This handbook has been prepared to provide employees an overview of Lucky’s Auto Credit’s policies, benefits, and rules. It is intended to familiarize employees with the important information about Lucky’s Auto Credit (“Lucky’s” or “the Company”), as well as information regarding their own privileges and responsibilities. It is important that all employees read, understand, and follow the provisions of the manual. All previously issued handbooks, and any inconsistent policy statements or memoranda are superseded.
Nothing in this employee handbook creates or is intended to create a promise or representation of continued employment for any employee and should not be considered as conveying contractual rights or promises to employees for continual employment of a specific or indefinite term.
No employee handbook can anticipate every circumstance or question about policy. We have summarized only some of the more important ones. As the Company continues to grow, the need may arise and the Company reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole discretion. The only exception to any changes is our employment-at-will policy permitting you or the Company to end our relationship for any reason at any time. Any written changes to this handbook will be distributed to all covered employees so those employees will be aware of the new or revised policies and procedures. No oral statements or representations can in any way change or alter the provisions of this handbook.
If you have any questions or concerns about this Employee Handbook or any other policy or procedure, please contact your direct supervisor or the Owners of the Company.
Employment with this Company is employment “at-will.” This means that you are free to leave your employment at any time, with or without cause or notice, and the Company retains the same right to terminate your employment at any time, with or without cause or notice. Nothing in this handbook or in any document or statement shall limit the right to terminate at-will. This policy of at-will employment may be changed only by a written employment agreement signed by an Owner that expressly changes the policy of at-will employment.
No manager, supervisor or employee of the Company has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment other than “at-will”. Only the Owners have the authority to make any such agreement and then only in writing.
With the exception of employment at will, terms and conditions of employment with the Company may be modified at the sole discretion of the Company. No implied contract concerning any employment-related decision or term, or condition of employment can be established by any other statement, conduct, policy, or practice.
Lucky’s is an equal opportunity employer. We enthusiastically accept our responsibility to make employment decisions without regard to sex (which includes pregnancy, childbirth, breastfeeding, or related medical conditions, the actual sex of the individual, or the gender identity or gender expression), race (including natural hairstyles), color, religion, including religious dress practices and religious grooming practices, sexual orientation, national origin, ancestry, citizenship, pregnancy, marital status, familial status, age, physical disability, mental disability, medical condition, genetic information, veteran or military status or any other classification protected by federal, state, and local laws and ordinances. Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring, placement, promotion, transfer, recall, demotion, layoff, discipline, termination, access to employee services, recruitment advertising, pay and other forms of compensation, training, and general treatment during employment. When necessary, we will reasonably accommodate employees and applicants with disabilities and with religious requirements necessitating accommodation.
It is the responsibility of every employee and manager to conscientiously follow this policy as well as our harassment policy contained in this handbook. Any employee with questions or concerns about any type of unlawful discrimination in the workplace shall bring these issues to the attention of their direct supervisor and/or the Owners. Employees can raise good faith concerns and make good faith reports without fear of reprisal or retaliation. Anyone found to be engaging in any type of unlawful discrimination or retaliation will be subject to disciplinary action, up to and including possible termination.
Our goal is to maintain a satisfied and productive team of employees. The keys to reaching that goal are effective leadership, competitive wages and benefits, dedication to the job and close attention to personnel matters.
The Company does not tolerate harassment of our job applicants or employees by any employee, supervisor, or third party. Harassment of third parties by our employees is also prohibited. Any form of harassment on the basis of sex (which includes pregnancy, childbirth, breastfeeding, or related medical conditions, the actual sex of the individual, or the gender identity or gender expression), race, color, religion, including religious dress practices and religious grooming practices, sexual orientation, national origin, ancestry, citizenship, pregnancy, marital status, familial status, age, physical disability, mental disability, medical condition, genetic information, veteran or military status, or any category protected by federal, state or local law is a violation of this policy and will be treated as a disciplinary matter. The Company has zero tolerance for harassment and is committed to a workplace free of any harassment.
Harassment Defined
Harassment is unwelcome verbal, visual or physical conduct creating an intimidating, offensive, or hostile work environment that interferes with work performance. Examples of harassment include, but are not limited to, verbal (including slurs, jokes, insults, epithets, gestures or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails) or physical conduct (including inappropriate touching, physically threatening another, blocking someone's way, etc.) that denigrates or shows hostility or aversion towards an individual because of their race, color, national origin, ancestry, sex, religion, physical or mental disability, marital status, medical condition, sexual orientation, age or any other protected basis. Such conduct constitutes harassment when: (1) it has the purpose or effect of creating an intimidating, hostile, or offensive working environment; (2) it has the purpose or effect of unreasonably interfering with an individual's work performance; or (3) it otherwise adversely affects an individual's employment opportunities.
Sexual Harassment Defined
Applicable state and federal law defines sexual harassment as unwanted or unsolicited sexual advances, requests for sexual favors, conversations containing sexual comment, or visual, verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment; or (2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual; and (3) such conduct has the purpose or effect of substantially or unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive environment. This definition contains many forms of offensive behavior. The following is a partial list: