Equal Employment Opportunity and Non-Discrimination Policy
I. OVERVIEW & SCOPE
Koobilo of 6255 TownCenter Drive Ste 819, Clemmons, North Carolina 27012, has established a Non-Discrimination and Equal Employment Opportunity Policy ("EEO"). This EEO policy applies to all aspects of the relationship between Koobilo and its employees, including, but not limited to, employment, recruitment, advertisements for employment, hiring and firing, compensation, assignment, classification of employees, termination, upgrading, promotions, transfer, training, working conditions, wages and salary administration, and employee benefits and application of policies. These policies apply to independent contractors, temporary employees, all personnel working on the premises, and any other persons or firms doing business for or with Koobilo. Any user found to have violated this prohibition will lose access to the Koobilo platform. Applicable laws in certain jurisdictions may require and/or allow the provision of services by and for the benefit of a specific category of persons. In such jurisdictions, services provided in compliance with these laws and the relevant applicable terms are permissible under this policy.
Koobilo shall not tolerate, under any circumstances, without exception, any form of discrimination based on race, creed, religion, color, age, disability, pregnancy, marital status, parental status, sexual orientation, gender expression, gender identity, veteran status, military status, domestic violence victim status, national origin, political affiliation, sex, predisposing genetic characteristics, or geographic location and any other status protected by the law. This list is not exhaustive. For qualified people with disabilities, Koobilo will make every effort to provide reasonable workplace accommodations that comply with applicable laws.
Discrimination in providing transportation services is strictly prohibited
Associated drivers and employees are required to know the non-discrimination prohibitions. Koobilo will not tolerate as to public accommodations, which includes taxicab services unlawful discriminatory practice to deny, directly or indirectly, any person the full and equal enjoyment of the goods, services, facilities, privileges, advantages, and accommodations of any place of public accommodations (including taxicab services) wholly or partially for a discriminatory reason based on place of residence or business.
Prohibited Discriminatory Conduct:
Koobilo recognizes that associated drivers should never discriminate against certain customers by not picking them up, not taking them where they wish to go or by treating them with less respect based on the protected characteristics or traits listed above. Specific examples of discriminatory conduct, include the following:
Not picking up a passenger on the basis of any protected characteristic or trait, including not picking up a passenger with a service animal· Requesting that a passenger get out of a taxicab on the basis of a protected characteristic or trait · Using derogatory or harassing language on the basis of a protected characteristic or trait · Refusing a pickup in a specific geographic area.
Koobilo does not tolerate geographic discrimination and recognizes how important it is to take the customer to the requested destination without discriminating against that customer based on where he or she wishes to go. All associated drivers, employees, managers, stakeholders, and agents at Koobilo will comply with these anti-discrimination policies. In some cases, local laws and regulations may provide greater protections than those described in this policy.
Koobilo is committed to providing a work environment that is free from harassment. Any behavior that is unwanted and offensive to the recipient, which creates an intimidating, hostile, or humiliating work environment for that person violates Koobilo policy. Harassment can occur between members of the opposite sex or the same sex. Harassment, verbal or non-verbal, explicit or implicit, based on an individual's sex, race, ethnicity, national origin, age, religion or any other legally protected characteristics will not be tolerated. All employees, including supervisors, other management personnel, and independent contractors, are required to abide by this policy. No person will be adversely affected in employment with Koobilo as a result of bringing complaints of harassment.
3. SEXUAL HARASSMENT
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions, promotion, transfer, selection for training, performance evaluations, benefits, or other terms and conditions of employment; or (3) such conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment or substantially interferes with an employee's work performance . tyt, LLC prohibits inappropriate conduct that is sexual in nature at work, on Company business, or at Company-sponsored events including the following: comments, jokes, degrading language, sexually suggestive objects, books, or any form of media electronic or in print form. Sexual harassment is prohibited whether it is between members of the opposite sex or members of the same sex.
4. STATEMENT ON AFFIRMATIVE ACTION
An affirmative action program has been developed where Koobilo seeks to increase the representation and participation of minorities
5. REPORTING DISCRIMINATION & HARASSMENT
If an employee feels that he or she has been harassed as described in this policy, they should immediately file grievance with: Grievance Department, 6255 TownCenter Drive, Ste 819, Clemmons NC 27012, or by email at email@example.com. Once the matter has been reported it will be promptly investigated and any corrective action will be taken when deemed appropriate. All complaints or unlawful harassment under this policy or otherwise will be handled in as confidential a manner as possible. Timely reporting is encouraged to prevent the re-occurrence of, or otherwise address, the behavior that violates this policy or law. Delays in reporting a complaint can limit the type of effectiveness of a response by tyt, LLC. The procedure for reporting incidents of discriminatory or harassing behavior is not intended to prevent the right of any employee to seek a remedy under available state or federal law by immediately reporting the matter to the appropriate state or federal agency.
Retaliation against any person associated with Koobilo who reports instances of harassment - whether he or she is directly or indirectly involved - is in violation of Koobilo policies. All reported incidents are assumed to be made in good faith. Any allegations that are proven false will be treated as a serious matter.
7. DISCIPLINARY MEASURES FOR HARASSMENT
Any employee engaging in behavior that violates this policy will be subject to disciplinary action, including the possible termination of employment, whether or not an actual law has been violated.
Remedies for any instances of verified employment discrimination, whether caused intentionally or by actions that have a discriminatory effect, may include back pay, hiring, promotion, reinstatement, front pay, reasonable accommodation, or other actions deemed appropriate by tyt, LLC. Remedies can also include payment of attorney's fees, expert witness fees, court costs and other applicable legal fees.
9. POLICY IMPLEMENTATION
Koobilo’s CEO, Lynn Graham, fully supports the implementation of this Policy effective as of April 19, 2021.