Page 13 - PUI Handbook 8-21

therefore, it is your responsibility to come forward if you are in need
of an accommodation. The Company will engage in an interactive
process with the employee to identify possible accommodations, if any,
that will help the applicant or employee perform the job. We further
recognize that employees with life threatening illnesses, including but
not limited to cancer, heart disease and AIDS/HIV, may wish to
continue engaging in as many of their normal pursuits as their
condition allows, including work. As long as these employees are able
to meet acceptable performance standards with or without reasonable
accommodation, and medical evidence indicates that their working
does not present a substantial threat to themselves or others, they will
be permitted to do so.

The Company prohibits individuals from engaging in any form of
threats, retaliation, or discrimination against a person or persons who
has opposed any unlawful discriminatory practice or who, in good
faith, has filed a complaint, testified, assisted, or participated in an
investigation, proceeding, hearing or litigation. Anyone found to be
retaliating against an individual(s) will be subject to disciplinary action
up to and including termination of employment.

Employees or applicants who believe they are illegally discriminated
against should file a formal grievance with the General Manager or
another company officer or supervisor. Complaints may also be filed
with the appropriate state of federal agency.

If, after a complete review of the facts, and employee is found to have
inappropriately or unlawfully discriminated against an applicant,
another employee or customer of the Company, such action will result
in disciplinary action up to and including termination of employment.
An employee who is found to have intentionally made a false report of
discrimination or who fails to cooperate with the investigation of the
complaint will be subject to disciplinary action up to and including
termination of employment.
Employment of Minors
The Company strictly adheres to the Federal Labor Standards
Act (FLSA) in regard to the employment of minors. Generally
speaking, the FLSA sets the minimum age for employment (14 years
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