POLICIES
Confidential Company InformationPolicy Team Members will receive or have access to Confidential Information that relates to the Company’s business and operations and is not generally available to persons outside of the Company. Such information includes, but is not limited to, monthly financial statements, current and historical sales, profits, costs, and figures; CSI data; current, prospective or past Guest personal information (including those individuals’ names, addresses, telephone numbers, or e-mail addresses); purchase and service histories; inventory lists; vehicle invoices; contracts; non-public plans to buy or sell dealerships, retain or terminate major Vendor relationships, and other financial arrangements; Company performance relative to peers, marketing strategies or plans; and Company relationship with manufacturers. This information may not be disclosed to any unauthorized person. Confidential information does not include your wages, hours, and other terms and conditions of your employment. All Confidential Information, in any format, must be returned promptly upon termination. Failing to return this information is considered theft of Company property. Any questions should be addressed to the GM or Controller. Misuse of Confidential Information can include accessing information not directly germane or relevant to your specifically assigned tasks, disclosing, discussing and/or providing Confidential Information to any individual not authorized to view or access that data and failing to properly handle, store or dispose of confidential data. Individuals with access to Confidential Information should ensure that any materials containing Confidential Information are stored safely before leaving their work areas each day and that any Confidential Information on your computer, tablet, PDA or other personal mobile device shall be protected by use of a password. In the event that a personal mobile device with Confidential Information on it is lost or stolen, you must report it immediately to the Office of the CIO, Human Resources Manager, IT or Chief Audit and Risk Executive of the Company. Upon separation from employment for any reason, Team Members are required to return to the Company all Company property in their control or possession, including, but not limited to, Confidential Information. This Policy specifically requires Team Members to return all Company property (including electronically stored information) that Team Members may have taken outside of the office (e.g., personal residence) or transferred to or stored on non-Company computers and other electronic storage devices (including PDAs) during the course of their employment. Upon separation from their employment, they are without authorization to access or use any such Company property, whether through a Company- sponsored computer or computer network or via a non-Company computer or other electronic storage device. By way of example and not limitation, any Guest information (e.g. phone number or e-mail address) stored on a non-Company Team Member’s personal cell phone or device must be deleted. Further, this Policy also makes clear that no individual is authorized to access the Company’s computer/network system after they are no longer performing services for the Company, unless such post- termination access is expressly authorized in writing by the CEO of the Company. NOTE: Team Members should understand that nothing in this Policy or any other Company policy should be interpreted in a manner that unlawfully prohibits the right of Team Members to engage in protected concerted activity or otherwise interfere with the rights of employees to discuss or share information related to their wages, hours or other terms and conditions of employment under the National Labor Relations Act (“NLRA”). The Company respects the Section 7 rights of Team Members and has and always will comply fully with its obligations under the NLRA, and the Company emphasizes that this Policy does not intend to cover conduct engaged in by Team Members that is protected by the NLRA.
20 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.
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