Free Lodged Proposed Document - District Court of Arizona - Arizona

‘ i - POLICY PROHIBITIN G . -
F"? UNLAWFUL HARASSMENT
O We do not tolerate harassment of any of our employees. The Dealership prohibits sexual
harassment and harassment because of race, color, national origin, ancestry, religion,.
creed, physical or mental disability, marital status, medical condition, sexual orientation,
age, or any other basis protected by federal, state, or local law. All such harassment is
- unlawful and will not be tolerated. Violation of this policy will subject an employee to
disciplinary action up to and including immediate discharge.
Sexual Harassment Defined -
Applicable state and federal law defines sexual harassment as unwanted sexual advances, A O
requests-for sexual favors, or visual, verbal, or physical conduct of a sexual nature when;
(1) submission to the `conduct is made a _term or condition of employment; or (2)
submission to or rejection of the conduct is used as a basis for employment decisions _
affecting the individual; or (3) the conduct has the purpose or effect of unreasonably
interfering with the Employee’s work performance or creating an intimidating, hostile, or
offensive working enviromnent.
V i The Dealership prohibits its employees from engaging in any fomi of harassing conduct,
including, but not limited to, the following:
• Unwanted sexual advances; I
• Offering employment benefits in exchange for sexual favors;
. • Making or threatening reprisals after a negative response to sexual
advances;
I • Visual conduct such as leering, making sexual gestures, or displaying
sexually suggestive objects, pictures, cartoons, or posters;
_ • Verbal conduct such asimaking or using derogatory comments, epithets, ·
` sltu·s, sexually explicit jokes, or comments about any Employee’s body or
dress;
• Verbal sexual advances or propositions;
• Verbal abuse of a sexual nature, graphic verbal commentary about an
individual’s body, sexually degrading words to describe an individual, or
suggestive or obscene letters, notes, or invitations;
Ext-nerr “’°°”‘
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I • Physical conduct such as touching, assault, or impeding or blocking
7"WX movements; and
i J
• Retaliation for reporting harassment or threatening to report harassment.
It is unlawful for males to sexually harass females or other males, and for females to
_ sexually harass males or other females. Sexual harassment on the job is- unlawful
whether it involves coworker harassment, harassment by a Manager, or harassment by
` persons doing business with or for the Dealership. If you have any questions about what
constitutes harassing behavior, please ask your supervisor.
Other Types of Harassment
· Prohibited harassment on the basis of race, color, national origin, ancestry, religion, ‘
physical or mental disability, marital status, medical condition, sexual orientation, age, or
any other protected basis, includes behavior similar to sexual harassment, such as:
P • Verbal conduct such as threats, epithets, derogatory comments, or slurs;
• Visual conduct such as derogatory posters, photographs, cartoons,
_ drawings, or gestures; ’
• Physical conduct such as assault, unwanted touching, or blocking normal
movement; and
j. • Retaliation for reporting harassment or threatening to report harassment
· Complaint Procedure · -
The Dealership’s complaint procedure provides for an immediate, thorough, and_
objective investigation of any claim of unlawtiil or prohibited harassment, appropriate
disciplinary action against anyone found to have engaged in prohibited harassment, and
appropriate remedies for any victim of harassment.
If you believe you have been harassed_on the job, or if you are aware of the harassment of
others, you should provide a written or verbal complaint to your Manager or to any other
— Manager with your dealership or to the Director, Human Resources or the Controller, or
to the General Manager as soon as possible. IL for any reason, you do not wish to speak
directly to any one of these people, you should report your complaint to the Employee
Report Line at 1-800-435-5858. This is an outside service engaged by the company for
your convenience. The consultant answering your call will make a detailed report of
P your complaint and submit it to the dealership’s General Manager. If your complaint
involves the General Manager, it will be submitted to the President of the company.
All complaints of harassment will be treated with as much coniidentiality as is reason-
ably possible.
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lt will help the dealership`s investigation into your claim if you will save for the `
dealership, where applicable, any documentary evidence such as notes. pictures. cartoons.
T computerized e-mails,_ voice mail messages, "or any other relevant infomation. Saving
these types of items will help the dealership focus its investigation to stop the offensive
conduct. Your cooperation in that regard is greatly appreciated.
The Dealership also prohibits retaliation against any Employee by another Employee or
by the Dealership for using this complaint procedure or for tiling, testifying, assisting, or ·
participating in any manner in any investigation, proceeding, or hearing conducted by a
governmental enforcement agency. The Dealership will not knowingly permit any
retaliation against any Employee who complains of prohibited harassment or who _
participates in an investigation. You may be assured that you will not be penalized in any .
V way for reporting a harassment problem.
Investigation Procedure - ` .
All incidents of harassment that are reported will be immediately investigated. The
Dealership will immediately undertake or direct an effective, thorough, and objective
investigation of the harassment allegations. The investigation will be completed and a
determination regarding the reported harassment will be made and communicated to the
Employee who complained and to the accused harasser(s). l
Enforcement of Policy
· lf the Dealership determines that prohibited harassment has occurred, the Dealership will
take immediate and effective remedial action commensurate with the circumstances.
Any Employep, whether a coworker or manager, who is found to have engaged in
prohibited harassment will be subject to disciplinagy action, up to and including
discharge from employment. Appropriate action will also be taken to deter any future
harassment. Whatever action is taken against the harasser will be communicated to the
Employee who complained. Any Employee who engages in prohibited harassment
including any Manager or Supervisor who knew about the harassment but took no action
to stop it, may also be held personally liable for monetary damages. T
It is every Employee’s and Manager’s responsibility to report harassment in the
workplace even if the conduct giving rise to the harassment does not involve the
Employee or Manager. The Dealership is serious about this duty to report and failure to
report known conduct may be the subject of disciplinary review.
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. "i@*-"‘/\»k.z I I
E Issued By: 4 U
[___ [Company O l] I _ H ’
j t

I _ I, the undersigned employee of AIG or one of its affiliated dealerships, have received, ‘
· read and understand this policy. Furthemiore, I understand that as an employee of AIG
. or one of its affiliated dealerships I am obligated to adhere to this policy and that failure
to do so could result in disciplinary action up to and including tennination.
I Signed: O · 4-»-··""‘+ _ ‘
ployee’s Signature _ I
Printed Name: "i’(-/ Q; T ,9;;; gn Q
_ Date: @2,:]} ·- Q- g) 1
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