POLICIES
receive using the Company’s technology resources. In this regard, Team Members are specifically advised that passwords are designed to give Team Members access to all or part of the Company’s technology resources; they are not designed to guarantee Team Member privacy or security in any data or file created, stored, sent, or received on any of the Company’s technology resources. Team Members should not share their work-related passwords or use other Team Member’s work- related passwords for any reason. If you need accounts created or passwords changed, please contact the IT Helpdesk. Upon leaving the Company, all Team Members must turn in their Company-issued devices including, but not limited to mobile phones, laptops and PCs. E-Mail Asbury and Dealership email accounts should only be used for Company business. However, the Company acknowledges that some personal use of its internet and email is inevitable and may be necessary at times. Therefore, the Company permits brief and occasional personal use of its internet and email, provided that such personal use is minimal, reasonable, adheres to the requirements in this policy and does not interfere with the performance of one’s job duties. The Company has the sole discretion to determine what constitutes reasonable personal use and whether personal use is interfering with the performance of one’s job duties. Personal email accounts may be accessed using personal devices on the Team Member or Guest network. Asbury will provide Team Members and contractors with Company email accounts; however, if the Team Member does not use an assigned email account for a period of 30 days, the account will be repurposed, unless an exception is made by HR. Under no circumstances may a Team Member communicate with a Guest or vendor using a personal email account. Company email addresses should not be used to create and register accounts for personal use. Examples include box.com, DocuSign and DropBox.com. 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 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. Phone Use Policy The phone system is intended to be for Company business. Team Members may forward their assigned phone numbers to their personal cell phone in order to receive incoming Guest calls; however, this is neither required nor reimbursed. Team Members may use the phone system for limited, personal use for non-toll numbers. Team Members should not use mobile telephones or other portable communication devices for improper purposes. Therefore, unless it is in pursuit of a legitimate business purpose, Team Members are not, while acting on behalf of the Company on and off Company premises, permitted to use a mobile telephone or other portable communication device to: (1) take or transmit pictures, video, or audio of Team Members, Guests, visitors, or any other individuals without their express consent; or (2) take or transmit pictures, video, or audio of the Company’s Confidential Information or trade secrets that are unrelated to employee wages, hours or working conditions. Please also review the Recording Policy contained in this Handbook.
39 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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