Page 23 - PUI Handbook 8-21

perquisites of employment. The prohibitions against harassment,
discrimination and retaliation are intended to complement and further
those policies, not to form the basis of an exception to them.
Employees or applicants who believe they are illegally discriminated
against should file a formal grievance with the General Manager or
other company officer. Complaints may also be filed with the
appropriate state or federal agency.

The Company prohibits individuals from engaging in any form of
threats, retaliation, or discrimination against a person 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 will be subject to disciplinary action up to and
including termination of employment.

If, after a complete review of the facts, an 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 including and up to
termination.

Harassment based on any other protected characteristic is also strictly
prohibited. Under this policy, harassment is verbal, written or physical
conduct that denigrates or shows hostility or aversion toward an
individual because of his or her race, color, religion, sex, sexual
orientation, gender identity or expression, national origin, age,
disability, marital status, citizenship, genetic information, or any other
characteristic protected by law, or that of his or her relatives, friends or
associates, and that: a) has the purpose or effect of creating an
intimidating, hostile or offensive work environment, b) has the purpose
or effect of unreasonably interfering with an individual’s work
performance, or c) otherwise adversely affects an individual’s
employment opportunities. Harassing conduct includes but not limited
to epithets, slurs or negative stereotyping; threatening, intimidating or

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