP6 about your Worlorelated oonoerns and ‘sosoJ5i]ed sodinba UB o ecuao Soieden
believe that the Company grows and prospers as a l-l9¤!l€€¤J (DBD9 GP '5¤LlE sl ll 9L SOI Giillel $9-l¤U°'-l-'
FeSL1lt of good communication. arib eziiiuuad ou anb ap ezliod Ei auan ci'] aonpoid
‘ a|Be3 ‘seieietSe li saieiapei SERS} Sei Lioo opsanoe ag
Employees shall use the following prooedure rm _ seaouaw ap uoioegenuoo tri.
problem solving, except for complaints of workplace
harassment. in which case employees must follow the - 'IJBDB BD SGIJB (QL) Stes A ZBIP SOI B JOUBLU Blpw
Cornpany's Prohibited Harassment polioy; _ e ieieiiuoo ou ap ezilod epeueli Cr; eonpoid aloe;
. . SOUEN QP U?!DE}BJ?ll-*00 Ul·°l·
‘l, Discuss the problem with your immediate - · ‘ `
supervisor and he or she will consult with the 'EQIJ-IE EP€¤t4i¤9d$9
Human Resources department You must not _ Tori Bwslw EI B 5¤l¤¤E-li SOP I-lgugll smb SEUOSJBG
= go to any other department need gr eled eziiod ei ep seuoioisodsip se|‘.lin5as uelaqop
Suoervisor, unless the problem is with your R oieqei} ia ua pepunbes o eioueisise ns 'oieqen ia ua
ilTil'I'lBdiBtB SLlpENl50l’. . JBQBD FIS EiiLi9LI.lESJBAiDB lJEZiDEyiB SBLLIEQXG SBpEpiAl}3*E
_. sns anb uetiuuad ou enb ered uogoneosud ap
2. If the discussion with your supervisor tails to 0DBl-¤Bli i-in 80Bil SGI 99 €‘5BJd¤·'E EI BP lg Um 9ildl~'J°°
‘ yield. 8 $E|l1l5iBGl1Dl'Y solution, you may ggntggt DLI Bill] OYJOBQU LIFI l.lEOBl·l1iE1SB BHD 5D]DEG|ClLU8 SOI ld
the manager of the department. The manager
will discuss the problem with you and , . '¤l¤¤iE-li BF
lI'lVB5l'.lQBiE the TESTS. EQUQDI oood UQlDE|B.l Et.1|"l LSB ODUEMUSGJ 'ESQJULUQ B
_ ep so| it sesaueziug sms auiua epipingp epeqsa soioo5aL
3. lf a satisfactory solution still cannot be found Salsi ociso H GDUEAGII @59 ecb OPEBIULUB un Bl? PEUB9
then arrangements will be made for you to E7 ‘d‘i @¤¤l¤¤Jd GIBBEI ¤¤¤ Uaildl-Um glib SGIDDBGL
present tliB lTiEl.'leF to lZl'le_gE:['l&r;3l manager if USDIIEEJ SDpEEl|ClLUB SD] E*l'il3 B}lL1JJGCi OU ESGJUIJJQ _""
you are still concerned after allowing the head _ `
of your division a reasonable time- to resolve ‘¤l¤·BBl¤ll-U6 IGP lol-l¤5-lsid ¤¤!li°i¥
the matter, you may contact the Managing ia Us sldoo €Ul'l E-lPU5‘iUF·’l·U QS `¤¤l¤E¤¤J¤l€ Bl JEU-Ul
General Partner ofthe Company, Uaqap Josiruadns |a oi.Lio:J opee]du.le ia oiuei ‘pnii:>i|o$
· Ei ECiEIl'lJdlE J¤SlA.lEldl‘lS |Q [S 'LiQiOEClOJClE El EJEBBL
1.14 Vehicles and equipment ei as "pepun5as o eiouaisise ns 'opeeidtue iep oieqei
Pill Company oal’S, trucks, trailers, tractors and QP J9€l9l¤ I9 U00 9lUE'U-lE'P!€l*?FlUl 9-lalklaiul Galdl-'-li
miscellaneous equipment are the property of Eagle GDUUBBS la sub B-lone-l¢> JUSIA-li-dn? IG IS `°E*ld'-ui
Produce LP. No one is to use any equipment unless OPUVIEGS I? JBWQUE GP SEIU? Jgslniadng ns E PVli!°ll°*
assigned to the speoinc equipment. Your supervisor El-l9lD JBIUBSB-ld ii OHJOSB wd DlJEii:’ll¤$ U?-laclgp 23** E
will make assignments, and you will be required to - . E 5¤~'5ldl-U6 5¤l¤ JBUBI UEGSBP Bob SOPBGIGLUB SO`] `cl`
5lQl`l B Cl"l€§Zl ` · · · ‘ I - . .. ` - ` -. ` -ie l..liS ‘ci‘| -aonpo.ld GIBBQI eled ·opUe`ieCll?.J
All employees who use a particular piece of $*159 SEJIUBEUJ 29** Ewsll-U Bl E Scleqmi sop JBUE
equipment are responsible for checking it for fuel, oil BJBQGP 0P€·?l€ll-UB UUEUIU smb Bsmdu-i3 El an Ezllod si
and water before use. Employees _are also - '2°·
responsible for checking for other obvious safety I EU-ISILU El 9 5¤l¤¤l¤-lil SUP UWB!} smb $E¤¤$·'°d 6'
hazards (bad tires, loose bolts, etc.), Any accidents, ‘ `
damage. breakdowns, strange noises or leakage - '(DNBS BD GJFIBBSO 5B¤¤l¤E‘¤E¢‘· Ji=‘¤°i¤
should be reported to your supervisor immediately, . EJEU SBIQIEGIB UO? OU EP€J°dU-l€·‘l BP ‘-5°PBBld'·l-'
Failure. to comply with this policy can result in $07) '€l?*E'JQ€ll¤i 0 -¤P¤l-lad Ol-l9lP BP lBl-lll ll? Ualdw
disciplinary action, up to and including, immediate · Ul-l¤lP I-*09 Jim-lliU¤¤ E-md 0*90*-U '-“Zl5U!U Olwglqg
dismissal, , DLI ‘ool,iioadsa oiisodoud un EJed ei‘i.leU.l{e.IalJa
‘ ` *EDi}iOE|ClSB EpeJodi.ua2i o opoisad un Jod opeienuo
You are- responsible for taking care of the items OPES Bil Bob ¤P¤€*ldi¤9 UH `BPBJDBWBJ. BP OPE?-llalu
isued to you. lf they are damaged, they must be `
turned in to your supervisor before you are issued `tlmlgs Bl-`·" DJUEBSO $BUUl$B9E*°* -la"-lglilcl EJBU Saiql
new ones. if they are lost, you will be charged for new UGS UU Dill-Ugll OIPBLU GP SUPBBIUWB SO'!) `EUEUJE
ONES DT YOU will have to buy our own, You must El B SP-IOL! 0*7 BD SOUBLU F3iUElUJ.lE|n5aJ eil2ClBJ'i BT
retum all itent.=i&i§§J€°~aOi°¤€§l6iD)éé*£>7el\lllrbhllvindD$¤io.url`¤ont 85-13 li FiieQ§°l)9llt)@92l§€l7l‘>l° €lif5§l=_lEU,_2iE§;l`5liBS Olmaldwc
_ eu uagnb opeaidttle uf] 'D Ll.|Bl_]_ oipeyq ap opeei LLl
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` last paycheck or the costs of such items shall be se·
6 off from your Hnal paycheck.
·°"b SOLIBUJ E Odlnba JSil’lblETlD JESI1 EJQQBD Slperq H'] . . .
poid 9|5E§ Gp pB|DGgdO.ld UOS odinbe K SBJDJOBJ] ji.`15 C Tmn5pD.rtat‘On .d b
·as¤si¤uai eaualules seiulotuoine sal as O hg °`?'“t’a“*’ may ‘°‘.’°*" E Us ‘“*""Si’°'* J" "°°
_ · Odmbé ASD mi D _i harvesting and weeding crews, between parking
_ _ . I .l—l¤A lvl- L areas and the field, before and after each workday
_ ‘ Employees. must park cars in designated areas. Nr
Oimg IEVUOO Oi;;3;gLU§aE;E£°BI§_1§],U;;}Ei2Qg?é1;!§;U;pi; personal vehicles are allowed in the held or or
JBAiOSai.E_JEd BIQEUOZEJ Gdwag Un Ugisinip ns ap api _ gr;r£anY Property except in designated parkln!
ie- opep eu ai anla sandsap opednooaid anbgs eirtepoi ` `
QS ‘|eJauaB a]ua1a5 [B o1Lll'lSB |3 BIUBSQJC} a| pagan ` · ·
En? nmad SDIBBUE UBJEM as Siigumua `EUOKJEQSHES I HL!}-l'E‘l;ll‘;5l;gSE>?Jl:;;S D€p3Ftl'l‘lEl*li manages Eli'!
QD l.D5 eun BSJEMUCJDUQ BDSM DLI elnepoi gg. ‘g - Bvaiiabie hgusing.
'sotpaq $0] E§.lEE§1SBi*lUl El [391911 UGO ELUBIQOJG 1 1-{ ins Ecticms . l `
|G EJl1l13Slp a;l.laJB5 {3 `Cl1U8l.LlE1JEd9p |ap 91139335 IQ ° p - .
JEQDEQIJOO °E§JD]‘DE=iS@].ES UQ|OI’l]DS EUFI LIS El|(‘lSB.I ` TOdp[-Ftgct Prcpen-Y. ang, 315 Eg-Ipigyee
ou ·Joslruadns,ns uoo onnisos anb eoqeid ei rg · an D mamgn-' prqpar l5°ipm°‘ . fg °"?pBn
‘ _ · · Z reserves the right to inspect without giving notice t
_ _ d employees, all areas of and adjacent to its premise:
Enh Boi-iEiLE*;H;;L;;gj;§ii!;J§n§$JQg Ia BS WGH B5 DUTBF BFEEI UFIUEFI CrDl"|‘IpE1|'lY COFIUC
Jambimm Gp mai.]; um mma Bjgqap ON?-fggugijsiis _ These areas include, but are not limited to employe
Semev ep ¤=~i-¤¤¤¤=~i¤ it ~i=~ ee·¤S~¤=> ae Q e 2f§$i?‘ ?§'Q§?a“’rC1‘2L” Ei2$é§"i§¤l’§$‘iZ'§S’ “?lE?§°°i“i
K Omlpawul Joslzuadns HS UGO EU.J9|qDJd la Elnoslg · Dn· - P ` ` pa ·g O
· · · · L and buildings. The Company may also nnspe
, employee living quarters, but will give reasonab
Ei Bp I I'l0°£lCB ofthe ll'l5pBC'LlOI1 E§ ug lcggqm} IB Ulg muglwggngmu B Dwgm UB Sglanb 113 Leaves of absence ·-
UQQDGBDXQ E `SE!UJ9|C.'|DJd JEIAIOSBJ EJEG E}U8|l'l'5lS Ti-ia CO;-npgny gffgrg Qur ETTIQIDYBES '[l‘l& l. ·'mC
‘-Quay-UEPBDDJG IB JBSH uEJBqBp· SDPEBIGUJE SD'] lIBkll'lQ B leave of BDSEFICE fO|' |D€I°SOi'lBl OI' BFFIETQBW
_UQmBmunw¤O Euami Bun reasons. The foliowing shall apply to all leaves
Ep Oplillnsel 0uJOD EJSGSDJCI R é¤EJEJ ES9JdLu3 Bi anb absence] I
SOLUBBJ0 K o[Bqe.|4 |a UD': SEDBUDQOEIBJ Sauotoednooald ` 1 All IEENES Of Ebsance are unpaid
SHS l LiE’;.lDdl..LIl SON 'BO!l[1|"l El Bflb SOlJ.lip!d U I i _
gl A ·*SEUQ!qE SEm"nd·‘ gp Ezugd Bun SOLUEUQIUEW ‘ 2. Employees must receive prior written approx
`SEHESEUGBJ B OPQUJJ UQS SE3[B'l’1b SDS JESEJGXB béfgrg taking E leave Of absence-
UBIDGBU 50pEG}dLlJ3 SDI `BPJBHOBE ‘9JDH|DAu§ 'D| ‘Bl'lb 3 Upon I'&tUl’l'lll'lg `h`OiT\ B lE3VB of absence T
°[EqE·'i la '·’°° OPE-'°!°Ei°J Dwnsg ·’°!“b¥E“° E`p'E°J9°E _ ` · employeenwill be placed in the same positi
gguagggjéfqgglqgi-A;JE§!1i}$i EUZUBQSSQAEOSQLS-Elpugagg ‘ - · _ ‘ held prior to taking the leave.- provided ities
· l .' l If ih- T I l fil d ` I
‘.lBA|OS9.l ugs ueiap BS [S DJBC} ‘souas OQBQSELLIBQ Jas EEEEHCE, isa pgggfigavgis Dui-.i-gg i
UBQZBJBG Ou B;ual.ua|q]SOd *,15 JD.;} `S9jBUCliSESO Seianb - ‘ Empigyaé B Similar pcisiticn at the nl
O SDQJBFIDESBD ‘SDpipU8}US SO|ELl.l REL; O[EqE.l} ap pgsiiigws pmvaiiing mia Oipayl ‘
G1uB[C|t.UE JB]l'lb|Bl'lO LIB BI1b SOUJBGOUOGQB ‘SDpE9|du.lB
-5% um u‘??°E°!unw°° El Ep pEpHB° Bl E Opadsaj 4. The time while on leave of absence will not
Ougnw Edn°°°Jd as Cn Bmpmd BIBEE gp B!°‘·'°JBE’ 5:7 _' considered as time worked and will not
ugioeoiunwoo ep o;ua;u.1;paoo1d El- I- counted towards eligibility for Comp;
b Ht . .
_ ‘ ‘OLlQdLLlBSSp I Eng S .
ns JE"°[é'w mad JBDW gpgnd mb °* Bp Begg? `- 5. Requests for leaves of absence should be
gpE!°S°"°°E BP A Oiuglmipum ns JEUIBAQ Ep ‘°[E'qEJi writing, including the reason for the leave z
ns apeupgsa ap peppotne Ie; aueg iosiitirggfiinsgdrig . the anticipated dates of the leave. Wn
. . - a Ycable, a doct r's ote ho ld be :-
...-:4 UGO O.lBl.Lli.ld B}]l`|SLlOO ‘Cl[EC[E.l1 [B UB D;l.lSgl.1,llpUBJ DS wa? thg FEQUBQ tg Vgrifyu the meg
JEQOBQE Emlpnd enb |EUOS.iBd EU.1B|E.]¤Jd uljl5|B D D9[dLU9 necessity Di: the iaavgi
U5 UB _ [ _ [ 'E DOUO0 _ l
one seuaalaa eaisuipu s§’aEg%E }X£;M;§Q§%@9“i 85*3 Flléd 09/Ol/2005 Page 2 ¤f 4
JOSyl.IdnS HQ {L';. _ _
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5. Employees on medical leave must submit a itmgdg — .
doctors release to the Human Resources Ol
oflice prior to returning to work. `
_ 7. Any employee who accepts other employment `
while on .a leave of absence will be ` I
_ considered to have been voluntarily 'GEGUGEJGLUQ BD 50599 UB Oidawig UPi¤¤·9d$U
terrrii;-rated . ei aiuatuaiqeuozei eueoggou oiadd 'sopeaidma
. sol e sauogoetlqeu se| Jeuogooa sui uagquiei
1_1§ Bulletin beard . eipod pesauduig e‘] "sogoggpa A sotusgureuogoetse
Employees are responsible for checking the bulletin ' ‘e1uatu.te.uau ap Seiee (SEJPPWPUWUQ
board on a regular basis for important notices $¤¤!U9-¤¤9i9 SPWP °‘3°Li·'°PE"'° _ S°F’BBid“·"
regarding wages, hours, conditions of work, ' SUI GD ti BSBJUUJE Bi BP 5°|mi‘·i*’-‘*'* $:0i 5°pE°idFU° SP
qualification and benefits. Employees may not ' GP S0!-lei!-l¤‘5B SOI `E‘PEl!iU!| Ou Pjiad P*"iiE!°'·‘“‘·'E" Bw?
remove` notices from the board without permission UB i-'°·’i"'i°U! SEQ"? sms? `ESQJQLUH ?i ed SEpBimiuO`
from Eagle Produce LP, · ‘ seaue seukiap Eat- Sepoi owloggéyréi Igigoéojliigikggigs
- e saiuaoe pe ap seoie se _ _ .
··;_gg Gin; fg management - uls 'Jeuolooadsut ap ottoaiep |a eruesai as esaiduig e
The Company takes a t’im·i position that employees . ‘EDGi¤i¤Jde Bl-¤iId!¤'3iP BUTT Jguaii-'E-’l-'-l EJBU li S°PE`BidU-**
must not pay anyone in order to keep their jobs, or to S¤l GP ‘D€i>l·lfl56‘5 Bl ti Saugici 5Pi JE'PE"i°Jd EJB;
obtain business. Any member of management - S°“°!°°°d5ui Ur '
accepting a gratuity of any type (te., pay, gifts or .
special favors) will be subject to termination. [ HJ UELUHH SOSmgéqagg“;;i_;iEuzt;;ég;i°I'i
- |B EBU? SD :
1.21 Standards of conduct _ °iU°!'“”i°W ep °zii°=i 9V
It is the policy of Eagle Produce LP to have as few - ‘
fixed rules as possible. We endeavor to employ only _ `SOPBUBESBP $¤iU9iUJE*-'Pliigisa 5°i 9*
Demons gf Chgractgr and judgrngnn whgsg UQ§DCi»BC.lXG· E `ESB.idUJ§ E] Gp SDUBJJEJ, D SE•‘UO!DEiE]SL
behavior will promote efhciency and satisfactory SE! E 0 SOGUJPO .501 E JE-RUP ’?·'P°d iE'·’°SJ°’
wgrlqing {-_;gndi{;gn5_ otnoguan unbulrq 'SEQBOQDUQ SBUGZ SB| ua Sei!/\QUJ¤1E
sns Jeuogoeisa uaiaqap sopeagdtue sort ‘aq.iati.i·‘
Thefollowing is a list of conduct that is prohibited and IGP K El-l¤GS¤° ti Bgzid Pi GP SEPEBJEUUB Sgiilff
will`not be tolerated by Eagle Produce LFA Eden sei e 'iiqeu eip epeo ap sandsap il satue sodune
division andforjob classification may have additional Sel ri oiuaitueuoioetsa ep SBUGZ-Sel GJIUG ‘5D€l¤i¤
rules that are specific to that area. All such rules ere · ap a1Jodsue11 apeuoimodoid alpod eseldtugl e
to be obeyed. ai"°dSu°‘I·i· gt
GROUP I RULES: - A ieug ooed ns ap sotsa ap otsoo ia eigonpa
Violation of these rules will subject the employee ie at as o obed owttin ns eotoai anb ap satue uoieoanu
immediatg discharge: _ at anb sotuatueidtui sol sopot Jahiohap eiaqa
i. Theft of Company or employee property; `9¤fi¤5 '5¤i JB-ldu-*00 Gflb ¢Jl?-‘l-*9.1 P S¤·’l9f`·U SPI UPJEJQC
2. Alteration or falsihcation ot applications ter at as ‘Jet¤i=·¤ B UEJEEPII es te ’=*¤¤e¤¤ ‘¢·¤¤°*¤l° Epi"
- _ `work or other information used for - ._ -_ _Gl 6159 Grib all SGM?-J°$!M€'d¤$ il? P $°iE·`5*P_5?-‘iL
` ‘ ernpioyment or insurance purposes; ·· ` ` - EUGQGD 'UBLJEP-GS IS `lJGl'¤i$GJil-le Gl GG Gnb SWUBLUBIUL
3. Alteration or falsification of production SGI $0901 `JEPIVP PP Biqgsuixisg-i se pats
records; -
4. Fighting within or on the working premises · I 'OWIPBUJUE 0Pld$9P il? Psnig
r includihgthe parkmgigta _ e eyseq setieuiidgosip sepgpetu ua Jattngel eDGl'
5. Reporting for wont or working under the _ ezllod etsa ap oiuegwlldmno ep Hite; E1 SB rl; 0 SE1
influence of drugs, liquor or introducing, $PPi“-' `P-'P!JBiE’P WEP Biuapimg J°i"'biE"‘°J°$iM°_'
selling, possessing, or providing drugs or ‘ ns B Biuawgigipgwui ?i·'EU°d°J gtgqaci
6. Possession of firearms or other dangerous 99iC|!$PdJEli*’*9 Edgd Odinbg iE’__P Saved mmap sgi SSH
_wEapDnS On Cgmpany propel-ty-_ Captain · Jeoguah ap luegqtuet salqesuodsai uosl sopeai L:
employees may from time to time be . 5'Tl PIJBSN . BP ‘$6‘il-iE . ENE? A GHGGE Glcllismlru
authorized by management to carry nreai-ms HS Jeoyiderl ap Salqesuodsm duos Jeinojgri
in Order to perform their assigned tasks, such · I UG ¤¤ill'lbG Url Ueeli anb Sopeel LUG sol S0
as bird control. This rule does not apply to ‘ - _Q|qw1_
management or supervisons authorized to EESD _ ·
· pueno odinba tap epiges ap etunog eun auuy a
cam" &r§ggTE:6E%.it}:vqi6i§Li3§??i€/IIgiiiiiicniigtgjciloment 85-i3 $¤Fit6UE99i'OE|$2i)€F!`5’°i°'F1a§’@E3B5i'3}Eu wswgdng I
. ‘oog;oadsa.odinba un uoo _eoe.rt opeubyse efteu at
rn |:¤nn·t¤t7

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be in possession of such items to perform
i I _ - · their duties; _ -
‘ T. Destroying, damaging or misusing Company
` property, equipment or property of an
’ employee;
_O i Bdsa EJB ( d B, Absent for two (2) consecutive workii._ Jays
. . _ l pp p, s saieioa se without notice. This will be considered a
saionei o soieoei *soEied oidtueia sod} odn iainbieno - iigiuiiia iaminaiicn Oiempio mem. »
Ep S°*E5°’ Biimf Bllb Bsafdwg El gp El°““€*5 e Alteratigi orieisiiieeiien oftirifie siiéee time
Bl Gp mqwalw Emblems tcigqm *°“f‘i°l°” Ped I cards or any other manner of re ortingrhours
o oaidwa ns ua Jin5es sued aipeu B 9iJE5Bd uaqap ou wurkéd. P ·
sopeaiduia soi anb ua atulg eueiiuetu as eseuduig eq " iii Diiaciiiisubgidinaiign.
E!°“a·l°E Ei B $°lB5¤H UZ'i· - it; Any illegal activity; i
`d'| 9Dl'IpDJcj 6i5BQ Bp OS[l.1..L}BCi UQS [EJFILU OCJipQi.lE•d- A GROUP H RULES.
lap 5aU°!°E°w°U SEI munb Uwaqgp DU S°'l°EGidU·'9 · Violation of these rules may result in warnings
SO-i `S°i°gBu°°i A S9u°!°E°uUB° l°IBqE“ Bp 5BU°!°ip“°° suspensions or termination if you receive a writter
‘seiou ‘sopeies e seiueJe;a.2 seiueuocitui sauoioeogiiou waming FDL} are iaquiigd By Company pciicy ic Sigi
Egg Ul; Eh med ‘iE‘mu'r bigggpad Ia- '°]"'Zw’E|"68* the warning. Failureto do so will result in immediate
Q- A Bp UEJBZHEQESU J as Scpgai me Sm . termination. lf you feel that the warning was unfairly
'Bmw °°ip'?!"°d BW- - issued, you may follow the steps outlined in the
_ Communications procedure section to resolve thi
aiueiuepeiunion opeuiuuai opis eu esaiduig diiigrenca
ei uoc oaidiua ia anb eieiapisuoo as ‘osituiad ap `
eisa se.nueiu.i oeidtue one eidS¤€ GPEBIUU-lg UTI ES `L t. Failure to report a work related accident c
_ ` _ injury to supervisor or foreman;
Diana!] lg JESBJBBJ Bp SEIUE ENE Bp Opugp Eiga 2. Driving a.vehicle at excessive speeds whil
sci ooipetu is anti ei ua eiou eun soueu.ini.i sosinoag On Cgmpany time Gi. On Ccmpai.
ep euiogo ei E epeuoioiodoid ueiaqep sooipel-U pigmises. . I
$¤r\!i¤l-U -i¤d S¤S!iU-lad UEil°!lPS PNP '$PP%‘ldl-U3 50'i `9 3_ Viglating common sense safety rules, 5BCiJl'i`
rules, established policies, practi r i
._ `°SiU·"”Bd procedures; _'
iap Ompgw °“R°"·U lg Bnbgum es Enh Ep p“i?°!l°S 4. Use of abusive or profane language with ti
El Um °°ip'?"·“ un ep Emu Bun BSJi"'l°Ui ‘?*E'qE’p intent of degrading orintimidating
‘Sa|qeoi|·;le soseo soi ug 'SBUOB; sei ii osituiad ouoip 5 `Stopping leaving or being awaiy from yo
eigoiios as enb is iod oniiotu ie Jinioui ueiaqep it oiuose ' wcik wiiiiuui pgimissim Oiiiwi. Supewisor
Jod aslaoeu ueisqep sosiuued eied sapniioiios se-; ·g E_ Sgiiciiaiim Oi mimgi, Di Baia Di gi
- _ rnerchan`dise withouttompany permission;
ESBJGLUE Ei gp SOWEUBQ 7. Horseplay or disorderly conduct dun:
iiqioai eied pepiiiqieaie iaueiqo eied eieiuoo · working imurs.
Ou A °pEiE¤·E¤ Odwan °w°° EJEw°° OU *°5!“·“9d 8. Failure to coriect poor or careless work at
ie cpioap aiuasne eozeueuued anb oduisp, ig wp warning miicas have beenissugdi
` ‘ - - _ _ .. , . . - 9. Sleeping during working hours;
‘ ” ·‘ ‘S°iqiu°'dSii° SBu°i°!S°d - - 10. Posting, `removal or. tampering with bulle
Blilgil glib ¤P99M>Jcl `giggnd BSB B Eliuglpwdsa-’*O° board notices without authority· n
Opigns we ?·’B5Ed Bi ee Enh ie md ugiiwis Oisgnd ii. Violation of Company and eommon ser
un opesiduie ie i;-ieoaiio ai essuduig ei 'osiimad ia health and sanitation rules, such as littering
aiuemp oisandie ouaiiasis aiueoen anuiiuoo opueno mainigiiiing an unciean wniiiing Eiga .
A 9Jd'—’—'Bl'=i °°$lUUE=`d iap Sgiua mm Bm} Oisamd Dwsiw ` washing hands before assuming worit
Ia UB $$*595 Dpmldtua ig *°Si“”Gd wp JESBJBBJ TV "€ - defecating or urinating outside of apprei
. restroom facilities;
I ` -`°S!LU·‘Bd ‘l2. Repeated tardiness;
. isp osri Jaoeti ep saiue oiposa iod eiriaid .
“‘?’i°ECi°’dE El Jiqlim _'·’?·’°°i°p 5°pEBid'“B Sm `Z - _ Nothing in this policy is intended or should be taker
- . affect the at-will employment relationship betw=
`S°F’E5Ed @*95 U'? S°Si“·“Bd mi SOVO-l- °i· Eagle Produce LP and its employees.
i ¤5¤Sli¤JB°* 1.22 pmhisiieu Harassment
" SP1 ‘$PP¤i BRG ODHEA Eggs Bil-’9ll`¤5i‘3 gl 'EEPUPEJQWB Eagle Produce LP maintains a strict policy·prohib`
· eun ap _ s o so osituia un S - B5 n E 5 D
ap oiogeuacg§%§§r§)i§uSeVs§2!]L§5§£I6|i§ii [email protected] 85-13 E§g§bgAEg;éBBng5é§?i;§g_é?;ié];i?i§tB;Ew°§;>i5?dgat
sosiwied g yi. ·
U eeooise

Case 2:03-cv-02127-MHM

Document 85-13

Filed 09/01/2005

Page 1 of 4

Case 2:03-cv-02127-MHM

Document 85-13

Filed 09/01/2005

Page 2 of 4

Case 2:03-cv-02127-MHM

Document 85-13

Filed 09/01/2005

Page 3 of 4

Case 2:03-cv-02127-MHM

Document 85-13

Filed 09/01/2005

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