POLICIES
Property Damage Deliberate or careless damage to property, including vandalism, will not be tolerated, regardless of whether it belongs to the Company, a Guest, or another Team Member. If it is determined that a Team Member is negligent in the proper storage, handling or care of Company tools, equipment, materials or supplies, or if such is misplaced or otherwise unaccounted for, the Team Member will be required to replace same at fair market value or may choose to have the cost deducted from his/ her paycheck subject to applicable law. Repeated loss of tools, equipment, materials or supplies may also lead to further disciplinary action up to and including termination. When leaving a work area, it is required that all tools be removed and secured in locked storage (if available) or otherwise placed in designated storage areas. All Company property must remain on the premises at all times unless approved in advance by the GM. Company owned or Guest owned vehicles cannot be used for personal reasons or errands . Public Relations Policy Team Members should not speak to the media on the Company’s behalf without first contacting Corporate Communications. Refer all media calls or inquiries to Corporate Communications by simply stating or writing: “Asbury Automotive Group’s policy is to refer all media inquiries to our head of public relations. You can email them at PR@asburyauto.com or reach them at 678.542.2691.” Please do not say “no comment” or ignore the media’s request. If media arrives at your dealership unexpectedly, please call the above number and immediately notify the corporate communications Team. If you have a planned event where media will be present, please notify Morgan Irwin PR@asburyauto.com at least 48 hours prior to the event. NOTE: Team Members should understand that nothing in this Policy or any other Company policy should be interpreted in a manner that unlawfully prohibits an employee’s cooperation with a government investigation or their ability to speak with government agency representatives on behalf of themselves. Nor should this policy be interpreted to limit 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.
53 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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