Exhibit A
Pursuant to the terms of the attached Settlement Agreement and Release (Agreement), The Hertz Corporation (Hertz) agrees to the following policy statements at its Sea-Tac Airport facility. Capitalized terms used herein are defined in the Agreement unless stated otherwise.
1. Hertz respects employees legitimate break times and will disturb an employee only in an emergency or when Hertz believes that the employee has either not punched out for break or has been on break for more than the allowed time, which is currently ten (10) minutes. Hertz will advise its managers to check an employees punch card before approaching him or her about break issues, except in an emergency.
2. Hertz will continue to address schedule change requests, including for holidays, on a first-come, first-served basis consistent with business needs. Employees who celebrate Eid-al-Fitr and/or Eid-al-Adha and work those days will be allowed to report to work up to two (2) hours late without penalty.
3. Hertz eliminated Friday shifts with a 2 p.m. start time, so that employees of the Muslim faith can attend religious services, and will continue to do so as long as it does not create an unreasonable hardship on the business operations.
4. Hertz is willing to approach the Port of Seattle to see whether the Port can provide a private place for female Muslim employees to wash, other than the restrooms.
5. Hertz management will strive to learn employees names and use them as much as possible in daily interaction, recognizing that the Shuttler workforce has a high degree of turnover and that employees have sometimes changed names after beginning employment. In order to assist this process, the Employees agree to wear their name badges in a visible place (i.e., outside of their outermost garment). Also, the nature of the work space (e.g., a loud and large parking garage) and the Shuttlers duties make it necessary for management to occasionally yell requests or commands to employees. However, Hertz will instruct its managers to use more polite terms/approach in those situations.
6. Hertz is willing, upon employee request, to translate into Somali (i) any new employment policies, or (ii) any significant changes to existing policies. Hertz may, at its option, ask a Somali employee to do the translations or may use a third-party translator.
7. Hertz is willing to instruct its managers to issue discipline to Shuttlers in as private a setting as possible, taking into consideration (i) that the work space is essentially wide open and there are some times when yelling a request or direction is unavoidable given the nature of the work, and (ii) Hertz cannot effectively prevent the employee or his/her shop steward from sharing this information publicly if they so choose.
8. Hertz agrees to schedule a refresher training session for its Sea-Tac management on its equal employment opportunity and anti-harassment policies. This session would likely be conducted, in Hertzs sole discretion, by Hertzs internal personnel charged with ensuring compliance with equal opportunity and other workplace laws.
9. Hertz would agree, upon the Employees request, to a one-time meeting at a mutually convenient time between senior members of its Sea-Tac management team and an appropriate representative from a local cultural center (of the Employees choosing) to discuss cultural sensitivity issues unique to Somali Muslim employees.