position20240411CoatesThomasFinalSOPLINETEXT
<html>
<body>
<!--StartFragment--><span style="color: rgb(0, 0, 0); font-family: Arial, sans-serif; font-size: medium; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 400; letter-spacing: normal; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; white-space: normal; background-color: rgb(255, 255, 255); text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; display: inline !important; float: none;">position20240411CoatesThomasFinalSOP</span><!--EndFragment-->
</body>
</html>
https://erniewood.neocities.org/NOW.html/MET/position20240411CoatesThomasFinalSOPpdf.pdf
<body>
<!--StartFragment--><style type="text/css"><!--td {border: 1px solid #cccccc;}br {mso-data-placement:same-cell;}--></style><span style="font-size:10pt;font-family:Arial;font-style:normal;" data-sheets-root="1">Cox Communications Hampton Roads, LLC / Thomas Coates</span><!--EndFragment-->
</body>
</html>165b0077-7fff-5029-15e2-32b93a021a86{"1":1,"2":[195],"3":{"1":[2],"4":["Cox Communications Hampton Roads, LLC / Thomas Coates"]},"4":[{"2":33554492,"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"28":1}],"5":[0],"12":[1],"13":[1],"15":{"1":1,"2":1},"20":1}
1 Littler CaseSmart®
2 Program Mailing
3 Address:
4 Littler Mendelson, P.C.
5 Global Services Center
6 2301 McGee Street
7 Suite 800
8 Kansas City, MO 64108
9 April 11, 2025
10 VIA EEOC PORTAL AND EMAIL (ALEXANDER.PEREZ @EEOC.GOV)
11 Alexander Perez, Investigator
12 U.S. Equal Employment Opportunity Commission
13 Norfolk Local Office
14 200 Granby Street, Suite 739
15 Norfolk, Virginia 23510
16 Re: Thomas Coates vs. Cox Communications Hampton Roads, LLC1
17 Charge No.: 12K-2025-00001
18 Dear Investigator Perez:
19 Please consider this letter and the attached exhibits as the Statement of Position of Cox
20 Communications Hampton Roads, LLC. (“Cox” or “Respondent”), in response to the Charge of
21 Discrimination filed by Thomas Coates (“Mr. Coates” or “Charging Party”).
22 2
23 Mr. Coates presents an overwhelming number of claims that lack relevance and are devoid
24 of any credible legal or factual foundation. These excessive and unfounded assertions appear
25 speculative, with most falling well outside the scope of the Commission’s authority. Accordingly,
26 1 Cox Communications Hampton Roads, LLC is the proper Respondent.
27 2 The information and accompanying documentation contained herein and that which may be submitted hereafter is
28 strictly confidential and not to be used for any purpose other than the resolution of Charging Party’s original and
29 amended Charges and it may not be disclosed publicly. See 42 U.S.C. §§ 2000e-5(b); 2000e-8(e); 29 C.F.R. §§ 1601.22,
30 1601.26; and 56 Fed. Reg. 10847. To the extent Charging Party is in receipt of this information or accompanying
31 documentation, Charging Party is advised that this information is strictly confidential and should not be disclosed
32 publicly or to any individual unless they have a privileged relationship with that individual. Information and
33 accompanying documentation contained herein designated confidential and/or containing sensitive medical
34 information, confidential commercial or financial information, or trade secret information may not be disclosed to
35 Charging Party.
36 This response is based upon our understanding of the facts and the information reviewed thus far. Although there has
37 not been an opportunity for formal discovery or a complete formal investigation, this response is submitted for the
38 purpose of aiding the agency in its investigation and facilitating the informal resolution of these matters. This response,
39 while believed to be accurate, does not constitute an affidavit or a binding statement of Respondent’s legal position,
40 nor is it intended to be used as evidence in a court or other proceeding unrelated to the Commission’s efforts to
41 investigate Charging Party’s original and amended Charges. Because additional facts would be uncovered through
42 discovery or following a full investigation, Respondent in no way waives its right to present new or additional
43 information later, for substance or clarification. Moreover, by responding to the original and amended Charges,
44 Respondent does not waive, and hereby preserves, all substantive and procedural defenses that may exist to the
45 Charges and Charging Party’s allegations. Respondent requests that any efforts to contact its current or former
46 managers be directed through its counsel.
47 Alexander Perez, Investigator
48 April 11, 2025
49 Page 2
50 Error! Unknown document property name.
51 these irrelevant claims warrant no further consideration and should be disregarded by the
52 Commission.
53 Setting aside the irrelevant matters Mr. Coates attempts to introduce, his claims are
54 straightforward. Mr. Coates alleges that Cox failed to provide him with reasonable
55 accommodations and retaliated against him for requesting modifications to his work environment
56 and duties. However, these claims also lack merit, as Cox provided Mr. Coates with extensive
57 accommodations and did not engage in any retaliatory actions against him.
58 Contrary to Mr. Coates’ claims, Cox engaged in an ongoing interactive process to identify
59 and implement reasonable accommodations for him. Throughout this process, Cox provided Mr.
60 Coates with a significant amount of job-protected leave, and it approved nearly all
61 accommodations requested by Mr. Coates. In fact, the only accommodations Cox did not grant
62 to Mr. Coates were those beyond its control, such as matters related to his at-home work
63 environment. Mr. Coates simply refused to accept the accommodations provided by Cox, and he
64 failed to return to work, even after being medically cleared to do so. Mr. Coates’ actions made
65 his intention to voluntarily resign from his position clear, and he left Cox with little choice but to
66 recognize the separation of his employment. Nothing about this or any other decision by Cox
67 related to Mr. Coates’ disability or was in retaliation for his accommodation requests.
68 Cox undeniably provided reasonable accommodations to Mr. Coates and did not engage
69 in any form of discrimination or retaliation against him. Despite Mr. Coates’ attempts to
70 misrepresent and complicate the situation, the issues before the Commission remain
71 straightforward. There is no evidence to support Mr. Coates’ claims of discrimination or retaliation,
72 and Cox respectfully requests that the Commission dismiss the present Charge with a finding of
73 “No Probable Cause.”
74 I. STATEMENT OF FACTS
75 A. Cox’s Business and Relevant Policies
76 Cox is a leading provider of digital cable television, internet, telecommunications, and
77 home automation services. Cox provides both business and residential customers with innovative
78 services and support through a variety of means, including through dedicated call centers.
79 Working from these call centers, sales representatives focus on connecting customers and
80 potential customers with Cox’s products and services, including its mobile telecommunication
81 offerings.
82 Cox is committed to equal employment opportunity for all. Its commitment is evidenced
83 in several policies and practices, including its Equal Employment Opportunity Policy. (Exhibit A).
84 Cox prohibits discrimination based on disability, religion, sexual orientation or any other legally
85 protected category. (Id.). In both its Equal Employment Opportunity Policy and its Anti-Retaliation
86 Policy, Cox prohibits any form of retaliation against employees for bringing complaints, providing
87 information about a complaint, or otherwise engaging in protected activity. (Id.; Exhibit B). Cox
88 Alexander Perez, Investigator
89 April 11, 2025
90 Page 3
91 Error! Unknown document property name.
92 encourages its employees to bring forward any concerns and maintains an ethics hotline where
93 employees can report issues or complaints. (Exhibits A-B). Finally, Cox maintains an AntiHarassment Policy which prohibits harassment of any kind based on any protected classification.
94 (Exhibit C).
95 B. Cox Hires Mr. Coates for Inbound Sales Role
96 Cox hired Mr. Coates as an Inbound Sales Representative on November 27, 2023. In this
97 role, Mr. Coates was responsible for engaging with current customers and non-subscribers
98 through inbound calls and selling Cox’s mobile products and services. Mr. Coates was hired to
99 work in-person at Cox’s call center in Hampton, Virginia.
100 As part of his responsibilities, Mr. Coates was charged with driving sales and ensuring the
101 accuracy of customer and sales records. Cox evaluated Mr. Coates’ performance in his role as an
102 Inbound Sales Representative using several key metrics. The primary focus was on the number
103 of monthly mobile sales “connects” he achieved. These sales figures, along with additional factors
104 such as attendance, were systematically recorded in a monthly Cox “Scorecard” to monitor and
105 track his progress. Cox issues Scorecards at the end of each reporting period.3 Mr. Coates’
106 management reviewed his Scorecards and each of their metrics with him in detailed one-on-one
107 review sessions. During these sessions, Cox encouraged Mr. Coates to raise questions or concerns
108 potentially impacting his sales performance.
109 C. Mr. Coates Exhibits Inconsistent Sales Performance
110 After his initial onboarding and training in late November 2023, Cox allowed Mr. Coates
111 several months to acclimate to his role before holding him accountable for his monthly sales
112 metrics. Mr. Coates’ first accountable month was March 2024. Mr. Coates failed to make any
113 mobile sales or “connects” during the month, and he received a failing Scorecard for his first
114 accountable month. (Exhibit D). As part of its standard practice, Cox issued Mr. Coates a Verbal
115 Warning for his insufficient job performance. (Exhibit E).
116 Mr. Coates’ supervisor met with him to review his March 2024 Scorecard and to confirm
117 that he had access to all necessary training and resources to support his success. During this
118 meeting, Mr. Coates did not raise any concerns about difficulties reporting sales through Cox’s
119 sales reporting system or mention any technical or computer-related issues. Additionally, he did
120 not disclose any personal or family health concerns, including any matters related to his son’s
121 health. Instead, Mr. Coates acknowledged his errors and committed to improving his mobile sales.
122 Mr. Coates demonstrated improvement in his job performance during April 2024,
123 successfully recording an acceptable number of mobile sales for the period. In recognition of this
124 progress, Cox provided Mr. Coates with a passing Scorecard for the month, which he subsequently
125 33 As time is required following the close of each month to calculate reported sales and other metrics, Scorecards are typically finalized
126 and issued to Cox employees approximately one month after the close of the corresponding reporting period. For example, January
127 Scorecards would be completed and reviewed with his supervisor in February.
128 Alexander Perez, Investigator
129 April 11, 2025
130 Page 4
131 Error! Unknown document property name.
132 reviewed with his supervisor in May. During this meeting, Mr. Coates did not express any concerns
133 or complaints, nor did he discuss any matters related to his health or his family’s health.
134 D. Mr. Coates Erroneously Records Sales Amid Mounting Attendance
135 Concerns
136 Shortly after Mr. Coates’ May Scorecard meeting, there was another shift in his
137 performance. This shift began with Mr. Coates recording sales incorrectly. Instead of following
138 Cox’s process for reporting and inputting sales through its sales management software, Mr.
139 Coates inexplicably began recording sales through a personal computer tracking program he
140 developed himself. Cox neither required nor authorized Mr. Coates to create such a program, and
141 it was not the official or required means of tracking sales. Any claimed sales reflected by Mr.
142 Coates in his personal computer program were not reported in Cox's system.
143 More troubling, Mr. Coates misunderstood what constituted a qualifying mobile sale for
144 Cox’s metrics. He attempted to credit himself with sales that either did not occur or were
145 generated by others at Cox. Similarly, Mr. Coates began to credit routine troubleshooting calls
146 with customers as mobile sales. These errors resulted in discrepancies between actual sales made
147 and recorded appropriately and the sales Mr. Coates believed he completed. Mr. Coates eventually
148 brought concerns about these discrepancies to the attention of his supervisor.
149 Mr. Coates' supervisors went to great lengths to address his concerns and determine the
150 source of any errors. They spent considerable time reviewing Mr. Coates’ accounts for sales he
151 insisted he made, and they even examined his personal sales records. Cox confirmed that its
152 official records of actual qualifying sales for Mr. Coates were correct and that all of his sales were
153 accounted for. Cox again coached Mr. Coates on what constituted a creditable sale and how to
154 input and record sales correctly in its official system.
155 Even with this assistance from his supervisor, however, Mr. Coates' mobile sales showed
156 a significant drop for the May reporting period. Given this decline, Mr. Coates again received a
157 failing Scorecard for May 2024. (Exhibit F). Cox also issued Mr. Coates a Written Warning due
158 to his deficient job performance for the May reporting period. (Exhibit G).
159 Cox presented both the Scorecard and resulting Corrective Action to Mr. Coates during a
160 meeting with his supervisor in June 2024. During this meeting, Mr. Coates’ supervisor again
161 reviewed the requirements for being credited with sales, including correctly recording his sales in
162 Cox's official tracking system. The meeting was positive, and Mr. Coates assured his supervisor
163 that he had the knowledge and tools necessary to correct his mistakes and improve his sales
164 performance over the next scorecard period. Once again, Mr. Coates never discussed any alleged
165 health related concerns.
166 Contrary to his assurances, Mr. Coates' mobile sales remained deficient throughout June
167 2024. Further compounding matters, Mr. Coates began repeatedly calling out of work or leaving
168 early with little notice. He accumulated seven attendance occurrences in June alone, without
169 Alexander Perez, Investigator
170 April 11, 2025
171 Page 5
172 Error! Unknown document property name.
173 reported explanation or excuse. Based on this high number of occurrences, Mr. Coates’ supervisor
174 sought to issue him a Final Written Warning.
175 E. Mr. Coates Briefly References Son’s Alleged Health Concerns in
176 Response to Anticipated Discipline
177 Cox's supervisor and Human Resources Business Partner met with Mr. Coates on June
178 27, 2024, to discuss his increasing absences and their decision to issue a Final Written Warning.
179 During the meeting, Mr. Coates expressed frustration and declined to acknowledge the corrective
180 action. For the first time, he disclosed that his recent absences were allegedly due to caring for
181 his ailing son, though he provided no specific details regarding his son’s health. This was the sole
182 instance in which Mr. Coates shared such information with his supervisor, and she did not repeat
183 this limited disclosure to any of Mr. Coates’ colleagues..
184 Following this disclosure, Cox explained the process for requesting a leave of absence or
185 other accommodations. Mr. Coates indicated that he understood the process and suggested he
186 would pursue leave protection. Shortly after the meeting, Mr. Coates ceased reporting to work.
187 Mr. Coates’ last day at work was June 28, 2024.
188 F. Cox Accommodates Mr. Coates with Extended Leave and Promptly
189 Addresses Any Concerns About Pay and Network Access
190 On July 1, 2024, Mr. Coates requested a medical leave of absence and associated benefits
191 through Cox’s third-party administrator, MetLife. Curiously, Mr. Coates soon canceled his request,
192 only to re-apply for the same benefits several weeks later. Regardless of any confusion generated
193 by Mr. Coates’ conflicting instructions, Cox readily extended him unpaid leave through July 28,
194 2024, the date reflected in his application paperwork. Eventually, MetLife also approved of Mr.
195 Coates’ request for short-term disability benefits for a corresponding period.
196 On July 19, 2024, Mr. Coates complained to Cox’s Employee Service Center (“ESC”) about
197 a claimed discrepancy in his pay while his application for short-term disability benefits was
198 pending. Cox promptly investigated these concerns and worked with MetLife to confirm the timing
199 and amount of payments made. Based on its investigation, Cox found that Mr. Coates received
200 the correct short-term disability benefits. Any discrepancy was attributable to the fact that shortterm disability benefits only paid a set percentage of Mr. Coates’ pre-disability earnings. Because
201 Mr. Coates was on unpaid leave, he was not entitled to payment from Cox, as he was not earning
202 hourly wages and sales commission.
203 During this time, Cox also addressed Mr. Coates’ complaints about being restricted from
204 its computer networks. Cox determined that it appropriately blocked Mr. Coates' access to its
205 sales network and operating systems, as he was not working and did not need access to these
206 components. Cox suspends the access of all employees on extended leave, as outlined in its
207 Unpaid Leave of Absence Policy. (Exhibit H). Despite being blocked from unnecessary portions
208 of Cox's computer network, such as customer sales and financial information, Mr. Coates always
209 Alexander Perez, Investigator
210 April 11, 2025
211 Page 6
212 Error! Unknown document property name.
213 had access to human resources information, MetLife, and other components needed to apply for
214 and manage his leave of absence and accommodation requests.
215 G. Cox Provides Mr. Coates the Benefit of Dedicated Senior Human
216 Resources Contact as Guide through Accommodation Process
217 On July 25, 2024, Mr. Coates submitted paperwork to Cox in support of a request for
218 accommodation. Interestingly, this paperwork established that Mr. Coates could not perform the
219 essential functions of his Mobile Inbound Sales Representative role. In connection with this
220 request, Mr. Coates also sought an extension of his leave as well as his STD benefits through
221 August 20. Cox approved of Mr. Coates’ additional leave, and it notified him it intended to engage
222 in the interactive process. At Mr. Coates’ insistence, Cox began calling Mr. Coates while he was
223 on leave to discuss his need for accommodation upon his return. Curiously, however, Mr. Coates
224 refused to answer or return any of Cox’s calls.
225 To assist Mr. Coates and streamline the accommodation process, Cox reassigned his
226 ongoing accommodation request to a dedicated Senior Human Resources Manager. This
227 dedicated support provided Mr. Coates with a single point of contact for addressing any leave,
228 accommodation, or other concerns. This experienced manager also offered the expertise
229 necessary to help Mr. Coates navigate the accommodation process effectively. Following her
230 assignment, the Senior Human Resources Manager made several additional attempts to contact
231 Mr. Coates either by phone or in person to discuss his accommodation needs. Mr. Coates refused
232 to engage in any such communication.
233 H. Cox Approves Extensive Accommodations for Mr. Coates, Including
234 Authorization to Work from Home
235 Despite Mr. Coates' lack of interaction, Cox approved all his requested accommodations
236 within its control. These included allowing Mr. Coates to work from home, permitting absences
237 for medical appointments up to twice a week for a 60-day period, and approving previously
238 scheduled doctor's appointments. Additionally, Cox provided flexibility in scheduling time off with
239 minimal 24-hour notice through its attendance and time-off management systems. The only
240 accommodations Cox could not provide were those outside of its control, such as managing noise
241 levels in Mr. Coates’ at-home work environment.
242 On August 16, 2024, Cox notified Mr. Coates of the extensive accommodations being
243 provided, effective August 20, 2024, his anticipated date for returning to work. Cox also arranged
244 for Mr. Coates' office equipment to be ready for pickup, ensuring he had the tools to begin utilizing
245 his work from home accommodation immediately. (Exhibit I).
246 Alexander Perez, Investigator
247 April 11, 2025
248 Page 7
249 Error! Unknown document property name.
250 I. Cox Continues to Accommodate Mr. Coates with Additional Requested
251 Leave
252 Although Cox agreed to provide Mr. Coates with his preferred accommodations, he
253 began to resist his anticipated return-to-work date. Over time, Mr. Coates requested and was
254 granted additional extensions of his ongoing leave. Cox consistently approved multiple leave
255 extensions to support Mr. Coates through November 20, 2024. During this period, MetLife also
256 approved Mr. Coates’ requests for short-term disability (STD) benefits.
257 J. Cox Readily Grants Additional Accommodations, Including
258 Phased Return to Work from Home
259 On October 22, 2024, Mr. Coates provided a letter from a social worker detailing proposed
260 restrictions related to his return to work. Along with this submission, Mr. Coates requested to
261 engage in the interactive process to develop revised accommodations. Cox promptly
262 acknowledged receipt of the proposed restrictions and reaffirmed its commitment to
263 accommodating Mr. Coates. Cox thereafter worked to support his return to work by implementing
264 necessary adjustments to help him succeed in his sales role.
265 Cox demonstrated its commitment to Mr. Coates by approving nearly all his revised
266 accommodation requests. As outlined in its November 20, 2024, notice to Mr. Coates, Cox agreed
267 to allow Mr. Coates to work from home with a phased return, flexible break times, and scheduled
268 guidance from his supervisor, as requested by his social worker. (Exhibit J). Once again, the
269 only accommodations that Cox did not approve were outside of its control or rendered
270 unnecessary by its continued agreement to allow Mr. Coates to work remotely. Cox repeatedly
271 explained to Mr. Coates that these items were simply out of its control, as it was providing him
272 the right to work from home as a further accommodation. (Id.).
273 K. Cox Continues to Accommodate Mr. Coates with Leave
274 Cox continued to support Mr. Coates by approving additional extensions of his leave
275 through December 29, 2024. During this period of continued leave, Cox reminded Mr. Coates
276 several more times that it agreed to provide extensive accommodations upon his return to work.
277 Cox also provided detailed guidance as to the process for returning to work effective December
278 30, 2024, following his extended leave of absence.
279 L. Mr. Coates Does Not Return to Work and Thereby Voluntarily Resigns
280 from Employment
281 Mr. Coates failed to return to work after the expiration of his leave without providing
282 notice or explanation. On December 31, 2024, Cox reiterated its expectations regarding his return
283 to work. Cox clarified that, as of December 29, 2024, following the expiration of his additional
284 leave, Mr. Coates was on an unapproved leave of absence. (Exhibit K). To provide him with an
285 opportunity to comply, Cox extended a limited grace period, allowing Mr. Coates until January 2,
286 2025, to return to work. Cox also informed Mr. Coates that failure to return by this deadline would
287 Alexander Perez, Investigator
288 April 11, 2025
289 Page 8
290 Error! Unknown document property name.
291 be treated as a voluntary resignation, resulting in the immediate termination of his employment
292 under the company’s Unpaid Leave of Absence Policy. (Id.).
293 Mr. Coates failed to comply with Cox’s directive to return to work on January 2, 2025. By
294 refusing to do so, Mr. Coates effectively communicated his decision to resign from his position.
295 Consequently, Cox formalized the separation of Mr. Coates’s employment as of that date.
296 II. MR. COATES’ CLAIMS FAIL
297 A. Mr. Coates’ Claims Outside of Title VII and the ADA Must Be Dismissed
298 Many of Mr. Coates’ attempted claims fall outside the authority of the Commission. These
299 include claims brought under the Family and Medical Leave Act (FMLA), claims related to federal
300 wage laws, alleged violations of the Health Insurance Portability and Accountability Act (HIPAA),
301 and various other matters that do not fall within the Commission’s purview. The Commission is
302 limited to addressing only Mr. Coates’ claims arising under Title VII of the Civil Rights Act and the
303 Americans with Disabilities Act (ADA). Accordingly, the Commission should dismiss the myriad of
304 claims Mr. Coates attempts to raise that fall outside the scope of these statutes.
305 B. Cox Reasonably Accommodated Mr. Coates
306 Mr. Coates’ failure to accommodate claim lacks merit. To establish such a claim, Mr. Coates
307 must show that: (1) he has a disability within the meaning of the ADA; (2) Cox had notice of his
308 disability; (3) he could perform the essential functions of his Inbound Sales Representative
309 position with reasonable accommodation; and (4) Cox refused to make such accommodations.
310 Wilson v. Dollar Gen. Corp., 717 F.3d 337, 345 (4th Cir. 2013). Mr. Coates simply cannot make
311 such a showing.
312 Contrary to Mr. Coates’ argument, the interactive process under the ADA is not an
313 independent claim or a goal in and of itself. Instead, it serves as an informal mechanism to identify
314 reasonable accommodations that would enable Mr. Coates to perform the essential functions of
315 his previous role. Mr. Coates’ repeated reliance on an alleged “failure of the interactive process”—
316 a claim that Cox firmly disputes—is misguided and does not establish a stand-alone claim.
317 Mr. Coates was not entitled to dictate the specific format or method of communication—
318 such as immediate written discussions through email—as part of the interactive process. Instead,
319 Cox was only required to engage in a reasonable process to determine appropriate
320 accommodation. Cox fulfilled this obligation by repeatedly approving a range of accommodations
321 tailored to Mr. Coates' needs. In fact, the extensive accommodations provided by Cox refute any
322 claim that there was a failure on Cox’s part to engage in the interactive process.
323 Cox consistently accommodated Mr. Coates throughout his tenure. From the outset, Cox
324 continuously accommodated Mr. Coates through six months of extended leave. Cox generously
325 granted Mr. Coates job protected leave beginning on July 1, 2024, after he had been with the
326 company for well under a year. Cox repeatedly approved of Mr. Coates’ requests to extend this
327 Alexander Perez, Investigator
328 April 11, 2025
329 Page 9
330 Error! Unknown document property name.
331 leave. Cox approved of Mr. Coates’ requests for extension of leave no less than four times, and
332 it allowed him to remain on leave until January 2, 2025. Given Mr. Coates’ repeated insistence
333 that he was unable to perform the essential functions of his job, this extended leave was an
334 ample accommodation for Mr. Coates. Cox also planned to accommodate Mr. Coates upon his
335 return to work in January 2025.
336 Cox demonstrated its commitment to supporting Mr. Coates in his return to work by
337 ensuring his needs were addressed and that he had the necessary tools for success. The company
338 carefully evaluated his accommodation requests, including the restrictions and recommendations
339 provided by his medical provider and social worker. In response, Cox approved Mr. Coates’
340 primary request to work from home and implemented a phased return-to-work plan. Additionally,
341 Cox accommodated Mr. Coates’ revised requests, which included a gradual resumption of duties
342 and the provision of additional break periods. (Exhibit J).
343 C. Cox Did Not Discriminate Against Mr. Coates
344 Similarly, Mr. Coates cannot establish that Cox discriminated against him due to his
345 disability. To do so, Mr. Coates must establish: (1) he was disabled; (2) he was discharged; (3)
346 he was fulfilling Cox’s legitimate expectations when he was discharged; and (4) the circumstances
347 of his discharge raise a reasonable inference of unlawful discrimination. Cowgill v. First Data
348 Technologies, Inc., 41 F.4th 370, 379 (4th Cir. 2022). If Mr. Coates can make such a showing,
349 the burden shifts to Cox to proffer a legitimate, non-discriminatory reason for its adverse
350 employment action, which Mr. Coates can rebut by showing it was pretext. Id.
351 Mr. Coates’ claim for discrimination fails in several respects. Initially, Mr. Coates cannot
352 establish a prima facie case of discrimination as his termination fails to raise a reasonable
353 inference of discrimination. As established above, Cox repeatedly accommodated Mr. Coates
354 through continued leave and its agreement to provide multiple changes to his work environment
355 upon Mr. Coates’ return to work. Cox also stayed in regular contact with Mr. Coates and gave him
356 clear instructions on the process for returning to work with his new accommodations.
357 Mr. Coates violated the instructions provided to him, which would have allowed him to
358 benefit from multiple reasonable accommodations. Instead, he disregarded Cox’s directives and
359 refused to return to work. Mr. Coates provided no documentation to demonstrate that his refusal
360 was in any way connected to his disability. Cox’s decision to terminate Mr. Coates’ employment
361 was based solely on his failure to return to work as instructed, a decision that was unrelated to
362 his underlying disability. There is no reasonable basis to infer discrimination. Without such an
363 inference, Mr. Coates cannot establish even a prima facie case of discrimination.
364 Even if Mr. Coates could carry his prima facie burden, which he cannot, his discrimination
365 claim still fails. Cox had a legitimate basis for terminating Mr. Coates’ employment. As previously
366 noted, Cox provided Mr. Coates with clear instructions regarding the process for returning to work
367 after his six-months of leave. Despite Cox’s instructions, however, Mr. Coates did not comply. Mr.
368 Coates has failed to put forth evidence that his failure to return to work is related to his disability.
369 Thus, Cox’s decision to terminate his employment for failing to return to work constitutes a
370 Alexander Perez, Investigator
371 April 11, 2025
372 Page 10
373 Error! Unknown document property name.
374 legitimate, non-discriminatory reason for terminating Mr. Coates’ employment. Further, Mr.
375 Coates has no evidence to suggest that Cox’s decision was a pretext for discrimination. Cox’s
376 willingness to grant extensive leave and its proactive efforts to offer multiple accommodations
377 upon Mr. Coates’ return to work undermine any claims of discriminatory intent or pretext.
378 D. Mr. Coates Experienced No Workplace Harassment
379 Mr. Coates cannot establish that he was subjected to hostile work environment
380 harassment on any basis. To do so, Mr. Coates would have to show that: (1) he is a member of
381 a protected class; (2) he was subjected to unwelcome harassment; (3) the harassment was based
382 on a protected characteristic; (4) the harassment was severe to a degree which affected a term,
383 condition, or privilege of his employment; and (5) Cox knew or should have known about the
384 harassment, but failed to prevent it. Parker v. Reema Consulting Servs., Inc., 915 F.3d 297, 302
385 (4th Cir. 2019). Once again, Mr. Coates simply cannot make such a showing.
386 Mr. Coates’ harassment claim fails at every stage of the analysis. Initially, Mr. Coates
387 cannot show he was subjected to unwelcome harassment. Mr. Coates provides no facts in his
388 Charge as to how he was allegedly harassed, and there is no evidence that any harassment ever
389 took place. At most, Mr. Coates encountered standard management discussions and corrective
390 measures addressing his poor job performance and increased attendance issues. There is no
391 evidence that these meetings or discussions went beyond job-related duties and attendance
392 matters. These routine management actions, which are an integral part of the responsibilities
393 associated with the Inbound Sales Representative role, cannot be construed as harassment.
394 Any alleged harassment experienced by Mr. Coates does not meet the threshold of being
395 severe or pervasive. The interactions Mr. Coates claims constitute harassment were limited to a
396 few one-on-one meetings and discussions with his supervisor regarding his performance and
397 attendance issues. Even if Mr. Coates perceived these meetings as harassing, their sporadic
398 nature does not rise to the level required to establish an abusive or hostile work environment.
399 Regardless, there is no evidence to establish a connection between the alleged
400 harassment and Mr. Coates’ protected characteristics. Mr. Coates did not disclose his disability or
401 any underlying health conditions until after the alleged harassment had taken place. The
402 managers involved in the management discussions that Mr. Coates characterizes as harassing
403 were unaware of his disability at the time of those interactions. Therefore, it would have been
404 impossible for them to harass Mr. Coates based on disability.
405 Finally, there is no evidence to suggest that Cox neglected to address any claims of
406 harassment. As previously mentioned, Cox has implemented and consistently follows a robust
407 anti-harassment policy. This policy provides employees with multiple avenues to report
408 harassment. However, Mr. Coates never utilized these reporting mechanisms to raise concerns
409 about any alleged harassment by anyone at Cox. His failure to report any such incidents further
410 undermines his harassment claims.
411 Alexander Perez, Investigator
412 April 11, 2025
413 Page 11
414 Error! Unknown document property name.
415 E. Cox Did Not Retaliate Against Mr. Coates
416 Finally, Mr. Coates cannot establish that Cox retaliated against him in any respect. To
417 establish his prima facie case of retaliation, Mr. Coates must show that: (1) he engaged in a
418 protected activity; (2) Cox subjected him to an adverse employment action; and (3) a causal link
419 exists between the protected activity and the adverse action. Ray v. Int'l Paper Co., 909 F.3d 661,
420 669 (4th Cir. 2018). If Mr. Coates can establish a prima facie case of retaliation, the burden will
421 shift to Cox to articulate a legitimate, non-retaliatory reason for its challenged action, which Mr.
422 Coates must show is merely a pretext. Id. Ultimately, Mr. Coates must establish that Cox could
423 not have taken alleged action against him “but for” his protected activity. Univ. of Tex. Sw. Med.
424 Ctr. v. Nassar, 570 U.S. 338, 362 (2013).
425 Mr. Coates’ retaliation claim fails in several respects. First, he fails to establish a prima
426 facie case due to the absence of a causal link between his alleged protected activity and any
427 adverse employment action. Contrary to his assertions, Mr. Coates did not request an
428 accommodation or engage in any protected activity before receiving his failing Scorecards for
429 March and May 2024, as well as several corrective actions addressing his poor job performance
430 and escalating absences. These employment actions, which predate any protected activity, cannot
431 support a retaliation claim.
432 There is also no causal link between Mr. Coates’ request for accommodation and his
433 eventual termination. Again, Cox terminated Mr. Coates for refusing to return to work as
434 instructed after nearly six months of leave. Mr. Coates’ decision not to return to work severed
435 any alleged link between his requests for accommodation and his termination. Cox had provided
436 and agreed to continue providing Mr. Coates with accommodations upon his return to work, but
437 by failing to return to work, Mr. Coates rejected Cox’s efforts to continue accommodating him.
438 Even if Mr. Coates could establish the requisite causal connection, which he cannot, his
439 refusal to return to work provided Cox with a legitimate, non-retaliatory basis for ending his
440 employment. Mr. Coates has no evidence that this legitimate basis was pretext for retaliation.
441 IV. CONCLUSION
442 Based on the foregoing, Cox respectfully requests that the Commission dismiss Mr. Coates’
443 Charge with a finding of No Probable Cause. As always, if you have any questions, please do not
444 hesitate to contact me.
445 Alexander Perez, Investigator
446 April 11, 2025
447 Page 12
448 Error! Unknown document property name.
449 Sincerely,
450 Littler Mendelson P.C.
451 /s/ Justin N. Myers
452 Justin N. Myers
453 816.788.7048 direct
454 816.817.7032 fax
455 jnmyers@litter.com
456 JNM/BT
457 cc: Kathryn Stokes
458 EXHIBIT A
459 Cox Communications Hampton Roads, LLC / Thomas Coates
460 Respondent's Statement of Position
461 1
462 Equal Employment Opportunity Policy
463 Approved: Policy Committee Human Resources Pages: 1
464 Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,
465 Policies
466 Of: 3
467 I. Purpose
468 Cox Communications (“Cox”) is committed to providing equal employment opportunity for
469 all persons regardless of race, color, religion, gender, sex, or sexual orientation, gender
470 identity or expression, age, national origin, citizenship status, marital status, disability,
471 pregnancy, genetic information, status as a disabled veteran protected by federal law, or any
472 other legally protected category. This policy applies to all aspects of the employment
473 relationship, including:
474 x Initial consideration for employment;
475 x Job placement and assignment of responsibilities;
476 x Performance evaluation;
477 x Promotion and advancement;
478 x Compensation and fringe benefits;
479 x Training and professional development opportunities;
480 x Formulation and application of human resources policies and rules;
481 x Facility and serviceaccessibility;
482 x Discipline and termination.
483 II. Policy Provisions
484 A. Responsibilities: Cox’s Human Resources representatives are
485 responsible for overseeing compliance with this policy.
486 Specific responsibilities include:
487 x Ensuring EEO and diversity training for managers;
488 x Ensuring the process for prompt response to an investigation of
489 employees’ complaints or inquiries regarding on-the-job
490 discrimination;
491 x Ensuring the administration of Cox’s applicant tracking system and
492 compiling data for required EEO reports; and
493 x Ensuring that Cox meets all EEO-related requirements under
494 applicable federal, state, and local laws.
495 Cox Supervisors are responsible for:
496 x Creating and maintaining a work environment free of discrimination,
497 Cox Communications Hampton Roads, LLC / Thomas Coates
498 Respondent's Statement of Position
499 2
500 Equal Employment Opportunity Policy
501 Approved: Policy Committee Human Resources Pages: 2
502 Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,
503 Policies
504 Of: 3
505 harassment and retaliation;
506 x Promptlyinvestigating complaints of discrimination or harassment
507 within theirdepartments;
508 x Reporting discrimination, harassment and retaliation
509 complaints, to the appropriate human resources
510 representative; and
511 x Taking corrective action to prevent prohibited conduct fromreoccurring.
512 Cox Employees are responsible for respecting the rights of their co-workers
513 and avoiding discriminatory or harassing conduct. Please refer to the
514 Harassment Policy for information on what behavior is forbidden and how an
515 employee may register a complaint with the Company.
516 B. Communication: Federal and state government nondiscrimination posters, as
517 well as Cox’s EEO Policy, are displayed permanently in conspicuous
518 locations in all facilities. Cox’s EEO Policy also is discussed in new employee
519 orientation and is included in employee handbooks. Notices, advertisements,
520 forms, job descriptions, and other specifications relating to employment shall
521 not indicate any preference, limitation, or discrimination based on race,
522 color, religion, gender, sex, or sexual orientation, age, national origin,
523 citizenship status, marital status, disability, pregnancy, genetic information,
524 status as a disabled veteran or other veteran protected by federal law, or any
525 other legally protected category. All employment advertisements placed by
526 Cox or its contract recruiters must include the phrase: “An Equal Opportunity
527 Employer.”
528 C. Complaint Procedures: Cox thoroughly and promptly investigates
529 discrimination and harassment complaints. Employees who believe they have
530 been subject to unlawful discrimination or harassment should report the
531 matter promptly to their Supervisor, Region or Corporate Human Resources
532 Business Partner, the Ethics Hotline or the Ethics Team at .
533 All inquiries, complaints, and investigations are treated confidentially.
534 Information is revealed strictly on a need-to-know basis. Management will take
535 adequate steps to ensure that the employee making the complaint is protected
536 Cox Communications Hampton Roads, LLC / Thomas Coates
537 Respondent's Statement of Position
538 3
539 Equal Employment Opportunity Policy
540 Approved: Policy Committee Human Resources Pages: 3
541 Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,
542 Policies
543 Of: 3
544 from retaliation related to the employee’s complaint. The human resources
545 representative is principally responsible for investigating policy violations.
546 Where appropriate, the human resources representative explores informal means
547 to resolve discrimination complaints. Informal dispute resolution procedures
548 might include counseling the alleged violator or serving as a mediator between
549 the two parties. Where the matter cannot be resolved informally, the human
550 resources representative prepares a written report of the investigation and a
551 recommendation. Recommendations can include discipline for the violator as
552 well as the restoration of any employment terms, conditions, or opportunities the
553 complainant lost or was denied because of the discrimination, harassment or
554 retaliation.
555 All recommendations will be considered with final approval made by the
556 business unit Senior Management and Human Resources.
557 Cox does not discourage or prevent employees from filing a complaint with the
558 federal Equal Employment Opportunity Commission, or a state or local EEO
559 agency. No adverse actions may be taken against employees in retaliation for
560 filing a discrimination complaint, either internally or with an external agency.
561 Any supervisor who is notified of charges filed with the EEOC, state or local
562 EEO agency should immediately notify the human resources department.
563 Employees who file false complaints of harassment or discrimination may be subject to discipline.
564 Filing a complaint in good faith that is subsequently unsubstantiated is not considered a false
565 complaint.
566 D. Prohibition against Retaliation: Cox prohibits any form of retaliation
567 against employees for bringing complaints or providing information about a
568 complaint. Any form of retaliation may be subject to corrective action, up to
569 and including termination. Please refer to Cox’s Anti-Retaliation Policy
570 Policy.
571 E. Discipline: Employees who violate Cox’s EEO Policy are subject to prompt
572 corrective action, up to and including separation ofemployment.
573 Cox Communications Hampton Roads, LLC / Thomas Coates
574 Respondent's Statement of Position
575 4
576 EXHIBIT B
577 Cox Communications Hampton Roads, LLC / Thomas Coates
578 Respondent's Statement of Position
579 5
580 Anti-Retaliation Policy
581 Approved: Policy Committee Human Resources Pages: 1
582 Effective Date: 01/01/2014 Revision Date: 05/18/2020 Ethics, Policies Of: 2
583 I. PURPOSE
584 To encourage individuals to report concerns without fear of reprisal.
585 II. POLICY
586 Retaliation is defined, internally, as an adverse action taken because an individual has
587 reported a workplace concern, assisted another in making a report, making an ethicsrelated inquiry, or otherwise engaged in a protected concerted activity.
588 Adverse actions include but are not limited to: dismissal from employment,
589 demotion, loss of salary or benefits, involuntary transfer or reassignment, or denial of
590 promotion that otherwise would have been received. Also prohibited are threats of
591 retaliation or other discrimination directly related to the report made by the
592 employee.
593 Individuals are encouraged to engage in the following activities without fear of reprisal,
594 harassment, intimidation, threats, coercion or discrimination:
595 x File a report with Cox Communications;
596 x Assist or participate in any internal or external investigation, compliance review,
597 hearing or any other activity related to the administration of any federal, stateor
598 local laws and ordinances.
599 x Oppose any act or practice made unlawful by federal, state or local law; or
600 x Exercise any other employment right protected by federal, state or local lawor
601 its implementing regulations.
602 x U.S. law also entitles each Cox employee and other protected individuals to
603 certain rights and protections against reprisals if the individual discloses, to
604 certain governmental officials or to the Legal Department or EthicsLine,
605 information that the individual reasonably believes is evidence of gross waste,
606 mismanagement, abuse of authority, or violations of law related to U.S.
607 government contracts, grants, or funds; or evidence of a substantial and specific
608 danger to public health and safety.
609 Cox Communications Hampton Roads, LLC / Thomas Coates
610 Respondent's Statement of Position
611 6
612 2
613 Anti-Retaliation Policy
614 Approved: Policy Committee Human Resources Pages: 2
615 Effective Date: 01/01/2014 Revision Date: 05/18/2020 Ethics, Policies Of: 2
616 Cox Communications does not tolerate retaliation against individuals who report issues
617 of potential policy or legal violations in good faith. Good faith does not mean the
618 individual has to be right, but it does mean the individual does have to be truthful. Cox
619 Communications cannot remedy claims of misconduct or wrongdoing unless such
620 concerns are brought to the attention of management. Employees are expected as part
621 of their responsibility to the Company to report matters they become aware of.
622 It is Cox Communication’s policy that individuals who report matters will not suffer
623 reprisal, harassment, intimidations, threats, coercion, discrimination or retaliation.
624 Cox Communications will take the appropriate actions to resolve reported issues.
625 Resolutions include: (but are not limited to), counseling, coaching, serving as a mediator
626 between the parties involved and if appropriate, discipline and termination.
627 This policy applies to employees, contractors, or anyone working on Cox’s behalf.
628 If any person believes they have witnessed or been the subject of a violation of this
629 policy, they should report the matter immediately to their Local or Center Human
630 Resources Representative, email the Ethics Team at or contact the
631 Company’s anonymous Ethics Hotline . Anyone, regardless of
632 position or title, whom the Company determines has engaged in conduct that violates
633 this policy against retaliation will be subject to corrective action, up to and including
634 separation.
635 Cox Communications Hampton Roads, LLC / Thomas Coates
636 Respondent's Statement of Position
637 7
638 EXHIBIT C
639 Cox Communications Hampton Roads, LLC / Thomas Coates
640 Respondent's Statement of Position
641 8
642 1
643 Anti-Harassment Policy
644 Approved: Policy Review Committee (CCI) Human Resources Pages: 1
645 Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3
646 I. SCOPE
647 All Cox Communications employees
648 II. PURPOSE
649 The purpose of this policy is to establish the company’s policy on harassment, including
650 sexual harassment.
651 III. POLICY
652 It is the policy of Cox Communications (“Cox”) that all employees should be able to enjoy
653 a work environment free from all forms of discrimination including harassment. Cox
654 Communications will not tolerate any form of harassment. The company can view an
655 action as violating this policy even if such a situation does not meet the legal definition of
656 “unlawful harassment” or does not include or involve a personal characteristic otherwise
657 protected by law. For purposes of this policy, harassment may be committed by any
658 fellow employee including but not limited to managers or supervisors, or customers
659 intentionally or unintentionally.
660 Harassment is prohibited and will not be tolerated. This is a zero tolerance policy which
661 means that all complaints of harassment and discrimination will be investigated.
662 IV. DEFINITIONS
663 Harassment is behavior that is unwelcome and personally offensive to a reasonable
664 person. Harassment may be verbal, physical, visual or sexual behavior that creates an
665 offensive, hostile or intimidating work environment. The following list includes examples
666 of potential harassment; but any behavior or communication that meets the definition of
667 harassment may be grounds for corrective action up to and including dismissal.
668 1. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical
669 conduct, including flirtation or propositions, directed at an individual because of his
670 or her sex, sexual orientation or gender identity when:
671 Cox Communications Hampton Roads, LLC / Thomas Coates
672 Respondent's Statement of Position
673 9
674 2
675 Anti-Harassment Policy
676 Approved: Policy Review Committee (CCI) Human Resources Pages: 2
677 Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3
678 a. Submission to such conduct is made either explicitly or implicitly a term or
679 condition of an individual’s employment by a manager, supervisor, or other
680 individual with the power to affect the target’s employment;
681 b. Submission to or rejection of such conduct by an individual is used as
682 the basis for employment decisions affecting that individual;
683 c. Such conduct has the effect of unreasonably interfering with an individual’s
684 work performance or creating an intimidating, hostile or offensive working
685 environment. The conduct need not be sexual in nature to violate this
686 policy.
687 2. Offensive jokes, slurs, or comments based upon sex, race, color, ethnicity, national
688 origin, religion, age, disability, pregnancy, genetic information, sexual orientation,
689 gender identity or expression, citizenship status, marital status, military veteran
690 status or other legally protected category.
691 3. Using personal or company voice mail, e-mail, or other technology to
692 transmit derogatory or discriminatory information, commentary, or pictures
693 4. Physical conduct or verbal statements that denigrate or express hate, hostility or
694 aversion toward an individual because of one or more personal characteristics as
695 listed in Section III below
696 5. Threatening or intimidating, or committing a violent or hostile act against a
697 person, either in full or in part because of the person’s protected status
698 6. Posting, displaying, or circulating any material that denigrates or expresses
699 hostility, aversion or hatred against anyone on the basis of a personal
700 characteristic.
701 7. Unwelcome touching, hugging, or other physical behavior
702 Cox Communications Hampton Roads, LLC / Thomas Coates
703 Respondent's Statement of Position
704 10
705 3
706 Anti-Harassment Policy
707 Approved: Policy Review Committee (CCI) Human Resources Pages: 3
708 Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3
709 Liability for Harassment
710 Harassment or discrimination on the basis of one or more protected characteristics may
711 also create legal liability for the individual engaging in the harassment. Protected
712 characteristics can include but may not be limited to sex, race, color, ethnicity, national
713 origin, religion, age, disability, pregnancy, genetic information, sexual orientation, gender
714 identity or expression, citizenship status, marital status, military veteran status or other
715 legally protected category.
716 How to Report Harassment
717 1. Any employee who believes they have witnessed or experienced harassment must
718 report the behavior immediately. The report should be made to the employee’s
719 supervisor; but if the behavior involves the employee’s supervisor, then the
720 employee should report the behavior to the department head or Human Resources
721 Manager. Employees can also use the Ethics Hotline to report their concerns if they
722 choose to remain anonymous. However, it may be difficult or impossible for the
723 company to investigate and resolve complaints that are anonymous.
724 2. Complaints of harassment will be investigated promptly and in as impartial
725 and confidential a manner as possible. Employees are required to cooperate
726 in any investigation. A timely resolution of each complaint should be reached
727 and communicated to the parties involved.
728 3. Any employee who is found to have violated the harassment policy, whether
729 intentionally or unintentionally, may be subject to appropriate corrective action, up
730 to and including dismissal.
731 4. Cox Communications prohibits any form of retaliation against employees who have
732 brought complaints or provided information about harassment. Any form of
733 retaliation may be subject to corrective action, up to and including dismissal. Please
734 see the Cox Communications Anti-Retaliation Policyfor additional detail.
735 5. If an employee files a complaint of harassment that the company determines cannot
736 be supported, as long as the employee has acted in good faith, the employee will not
737 be disciplined. However, using this harassment policy in bad faith and filing false
738 claims under this policy may be grounds for corrective action.
739 Cox Communications Hampton Roads, LLC / Thomas Coates
740 Respondent's Statement of Position
741 11
742 EXHIBIT D
743 Cox Communications Hampton Roads, LLC / Thomas Coates
744 Respondent's Statement of Position
745 12
746 Inbound
747 Rep Performance Scorecard through 03/31/2024
748 Scorecard Status: FINAL
749 Unknown Thomas Coates:66102
750 Action steps since last monthly meeting Due Date: Status:
751 Time Away From
752 Work (Hours) 16
753 Action steps since last monthly meeting Due Date: Status:
754 Action steps since last monthly meeting Due Date: Status:
755 Combined Score:No data
756 returned
757 for this
758 view. This
759 might be
760 because
761 the applied
762 filter
763 excludes
764 all data.
765 Victory since last meeting
766 Last Month Results
767 Actual Last
768 Month
769 Company Target
770 Last Month
771 % to Goal Last
772 Month
773 Company Target
774 Current Month Notes/Comments
775 STAR Rev $5,731.53 $5,376.00 106.6% $8,621.24
776 STAR PSU
777 Call Sentiment Ratio
778 NRPC
779 Homelife
780 Mobile Lines
781 75 64 117.2% 104
782 27.38
783 $11.94
784 1
785 6
786 15
787 $10.77
788 10
789 6
790 15
791 $11.35
792 No data
793 returned
794 for this
795 view. This
796 might be
797 because
798 the
799 applied
800 filter
801 excludes
802 all data.
803 110.90%
804 10.00%
805 100.00%
806 120.60%
807 Threshold Last
808 Month
809 $11.00
810 3
811 10
812 Focus Area
813 What I need from my leader
814 Agent Leader Follow-Up Date
815 ACTION PLAN
816 Actual
817 Trend
818 % to Target
819 $7,128.70
820 $7,128.70
821 82.70%
822 Weigh
823 t
824 100.00%
825 STAR Rev
826 Target $8,621.24
827 STAR PSU
828 Actual
829 Trend
830 % to Target
831 107
832 107
833 102.90%
834 Weigh
835 t
836 0.0% Target 104
837 Actual
838 % to Target
839 24
840 115.40%
841 Call Sentiment Ratio
842 Threshol Target 15
843 d
844 0
845 Commissionable Metrics:
846 Action steps since last monthly meeting Due Date: Status:
847 Threshold $11.00 Target $11.35
848 Actual
849 % to Target
850 $13.20
851 116.30%
852 NRPC
853 Homelife
854 Actual
855 Trend
856 % to Target
857 1
858 1
859 10.00%
860 Threshol
861 d
862 Targ
863 et
864 10
865 l Sales Quality Metrics: Overall Result:
866 Action steps since last monthly meeting Due Date: Status:
867 Mobile Lines
868 Actual
869 Trend
870 % to Target
871 0
872 0
873 0.00%
874 No data
875 returned for this
876 view. This might
877 be because the
878 applied filter
879 excludes all
880 data.
881 Targ
882 et
883 12
884 Action steps since last monthly meeting Due Date: Status:
885 l Product Sales Min:l l
886 l Commisionable Metrics
887 Sales Quality Metrics
888 l
889 l
890 Product Sales Minimums
891 l
892 l
893 Cox Communications Hampton Roads, LLC / Thomas Coates
894 Respondent's Statement of Position
895 13
896 EXHIBIT E
897 Cox Communications Hampton Roads, LLC / Thomas Coates
898 Respondent's Statement of Position
899 14
900 Coates, Thomas D. Verbal Warning
901 Inbound Sales Representative - CCI Organization: CCI Inbound HAMP1
902 Manager: Location: , VA
903 Evaluated by: Period: 03/31/2024 - 03/31/2024
904 Disciplinary Action
905 Reason: Unsatisfactory Work Performance (CCI)
906 Related Disciplinary Actions:
907 Overall
908 Counseling Discussion Items
909 Please list the details of the violation, including the date of occurrence.
910 Response: The purpose of this documented verbal is to discuss areas of opportunity in your performance. During
911 this performance process, we will discuss areas of opportunity and prepare an action plan to immediately
912 improve performance.
913 In accordance with the Inbound Sales Performance Scorecard Policy employees may receive corrective
914 action up to and including termination of employment when failing to meet the sales minimum performance
915 thresholds in any one-month period.
916 You failed meet the minimum mobile threshold as reflected in your monthly scorecard dated March 2024.
917 The following standards are expected of you in the future:
918 Response: Failure to meet the sales minimum threshold in any one-month period will result in the beginning of
919 the performance improvement and corrective action process.
920 Any subsequent overall monthly performance of the sales minimum threshold not being met may progress
921 employee to the next level of performance improvement and corrective action up to and including
922 separation of employment.
923 Three consecutive months of sales minimum threshold being met will take the employee out of the
924 performance corrective action process as related to overall scorecard performance evaluation.
925 In addition to the end of month scorecard, employees will receive coaching and performance improvement
926 feedback.
927 Supporting Documents
928 File: thomas Inbound Agent PM Scorecard.pdf Manager Comments:
929 Cox Communications Hampton Roads, LLC / Thomas Coates
930 Respondent's Statement of Position
931 15
932 EXHIBIT F
933 Cox Communications Hampton Roads, LLC / Thomas Coates
934 Respondent's Statement of Position
935 16
936 Inbound
937 Rep Performance Scorecard through 05/31/2024
938 Scorecard Status: FINAL
939 Donte Holmes Thomas Coates:66102 Time Away From
940 Work (Hours) 8
941 Action steps since last monthly meeting Due Date: Status:
942 Action steps since last monthly meeting Due Date: Status:
943 Combined Score:No data
944 returned
945 for this
946 view. This
947 might be
948 because
949 the applied
950 filter
951 excludes
952 all data.
953 Overall Result: l
954 Actual
955 Trend
956 3
957 3
958 Mobile Lines
959 Targ
960 et
961 Threshol 11
962 d
963 6
964 NRPC
965 Actual
966 % to Target
967 $14.22
968 91.70%
969 Thres
970 hold
971 $11.00 Target $15.51
972 Action steps since last monthly meeting Due Date: Status:
973 Victory since last meeting
974 Last Month Results
975 Actual Last
976 Month
977 Company Target
978 Last Month
979 % to Goal Last
980 Month
981 Company Target
982 Current Month Notes/Comments
983 STAR Rev
984 NRPC
985 Mobile Line Connects
986 Threshold Last
987 Month
988 11
989 $12,470.57
990 $15.51
991 Focus Area
992 What I need from my leader
993 Leader Follow-Up Date
994 ACTION PLAN
995 Agent
996 Actual
997 Trend
998 % to Target
999 $11,003.18
1000 $11,003.18
1001 88.20%
1002 STAR Rev
1003 Targe
1004 t
1005 Thresh $12,471
1006 old
1007 $9,976
1008 l
1009 l
1010 l
1011 Cox Communications Hampton Roads, LLC / Thomas Coates
1012 Respondent's Statement of Position
1013 17
1014 EXHIBIT G
1015 Cox Communications Hampton Roads, LLC / Thomas Coates
1016 Respondent's Statement of Position
1017 18
1018 Coates, Thomas D. Written Warning
1019 Inbound Sales Representative - CCI Organization: CCI Inbound English CHAMP
1020 Manager: Location: , VA
1021 Evaluated by: Period: 06/20/2024 - 06/20/2024
1022 Disciplinary Action
1023 Reason: Unsatisfactory Work Performance (CCI)
1024 Related Disciplinary Actions: Verbal Warning
1025 Overall
1026 Comment:
1027 Counseling Discussion Items
1028 Please list the details of the violation, including the date of occurrence.
1029 Response:
1030 The purpose of this Written warning is to discuss areas of opportunity in your performance. During this
1031 performance process, we will discuss areas of opportunity and prepare an action plan to immediately
1032 improve performance.
1033 In accordance with the Inbound Sales Performance Scorecard Policy employees may receive corrective
1034 action up to and including termination of employment when failing to meet the sales minimum performance
1035 thresholds in any one-month period.
1036 You failed meet the minimum mobile threshold as reflected in your monthly scorecard dated may 2024
1037 The following standards are expected of you in the future:
1038 Response: Failure to meet the sales minimum threshold in any one-month period will result in the beginning of the
1039 performance improvement and corrective action process.
1040 Any subsequent overall monthly performance of the sales minimum threshold not being met may progress
1041 employee to the next level of performance improvement and corrective action up to and including
1042 separation of employment.
1043 Three consecutive months of sales minimum threshold being met will take the employee out of the
1044 performance corrective action process as related to overall scorecard performance evaluation.
1045 In addition to the end of month scorecard, employees will receive coaching and performance improvement
1046 feedback.
1047 Supporting Documents
1048 File: Thmas Coates may scorecard.pdf Manager Comments:
1049 Cox Communications Hampton Roads, LLC / Thomas Coates
1050 Respondent's Statement of Position
1051 19
1052 EXHIBIT H
1053 Cox Communications Hampton Roads, LLC / Thomas Coates
1054 Respondent's Statement of Position
1055 20
1056 Page 1 of 3
1057 Unpaid Personal Leave Policy
1058 Effective Dates:
1059 Cox Communications & Cox Enterprises: June 1, 2021
1060 Cox Automotive: July 1, 2021
1061 I. What This Is
1062 This policy provides information and guidance about requesting an unpaid leave of absence from
1063 work that may not be covered by other types of leaves or other Cox policies. This policy supersedes
1064 all other personal leave of absence policies, except to the extent that an employee is on a personal
1065 leave of absence on the date this policy becomes effective.
1066 II. Who This Is For
1067 All full-time and part-time employees (exempt and non-exempt) excluding employees covered under a
1068 collective bargaining agreement and international employees.
1069 III. How It Works
1070 • Unpaid leave may be taken for up to a maximum of 12 weeks in a rolling 12-month period measured
1071 backward from the date an employee uses leave, except where additional leave is required by law.
1072 • Unpaid leave can be requested for personal or medical situations that do not qualify as FMLA leave,
1073 any other time-off provided by the company (including LTD and STD) or pursuant to state or local law
1074 (including Workers Compensation), or where you may need additional time off as a reasonable
1075 accommodation. Employees seeking a reasonable accommodation should contact the Employee
1076 Service Center (ESC).
1077 • Employees must exhaust all other applicable leaves, approved time-off, and PTO and/or Wellness time
1078 prior to requesting an unpaid leave of absence. Where applicable, unpaid leave may run concurrent
1079 with leaves provided under applicable state or local law.
1080 • Unpaid leave can be requested for personal matters such as education, international or extended
1081 travel, mission trips.
1082 • Unpaid leave may not be approved for personal matters that are inconsistent with Cox’s Code of
1083 Conduct unless otherwise required by law.
1084 • Unpaid leave of absence can be granted more than once within a rolling 12-month period until the
1085 employee reaches the maximum of 12 weeks in a 12-month rolling backward period. All requests
1086 must be made for a minimum of one (1) week.
1087 • For part-time employees, their regular work schedule will be reviewed and considered in determining
1088 the appropriate duration of their leave.
1089 • Generally, no combination of a leave of absence should exceed 26 weeks in a rolling 12-month period.
1090 Certain leaves may exceed 26 weeks, such as an unpaid leave requested as a medical accommodation,
1091 which may be approved on a case-by-case basis. Please contact the ESC if you need leave beyond 26
1092 weeks.
1093 • Failure to return to work after the unpaid leave may be considered voluntary resignation.
1094 Cox Communications Hampton Roads, LLC / Thomas Coates
1095 Respondent's Statement of Position
1096 21
1097 Page 2 of 3
1098 • An employee may not work (for pay or as a volunteer), solicit, or accept other employment while on
1099 any leave, including self-employment. The company may consider evidence of any outside
1100 employment or work as the employee's voluntary resignation.
1101 • An employee who applies for and/or obtains a leave of absence by falsifying or willfully
1102 misrepresenting his/her reason for the leave may be subject to discharge for misconduct.
1103 • Requests for an unpaid leave of absence may be denied or granted within the sole discretion of the
1104 company. Consideration for unpaid leave will include but is not limited to business or staffing needs,
1105 job performance, and time away record.
1106 • At the end of a Personal Leave, you are not guaranteed a return to your former position. The
1107 Company is under no obligation to hold or create a position for an employee on unpaid leave except in
1108 those cases in which re-instatement rights are protected by law. Business needs will determine how
1109 long a position may be held open and when a vacated position should be posted and filled.
1110 • In cases where your position is no longer available once you initiate your return to work, the Employee
1111 Service Center (ESC) will contact your Human Resources Business Partner who will contact you to
1112 discuss return to work options, if applicable. If you are offered employment and choose not to return
1113 to work, it will be considered a voluntary resignation.
1114 • The Company will engage employees returning from leave who have restrictions or need an
1115 accommodation in an interactive process to identify and evaluate the employee’s ability to perform
1116 essential job functions and potential accommodations.
1117 Applying for Leave
1118 • Employees should notify their respective leader in advance or as soon as practical of their intentions to
1119 apply for leave and the duration of the leave.
1120 • An Employee must submit a request to their Employee Service Center (ESC) before the Unpaid
1121 Personal leave can be taken.
1122 • An employee’s supervisor or manager can submit a request on behalf of the employee if the employee
1123 is unable to do so for themselves.
1124 • The Employee Service Center (ESC) will partner with leadership and your HRBP to determine the
1125 outcome of your leave request. The employee will be made aware of their denial or approval.
1126 Taking Leave
1127 • Before going on an unpaid leave the employee must review and agree on a payment plan for any open
1128 accounts (e.g. courtesy services for CCI only).
1129 • While on an unpaid leave, employees are required to continue to pay their healthcare premiums on a
1130 post-tax basis as directed. Failure to provide timely payment will result in non-payment of premiums
1131 and benefits may be discontinued until the next eligible enrollment period.
1132 • Non-exempt employees are required to use all accrued PTO and any Floating Holiday balance (if
1133 applicable) prior to beginning an unpaid leave. Exempt employees are required to use all Paid Wellness
1134 hours, if applicable based on reason for leave, and any Floating Holiday balance prior to beginning an
1135 unpaid leave. No pay will be provided during an unpaid leave of absence.
1136 • Employees on unpaid leave are not eligible for PTO accrual, and employees cannot request PTO
1137 (against yearly maximum) or flexible vacation during an unpaid leave of absence.
1138 Cox Communications Hampton Roads, LLC / Thomas Coates
1139 Respondent's Statement of Position
1140 22
1141 Page 3 of 3
1142 • All Computer/PDA/Network access will be suspended when an employee begins a continuous leave of
1143 absence until the employee returns to work.
1144 Return to Work
1145 • Employees wishing to take additional time beyond what has been approved should submit a new
1146 request to their Employee Service Center (ESC) as soon as possible. If an employee needs additional
1147 time away from work for more than 12 weeks for his/her own medical condition, the Employee should
1148 contact the Employee Service Center (ESC) to discuss additional leave as a reasonable accommodation.
1149 • Prior to returning to work from an unpaid leave for a medical reason, the employee must submit a
1150 healthcare provider’s medical release to their Employee Service Center (ESC) prior to their return to
1151 work. This release must certify the employee’s ability to perform their essential job functions and
1152 detailing any limitations and/or restrictions on their ability to perform job functions. Failure to provide
1153 the release within less than three business days from the scheduled return to work date may delay
1154 return or delay systems restoration.
1155 • Failure to report to work on the first day following an approved leave period may be considered
1156 voluntary resignation.
1157 • At the end of a Personal Leave, the employee is not guaranteed a return to their former position or to
1158 any position, depending on business conditions and as may be required by law. If the employee is
1159 offered employment and chooses not to return to work, it will be considered a voluntary resignation.
1160 IV. Questions
1161 We realize you may have questions if you’re thinking a Leave of Absence might be the right option for you.
1162 Feel free to contact your Employee Service Center (ESC) or HR business partner for clarification.
1163 • Cox Enterprises: CEIHRServices@
1164 • Cox Communications:
1165 • Cox Automotive:
1166 Cox Communications Hampton Roads, LLC / Thomas Coates
1167 Respondent's Statement of Position
1168 23
1169 EXHIBIT I
1170 Cox Communications Hampton Roads, LLC / Thomas Coates
1171 Respondent's Statement of Position
1172 24
1173 1
1174 August 16, 2024
1175 Thomas Coates
1176 Dear Thomas:
1177 This letter is in response to your request for an accommodation to perform the essential functions of
1178 your position. The health care provider’s note, submitted on July 25, 2024, stated that you have the
1179 following restrictions:
1180 • Work from home to minimize stress and mental health
1181 • Access to telework technology and equipment
1182 • Flexible Work Schedule for medical appointments
1183 • Temporary shifts change to minimize nighttime driving
1184 Thomas, I was prepared to communicate with you via phone on Tuesday (8/13) based upon your stated
1185 availability in your prior communication to dated August 9, 2024. However, your email
1186 dated August 12, 2024, indicated that, “I revisited the subject regarding the restriction of my personal
1187 phone to emergent medical calls for myself and my son.” While we unfortunately have not been able to
1188 discuss these restrictions with you in greater detail telephonically, Cox is approving your
1189 accommodation request as follows:
1190 • Work from Home.
1191 • To maintain smooth daily business operations, please schedule any time away from work at
1192 least 24 hours in advance.
1193 • We will temporarily approve absences from work for the purposes of attending medical
1194 appointments (up to two times per week) for the next 60 days with prior leader notification.
1195 This time will be paid only if PTO is available.
1196 • Please also provide us with a 7-day advance notice of any previously scheduled medical
1197 appointments so that we can plan accordingly.
1198 • Any scheduled time off should be facilitated through the WFO system. You should partner with
1199 your leader to address any issues/concerns you may have regarding time that is available.
1200 The accommodations as noted above are considered the most effective given your essential job
1201 functions and our operational necessities. These accommodations will be considered effective as of
1202 Tuesday, August 20, 2024, which aligns with the official return to work date as communicated by
1203 MetLife. To ensure the continued effectiveness and reasonableness, we will evaluate this
1204 accommodation on or around Dec 31, 2024.
1205 Cox Communications Hampton Roads, LLC / Thomas Coates
1206 Respondent's Statement of Position
1207 25
1208 2
1209 Arrangements are currently underway for you to pick up the necessary work-related equipment from
1210 the office. Your equipment will be ready to pick up by Tuesday, August 20, 2024, and we will contact
1211 you to arrange a specific time for you to pick up the equipment. We expect that you will return to work
1212 beginning on Tuesday, August 20, 2024.
1213 Please contact me at 404-782-4836 if you have questions/concerns.
1214 Sincerely,
1215 Sr. Manager Employee Relations
1216 CC: Employee Medical file
1217 Cox Communications Hampton Roads, LLC / Thomas Coates
1218 Respondent's Statement of Position
1219 26
1220 EXHIBIT J
1221 Cox Communications Hampton Roads, LLC / Thomas Coates
1222 Respondent's Statement of Position
1223 27
1224 1
1225 November 20, 2024
1226 Thomas Coates
1227 Dear Thomas:
1228 This letter is in response to your request for accommodation to perform the essential functions of your
1229 position. Your health care provider’s note, submitted on October 22, 2024, stated that you have the
1230 following work restrictions. We have addressed associated accommodations based on those restrictions
1231 below:
1232 1. Phased Return: A gradual return over 4-6 weeks will allow Mr. Coates to reacclimate without
1233 undue stress. This period will include frequent opportunities for Mr. Coates to report his
1234 progress, current abilities, and any challenges he encounters.
1235 Response: Cox approves a tiered return-to-work schedule wherein, upon your return to
1236 work, you will be expected to work 50% of your full-time schedule in the first week,
1237 60% in week two, 70% in week three, 80% in week four, and 100% in week five and
1238 onward.
1239 2. Remote Work: Working remotely will enable Mr. Coates to manage his health needs efficiently
1240 while continuing to perform his job responsibilities.
1241 Response: Approved to work from home.
1242 3. Scheduled Breaks: Periodic breaks throughout the day to manage fatigue and alleviate stress.
1243 Response: Cox approves modifying your break schedule to remove the scheduled
1244 daily two 15-minute breaks and instead replace them with 30 mins of unscheduled
1245 time that you can utilize for breaks as needed throughout the day.
1246 4. Noise-Canceling Headphones: High-quality headphones to reduce sensory overload and
1247 maintain focus.
1248 Response: Cox is denying this accommodation request. Cox has approved you
1249 working from home. Given that, you can control the noise levels while working in
1250 your home environment.
1251 5. Reduced Stress Exposure: Adjustments to responsibilities to limit high-stress tasks during the
1252 initial return phase.
1253 Response: Cox is providing the other accommodations outlined in this letter aimed
1254 at enabling you to successfully perform the essential functions of your role. Those
1255 functions are outlined in the attached job description. Cox will not modify the
1256 essential functions of your role.
1257 Cox Communications Hampton Roads, LLC / Thomas Coates
1258 Respondent's Statement of Position
1259 28
1260 2
1261 6. Ongoing Monitoring/Regular Evaluations during the phased return period to ensure Mr.
1262 Coates’s health remains stable. Coordination between MetLife, Cox Communications, and his
1263 providers may be necessary if adjustments to accommodations are required.
1264 Response: Cox reviews accommodations every six (6) months to ensure the
1265 accommodations are still medically necessary/adequate to address the disability.
1266 To the extent you have questions or concerns about the sufficiency
1267 accommodations outlined in this letter, please contact me.
1268 7. Flexible Scheduling: Adjustments to work hours as needed to accommodate fluctuations in
1269 fatigue, anxiety, or medical appointments.
1270 Response:
1271 a. The essential functions of your job require you to have a set schedule. This
1272 ensures the Company’s ability to address staffing needs and ensure daily
1273 operations within your department.
1274 b. Please schedule any time away from work at least 24 hours in advance.
1275 c. Any scheduled time off should be facilitated through the WFO system. Please
1276 partner with your leader to address any issues/concerns you may have
1277 regarding time that is available.
1278 8. Mental Health Breaks: Scheduled breaks, especially during high-stress situations, to maintain
1279 mental well-being.
1280 Response: See response to No. 3 above.
1281 9. Workplace Support: Regular check-ins with HR or a designated support person to facilitate
1282 seamless reintegration.
1283 Response: You will have scheduled weekly one-on-one meetings with his direct
1284 leader.
1285 10. Support for ADD Management: Clear prioritization of tasks and responsibilities to prevent
1286 overwhelm and promote productivity.
1287 Response: During the above referenced one-on-one meetings with your direct leader,
1288 you will have the opportunity to obtain instruction/guidance on the prioritization of
1289 tasks and responsibilities for the coming week.
1290 The accommodations as noted above are considered the most effective given your essential job
1291 functions and our operational necessities. These accommodations will be considered effective as of
1292 your expected return to work date [Thursday, November 21, 2024,] which aligns with the official
1293 return to work date as communicated by MetLife. To ensure the continued effectiveness and
1294 reasonableness, we will evaluate this accommodation on or around May 31, 2024.
1295 Please contact me at if you have questions/concerns.
1296 Sincerely,
1297 Sr. Manager Employee Relations
1298 Cox Communications Hampton Roads, LLC / Thomas Coates
1299 Respondent's Statement of Position
1300 29
1301 3
1302 Cc: Employee Medical File
1303 Cox Communications Hampton Roads, LLC / Thomas Coates
1304 Respondent's Statement of Position
1305 30
1306 EXHIBIT K
1307 Cox Communications Hampton Roads, LLC / Thomas Coates
1308 Respondent's Statement of Position
1309 31
1310 Subject: [EXTERNAL] Re: CORRESPONDENCE: Given Notice, Reasonable Accommodations, RTW,
1311 FMLA and ADA
1312 Mr. Coates:
1313 This letter is intended to address the return-to-work expectations outlined in our letter dated December 9,
1314 2024, as well as the allegations noted in your December 27, 2024, email correspondence.
1315 Return to Work: The correspondence dated December 9, 2024 (in which we approved your Unpaid
1316 Leave of Absence through December 29, 2024) clearly stated that you needed to submit the return-towork physician’s release to the ESC seventy-two (72) hours prior to your scheduled return on December
1317 30, 2024. As of the date of this letter, the ESC has not received the required release. Further, as of
1318 December 30, 2024, you are on an unapproved leave of absence. As noted in Cox’s Unpaid Leave of
1319 Absence Policy and our December 9, 2024, correspondence, “[f]ailure to return to work after the unpaid
1320 leave may be considered voluntary resignation.” Therefore, you must: 1) provide your return-to-work
1321 release paperwork immediately; and 2) return to work on Thursday, January 2, 2025, at 9AM. Please
1322 note that failure to do so will be considered a voluntary resignation and your employment will be
1323 terminated immediately.
1324 FMLA Application: FMLA administration is managed by MetLife, which is Cox’s Third-Party
1325 Administrator (TPA). As outlined in multiple previous communications, if you are seeking to apply for an
1326 FMLA leave, you will need to submit your application through MetLife. While you are welcome to apply for
1327 an FMLA leave through MetLife, to be eligible for FMLA leave an employee must work 1,250 hours in the
1328 prior twelve (12) months. According to our records, you have only worked 958.9 hours which would
1329 render you ineligible at this time. I have attached a copy of our FMLA policy for your reference and
1330 highlighted the relevant section below:
1331 II. Who This Is For
1332 Employee Eligibility
1333 An employee is eligible for family medical leave if they have been employed by the Company for at
1334 least
1335 twelve (12) months and has worked at least 1,250 hours during the 12 months prior to the start of
1336 the leave.
1337 Please let me know if you have any additional questions or concerns. We look forward to seeing you on
1338 Thursday, January 2, 2025, at 9AM.
1339 Best Regards,
1340 Senior Manager, Employee Relations & Compliance
1341 Cox Communications, Inc.|
1342 Cox Mental Health Toolkit | Cox Wellness Benefits
1343 National Suicide & Crisis Lifeline:
1344 From:
1345 Sent: Tuesday, December 31, 2024 11:16 AM
1346 To: Thomas Douglas
1347 Cox Communications Hampton Roads, LLC / Thomas Coates
1348 Respondent's Statement of Position
1349 32<html>
<body>
<!--StartFragment--><google-sheets-html-origin><style type="text/css"><!--td {border: 1px solid #cccccc;}br {mso-data-placement:same-cell;}--></style><table xmlns="http://www.w3.org/1999/xhtml" cellspacing="0" cellpadding="0" dir="ltr" border="1" style="table-layout:fixed;font-size:10pt;font-family:Arial;width:0px;border-collapse:collapse;border:none" data-sheets-root="1" data-sheets-baot="1"><colgroup><col width="44"/><col width="676"/></colgroup><tbody><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1</td><td style="border-top:1px solid #0000ff;border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Littler CaseSmart®</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">2</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Program Mailing</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">3</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Address:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">4</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Littler Mendelson, P.C.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">5</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Global Services Center</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">6</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">2301 McGee Street</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">7</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Suite 800</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">8</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Kansas City, MO 64108</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">9</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">10</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">VIA EEOC PORTAL AND EMAIL (ALEXANDER.PEREZ @EEOC.GOV)</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">11</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">12</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">U.S. Equal Employment Opportunity Commission</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">13</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Norfolk Local Office</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">14</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">200 Granby Street, Suite 739</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">15</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Norfolk, Virginia 23510</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">16</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Re: Thomas Coates vs. Cox Communications Hampton Roads, LLC1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">17</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Charge No.: 12K-2025-00001</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">18</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Dear Investigator Perez:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">19</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Please consider this letter and the attached exhibits as the Statement of Position of Cox</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">20</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Communications Hampton Roads, LLC. (“Cox” or “Respondent”), in response to the Charge of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">21</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Discrimination filed by Thomas Coates (“Mr. Coates” or “Charging Party”).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">22</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">23</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates presents an overwhelming number of claims that lack relevance and are devoid</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">24</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">of any credible legal or factual foundation. These excessive and unfounded assertions appear</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">25</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">speculative, with most falling well outside the scope of the Commission’s authority. Accordingly,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">26</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">1 Cox Communications Hampton Roads, LLC is the proper Respondent.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">27</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">2 The information and accompanying documentation contained herein and that which may be submitted hereafter is</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">28</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">strictly confidential and not to be used for any purpose other than the resolution of Charging Party’s original and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">29</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">amended Charges and it may not be disclosed publicly. See 42 U.S.C. §§ 2000e-5(b); 2000e-8(e); 29 C.F.R. §§ 1601.22,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">30</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">1601.26; and 56 Fed. Reg. 10847. To the extent Charging Party is in receipt of this information or accompanying</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">31</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">documentation, Charging Party is advised that this information is strictly confidential and should not be disclosed</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">32</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">publicly or to any individual unless they have a privileged relationship with that individual. Information and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">33</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accompanying documentation contained herein designated confidential and/or containing sensitive medical</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">34</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">information, confidential commercial or financial information, or trade secret information may not be disclosed to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">35</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Charging Party.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">36</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">This response is based upon our understanding of the facts and the information reviewed thus far. Although there has</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">37</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">not been an opportunity for formal discovery or a complete formal investigation, this response is submitted for the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">38</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">purpose of aiding the agency in its investigation and facilitating the informal resolution of these matters. This response,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">39</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">while believed to be accurate, does not constitute an affidavit or a binding statement of Respondent’s legal position,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">40</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">nor is it intended to be used as evidence in a court or other proceeding unrelated to the Commission’s efforts to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">41</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">investigate Charging Party’s original and amended Charges. Because additional facts would be uncovered through</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">42</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">discovery or following a full investigation, Respondent in no way waives its right to present new or additional</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">43</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">information later, for substance or clarification. Moreover, by responding to the original and amended Charges,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">44</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent does not waive, and hereby preserves, all substantive and procedural defenses that may exist to the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">45</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Charges and Charging Party’s allegations. Respondent requests that any efforts to contact its current or former</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">46</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">managers be directed through its counsel.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">47</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">48</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">49</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">50</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">51</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">these irrelevant claims warrant no further consideration and should be disregarded by the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">52</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Commission.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">53</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Setting aside the irrelevant matters Mr. Coates attempts to introduce, his claims are</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">54</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">straightforward. Mr. Coates alleges that Cox failed to provide him with reasonable</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">55</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodations and retaliated against him for requesting modifications to his work environment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">56</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">and duties. However, these claims also lack merit, as Cox provided Mr. Coates with extensive</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">57</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodations and did not engage in any retaliatory actions against him.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">58</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Contrary to Mr. Coates’ claims, Cox engaged in an ongoing interactive process to identify</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">59</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and implement reasonable accommodations for him. Throughout this process, Cox provided Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">60</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Coates with a significant amount of job-protected leave, and it approved nearly all</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">61</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodations requested by Mr. Coates. In fact, the only accommodations Cox did not grant</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">62</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">to Mr. Coates were those beyond its control, such as matters related to his at-home work</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">63</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">environment. Mr. Coates simply refused to accept the accommodations provided by Cox, and he</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">64</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">failed to return to work, even after being medically cleared to do so. Mr. Coates’ actions made</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">65</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">his intention to voluntarily resign from his position clear, and he left Cox with little choice but to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">66</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">recognize the separation of his employment. Nothing about this or any other decision by Cox</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">67</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">related to Mr. Coates’ disability or was in retaliation for his accommodation requests.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">68</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox undeniably provided reasonable accommodations to Mr. Coates and did not engage</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">69</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">in any form of discrimination or retaliation against him. Despite Mr. Coates’ attempts to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">70</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">misrepresent and complicate the situation, the issues before the Commission remain</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">71</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">straightforward. There is no evidence to support Mr. Coates’ claims of discrimination or retaliation,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">72</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">and Cox respectfully requests that the Commission dismiss the present Charge with a finding of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">73</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">“No Probable Cause.”</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">74</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">I. STATEMENT OF FACTS</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">75</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">A. Cox’s Business and Relevant Policies</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">76</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox is a leading provider of digital cable television, internet, telecommunications, and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">77</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">home automation services. Cox provides both business and residential customers with innovative</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">78</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">services and support through a variety of means, including through dedicated call centers.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">79</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Working from these call centers, sales representatives focus on connecting customers and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">80</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">potential customers with Cox’s products and services, including its mobile telecommunication</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">81</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">offerings.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">82</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox is committed to equal employment opportunity for all. Its commitment is evidenced</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">83</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">in several policies and practices, including its Equal Employment Opportunity Policy. (Exhibit A).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">84</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox prohibits discrimination based on disability, religion, sexual orientation or any other legally</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">85</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">protected category. (Id.). In both its Equal Employment Opportunity Policy and its Anti-Retaliation</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">86</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Policy, Cox prohibits any form of retaliation against employees for bringing complaints, providing</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">87</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">information about a complaint, or otherwise engaging in protected activity. (Id.; Exhibit B). Cox</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">88</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">89</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">90</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Page 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">91</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">92</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">encourages its employees to bring forward any concerns and maintains an ethics hotline where</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">93</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">employees can report issues or complaints. (Exhibits A-B). Finally, Cox maintains an AntiHarassment Policy which prohibits harassment of any kind based on any protected classification.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">94</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">(Exhibit C).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">95</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">B. Cox Hires Mr. Coates for Inbound Sales Role</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">96</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox hired Mr. Coates as an Inbound Sales Representative on November 27, 2023. In this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">97</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">role, Mr. Coates was responsible for engaging with current customers and non-subscribers</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">98</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">through inbound calls and selling Cox’s mobile products and services. Mr. Coates was hired to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">99</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">work in-person at Cox’s call center in Hampton, Virginia.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">100</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">As part of his responsibilities, Mr. Coates was charged with driving sales and ensuring the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">101</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accuracy of customer and sales records. Cox evaluated Mr. Coates’ performance in his role as an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">102</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Inbound Sales Representative using several key metrics. The primary focus was on the number</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">103</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">of monthly mobile sales “connects” he achieved. These sales figures, along with additional factors</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">104</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">such as attendance, were systematically recorded in a monthly Cox “Scorecard” to monitor and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">105</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">track his progress. Cox issues Scorecards at the end of each reporting period.3 Mr. Coates’</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">106</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">management reviewed his Scorecards and each of their metrics with him in detailed one-on-one</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">107</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">review sessions. During these sessions, Cox encouraged Mr. Coates to raise questions or concerns</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">108</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">potentially impacting his sales performance.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">109</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">C. Mr. Coates Exhibits Inconsistent Sales Performance</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">110</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">After his initial onboarding and training in late November 2023, Cox allowed Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">111</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">several months to acclimate to his role before holding him accountable for his monthly sales</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">112</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">metrics. Mr. Coates’ first accountable month was March 2024. Mr. Coates failed to make any</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">113</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">mobile sales or “connects” during the month, and he received a failing Scorecard for his first</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">114</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accountable month. (Exhibit D). As part of its standard practice, Cox issued Mr. Coates a Verbal</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">115</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Warning for his insufficient job performance. (Exhibit E).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">116</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Mr. Coates’ supervisor met with him to review his March 2024 Scorecard and to confirm</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">117</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">that he had access to all necessary training and resources to support his success. During this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">118</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">meeting, Mr. Coates did not raise any concerns about difficulties reporting sales through Cox’s</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">119</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">sales reporting system or mention any technical or computer-related issues. Additionally, he did</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">120</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">not disclose any personal or family health concerns, including any matters related to his son’s</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">121</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">health. Instead, Mr. Coates acknowledged his errors and committed to improving his mobile sales.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">122</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Mr. Coates demonstrated improvement in his job performance during April 2024,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">123</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">successfully recording an acceptable number of mobile sales for the period. In recognition of this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">124</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">progress, Cox provided Mr. Coates with a passing Scorecard for the month, which he subsequently</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">125</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">33 As time is required following the close of each month to calculate reported sales and other metrics, Scorecards are typically finalized</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">126</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">and issued to Cox employees approximately one month after the close of the corresponding reporting period. For example, January</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">127</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Scorecards would be completed and reviewed with his supervisor in February.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">128</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">129</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">130</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Page 4</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">131</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">132</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">reviewed with his supervisor in May. During this meeting, Mr. Coates did not express any concerns</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">133</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">or complaints, nor did he discuss any matters related to his health or his family’s health.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">134</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">D. Mr. Coates Erroneously Records Sales Amid Mounting Attendance</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">135</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Concerns</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">136</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Shortly after Mr. Coates’ May Scorecard meeting, there was another shift in his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">137</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">performance. This shift began with Mr. Coates recording sales incorrectly. Instead of following</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">138</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox’s process for reporting and inputting sales through its sales management software, Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">139</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Coates inexplicably began recording sales through a personal computer tracking program he</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">140</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">developed himself. Cox neither required nor authorized Mr. Coates to create such a program, and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">141</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">it was not the official or required means of tracking sales. Any claimed sales reflected by Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">142</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Coates in his personal computer program were not reported in Cox's system.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">143</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">More troubling, Mr. Coates misunderstood what constituted a qualifying mobile sale for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">144</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox’s metrics. He attempted to credit himself with sales that either did not occur or were</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">145</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">generated by others at Cox. Similarly, Mr. Coates began to credit routine troubleshooting calls</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">146</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">with customers as mobile sales. These errors resulted in discrepancies between actual sales made</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">147</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and recorded appropriately and the sales Mr. Coates believed he completed. Mr. Coates eventually</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">148</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">brought concerns about these discrepancies to the attention of his supervisor.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">149</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates' supervisors went to great lengths to address his concerns and determine the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">150</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">source of any errors. They spent considerable time reviewing Mr. Coates’ accounts for sales he</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">151</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">insisted he made, and they even examined his personal sales records. Cox confirmed that its</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">152</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">official records of actual qualifying sales for Mr. Coates were correct and that all of his sales were</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">153</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accounted for. Cox again coached Mr. Coates on what constituted a creditable sale and how to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">154</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">input and record sales correctly in its official system.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">155</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Even with this assistance from his supervisor, however, Mr. Coates' mobile sales showed</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">156</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">a significant drop for the May reporting period. Given this decline, Mr. Coates again received a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">157</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">failing Scorecard for May 2024. (Exhibit F). Cox also issued Mr. Coates a Written Warning due</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">158</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">to his deficient job performance for the May reporting period. (Exhibit G).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">159</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox presented both the Scorecard and resulting Corrective Action to Mr. Coates during a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">160</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">meeting with his supervisor in June 2024. During this meeting, Mr. Coates’ supervisor again</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">161</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">reviewed the requirements for being credited with sales, including correctly recording his sales in</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">162</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox's official tracking system. The meeting was positive, and Mr. Coates assured his supervisor</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">163</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">that he had the knowledge and tools necessary to correct his mistakes and improve his sales</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">164</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">performance over the next scorecard period. Once again, Mr. Coates never discussed any alleged</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">165</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">health related concerns.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">166</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Contrary to his assurances, Mr. Coates' mobile sales remained deficient throughout June</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">167</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">2024. Further compounding matters, Mr. Coates began repeatedly calling out of work or leaving</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">168</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">early with little notice. He accumulated seven attendance occurrences in June alone, without</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">169</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">170</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">171</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 5</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">172</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">173</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">reported explanation or excuse. Based on this high number of occurrences, Mr. Coates’ supervisor</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">174</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">sought to issue him a Final Written Warning.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">175</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">E. Mr. Coates Briefly References Son’s Alleged Health Concerns in</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">176</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response to Anticipated Discipline</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">177</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox's supervisor and Human Resources Business Partner met with Mr. Coates on June</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">178</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">27, 2024, to discuss his increasing absences and their decision to issue a Final Written Warning.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">179</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">During the meeting, Mr. Coates expressed frustration and declined to acknowledge the corrective</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">180</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">action. For the first time, he disclosed that his recent absences were allegedly due to caring for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">181</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">his ailing son, though he provided no specific details regarding his son’s health. This was the sole</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">182</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">instance in which Mr. Coates shared such information with his supervisor, and she did not repeat</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">183</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">this limited disclosure to any of Mr. Coates’ colleagues..</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">184</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Following this disclosure, Cox explained the process for requesting a leave of absence or</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">185</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">other accommodations. Mr. Coates indicated that he understood the process and suggested he</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">186</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">would pursue leave protection. Shortly after the meeting, Mr. Coates ceased reporting to work.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">187</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates’ last day at work was June 28, 2024.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">188</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">F. Cox Accommodates Mr. Coates with Extended Leave and Promptly</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">189</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Addresses Any Concerns About Pay and Network Access</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">190</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">On July 1, 2024, Mr. Coates requested a medical leave of absence and associated benefits</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">191</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">through Cox’s third-party administrator, MetLife. Curiously, Mr. Coates soon canceled his request,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">192</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">only to re-apply for the same benefits several weeks later. Regardless of any confusion generated</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">193</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">by Mr. Coates’ conflicting instructions, Cox readily extended him unpaid leave through July 28,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">194</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">2024, the date reflected in his application paperwork. Eventually, MetLife also approved of Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">195</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Coates’ request for short-term disability benefits for a corresponding period.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">196</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">On July 19, 2024, Mr. Coates complained to Cox’s Employee Service Center (“ESC”) about</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">197</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">a claimed discrepancy in his pay while his application for short-term disability benefits was</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">198</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">pending. Cox promptly investigated these concerns and worked with MetLife to confirm the timing</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">199</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and amount of payments made. Based on its investigation, Cox found that Mr. Coates received</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">200</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">the correct short-term disability benefits. Any discrepancy was attributable to the fact that shortterm disability benefits only paid a set percentage of Mr. Coates’ pre-disability earnings. Because</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">201</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates was on unpaid leave, he was not entitled to payment from Cox, as he was not earning</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">202</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">hourly wages and sales commission.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">203</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">During this time, Cox also addressed Mr. Coates’ complaints about being restricted from</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">204</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">its computer networks. Cox determined that it appropriately blocked Mr. Coates' access to its</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">205</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">sales network and operating systems, as he was not working and did not need access to these</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">206</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">components. Cox suspends the access of all employees on extended leave, as outlined in its</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">207</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Unpaid Leave of Absence Policy. (Exhibit H). Despite being blocked from unnecessary portions</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">208</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">of Cox's computer network, such as customer sales and financial information, Mr. Coates always</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">209</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">210</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">211</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 6</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">212</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">213</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">had access to human resources information, MetLife, and other components needed to apply for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">214</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">and manage his leave of absence and accommodation requests.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">215</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">G. Cox Provides Mr. Coates the Benefit of Dedicated Senior Human</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">216</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Resources Contact as Guide through Accommodation Process</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">217</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">On July 25, 2024, Mr. Coates submitted paperwork to Cox in support of a request for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">218</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accommodation. Interestingly, this paperwork established that Mr. Coates could not perform the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">219</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">essential functions of his Mobile Inbound Sales Representative role. In connection with this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">220</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">request, Mr. Coates also sought an extension of his leave as well as his STD benefits through</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">221</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">August 20. Cox approved of Mr. Coates’ additional leave, and it notified him it intended to engage</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">222</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">in the interactive process. At Mr. Coates’ insistence, Cox began calling Mr. Coates while he was</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">223</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">on leave to discuss his need for accommodation upon his return. Curiously, however, Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">224</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">refused to answer or return any of Cox’s calls.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">225</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">To assist Mr. Coates and streamline the accommodation process, Cox reassigned his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">226</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">ongoing accommodation request to a dedicated Senior Human Resources Manager. This</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">227</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">dedicated support provided Mr. Coates with a single point of contact for addressing any leave,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">228</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accommodation, or other concerns. This experienced manager also offered the expertise</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">229</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">necessary to help Mr. Coates navigate the accommodation process effectively. Following her</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">230</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">assignment, the Senior Human Resources Manager made several additional attempts to contact</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">231</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates either by phone or in person to discuss his accommodation needs. Mr. Coates refused</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">232</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">to engage in any such communication.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">233</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">H. Cox Approves Extensive Accommodations for Mr. Coates, Including</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">234</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Authorization to Work from Home</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">235</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Despite Mr. Coates' lack of interaction, Cox approved all his requested accommodations</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">236</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">within its control. These included allowing Mr. Coates to work from home, permitting absences</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">237</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">for medical appointments up to twice a week for a 60-day period, and approving previously</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">238</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">scheduled doctor's appointments. Additionally, Cox provided flexibility in scheduling time off with</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">239</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">minimal 24-hour notice through its attendance and time-off management systems. The only</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">240</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accommodations Cox could not provide were those outside of its control, such as managing noise</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">241</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">levels in Mr. Coates’ at-home work environment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">242</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">On August 16, 2024, Cox notified Mr. Coates of the extensive accommodations being</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">243</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">provided, effective August 20, 2024, his anticipated date for returning to work. Cox also arranged</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">244</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">for Mr. Coates' office equipment to be ready for pickup, ensuring he had the tools to begin utilizing</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">245</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">his work from home accommodation immediately. (Exhibit I).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">246</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">247</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">248</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Page 7</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">249</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">250</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">I. Cox Continues to Accommodate Mr. Coates with Additional Requested</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">251</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Leave</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">252</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Although Cox agreed to provide Mr. Coates with his preferred accommodations, he</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">253</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">began to resist his anticipated return-to-work date. Over time, Mr. Coates requested and was</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">254</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">granted additional extensions of his ongoing leave. Cox consistently approved multiple leave</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">255</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">extensions to support Mr. Coates through November 20, 2024. During this period, MetLife also</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">256</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">approved Mr. Coates’ requests for short-term disability (STD) benefits.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">257</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">J. Cox Readily Grants Additional Accommodations, Including</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">258</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Phased Return to Work from Home</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">259</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">On October 22, 2024, Mr. Coates provided a letter from a social worker detailing proposed</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">260</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">restrictions related to his return to work. Along with this submission, Mr. Coates requested to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">261</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">engage in the interactive process to develop revised accommodations. Cox promptly</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">262</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">acknowledged receipt of the proposed restrictions and reaffirmed its commitment to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">263</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodating Mr. Coates. Cox thereafter worked to support his return to work by implementing</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">264</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">necessary adjustments to help him succeed in his sales role.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">265</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox demonstrated its commitment to Mr. Coates by approving nearly all his revised</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">266</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accommodation requests. As outlined in its November 20, 2024, notice to Mr. Coates, Cox agreed</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">267</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">to allow Mr. Coates to work from home with a phased return, flexible break times, and scheduled</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">268</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">guidance from his supervisor, as requested by his social worker. (Exhibit J). Once again, the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">269</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">only accommodations that Cox did not approve were outside of its control or rendered</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">270</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">unnecessary by its continued agreement to allow Mr. Coates to work remotely. Cox repeatedly</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">271</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">explained to Mr. Coates that these items were simply out of its control, as it was providing him</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">272</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">the right to work from home as a further accommodation. (Id.).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">273</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">K. Cox Continues to Accommodate Mr. Coates with Leave</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">274</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox continued to support Mr. Coates by approving additional extensions of his leave</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">275</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">through December 29, 2024. During this period of continued leave, Cox reminded Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">276</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">several more times that it agreed to provide extensive accommodations upon his return to work.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">277</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox also provided detailed guidance as to the process for returning to work effective December</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">278</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">30, 2024, following his extended leave of absence.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">279</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">L. Mr. Coates Does Not Return to Work and Thereby Voluntarily Resigns</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">280</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">from Employment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">281</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates failed to return to work after the expiration of his leave without providing</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">282</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">notice or explanation. On December 31, 2024, Cox reiterated its expectations regarding his return</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">283</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">to work. Cox clarified that, as of December 29, 2024, following the expiration of his additional</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">284</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">leave, Mr. Coates was on an unapproved leave of absence. (Exhibit K). To provide him with an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">285</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">opportunity to comply, Cox extended a limited grace period, allowing Mr. Coates until January 2,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">286</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">2025, to return to work. Cox also informed Mr. Coates that failure to return by this deadline would</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">287</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">288</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">289</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 8</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">290</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">291</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">be treated as a voluntary resignation, resulting in the immediate termination of his employment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">292</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">under the company’s Unpaid Leave of Absence Policy. (Id.).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">293</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates failed to comply with Cox’s directive to return to work on January 2, 2025. By</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">294</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">refusing to do so, Mr. Coates effectively communicated his decision to resign from his position.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">295</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Consequently, Cox formalized the separation of Mr. Coates’s employment as of that date.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">296</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">II. MR. COATES’ CLAIMS FAIL</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">297</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">A. Mr. Coates’ Claims Outside of Title VII and the ADA Must Be Dismissed</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">298</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Many of Mr. Coates’ attempted claims fall outside the authority of the Commission. These</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">299</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">include claims brought under the Family and Medical Leave Act (FMLA), claims related to federal</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">300</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">wage laws, alleged violations of the Health Insurance Portability and Accountability Act (HIPAA),</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">301</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and various other matters that do not fall within the Commission’s purview. The Commission is</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">302</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">limited to addressing only Mr. Coates’ claims arising under Title VII of the Civil Rights Act and the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">303</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Americans with Disabilities Act (ADA). Accordingly, the Commission should dismiss the myriad of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">304</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">claims Mr. Coates attempts to raise that fall outside the scope of these statutes.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">305</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">B. Cox Reasonably Accommodated Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">306</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Mr. Coates’ failure to accommodate claim lacks merit. To establish such a claim, Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">307</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">must show that: (1) he has a disability within the meaning of the ADA; (2) Cox had notice of his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">308</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">disability; (3) he could perform the essential functions of his Inbound Sales Representative</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">309</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">position with reasonable accommodation; and (4) Cox refused to make such accommodations.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">310</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Wilson v. Dollar Gen. Corp., 717 F.3d 337, 345 (4th Cir. 2013). Mr. Coates simply cannot make</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">311</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">such a showing.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">312</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Contrary to Mr. Coates’ argument, the interactive process under the ADA is not an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">313</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">independent claim or a goal in and of itself. Instead, it serves as an informal mechanism to identify</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">314</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">reasonable accommodations that would enable Mr. Coates to perform the essential functions of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">315</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">his previous role. Mr. Coates’ repeated reliance on an alleged “failure of the interactive process”—</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">316</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">a claim that Cox firmly disputes—is misguided and does not establish a stand-alone claim.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">317</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates was not entitled to dictate the specific format or method of communication—</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">318</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">such as immediate written discussions through email—as part of the interactive process. Instead,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">319</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox was only required to engage in a reasonable process to determine appropriate</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">320</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accommodation. Cox fulfilled this obligation by repeatedly approving a range of accommodations</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">321</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">tailored to Mr. Coates' needs. In fact, the extensive accommodations provided by Cox refute any</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">322</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">claim that there was a failure on Cox’s part to engage in the interactive process.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">323</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox consistently accommodated Mr. Coates throughout his tenure. From the outset, Cox</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">324</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">continuously accommodated Mr. Coates through six months of extended leave. Cox generously</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">325</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">granted Mr. Coates job protected leave beginning on July 1, 2024, after he had been with the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">326</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">company for well under a year. Cox repeatedly approved of Mr. Coates’ requests to extend this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">327</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">328</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">329</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 9</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">330</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">331</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">leave. Cox approved of Mr. Coates’ requests for extension of leave no less than four times, and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">332</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">it allowed him to remain on leave until January 2, 2025. Given Mr. Coates’ repeated insistence</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">333</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">that he was unable to perform the essential functions of his job, this extended leave was an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">334</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">ample accommodation for Mr. Coates. Cox also planned to accommodate Mr. Coates upon his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">335</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">return to work in January 2025.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">336</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox demonstrated its commitment to supporting Mr. Coates in his return to work by</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">337</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">ensuring his needs were addressed and that he had the necessary tools for success. The company</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">338</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">carefully evaluated his accommodation requests, including the restrictions and recommendations</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">339</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">provided by his medical provider and social worker. In response, Cox approved Mr. Coates’</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">340</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">primary request to work from home and implemented a phased return-to-work plan. Additionally,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">341</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox accommodated Mr. Coates’ revised requests, which included a gradual resumption of duties</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">342</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">and the provision of additional break periods. (Exhibit J).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">343</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">C. Cox Did Not Discriminate Against Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">344</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Similarly, Mr. Coates cannot establish that Cox discriminated against him due to his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">345</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">disability. To do so, Mr. Coates must establish: (1) he was disabled; (2) he was discharged; (3)</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">346</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">he was fulfilling Cox’s legitimate expectations when he was discharged; and (4) the circumstances</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">347</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">of his discharge raise a reasonable inference of unlawful discrimination. Cowgill v. First Data</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">348</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Technologies, Inc., 41 F.4th 370, 379 (4th Cir. 2022). If Mr. Coates can make such a showing,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">349</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">the burden shifts to Cox to proffer a legitimate, non-discriminatory reason for its adverse</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">350</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">employment action, which Mr. Coates can rebut by showing it was pretext. Id.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">351</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates’ claim for discrimination fails in several respects. Initially, Mr. Coates cannot</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">352</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">establish a prima facie case of discrimination as his termination fails to raise a reasonable</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">353</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">inference of discrimination. As established above, Cox repeatedly accommodated Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">354</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">through continued leave and its agreement to provide multiple changes to his work environment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">355</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">upon Mr. Coates’ return to work. Cox also stayed in regular contact with Mr. Coates and gave him</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">356</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">clear instructions on the process for returning to work with his new accommodations.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">357</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates violated the instructions provided to him, which would have allowed him to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">358</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">benefit from multiple reasonable accommodations. Instead, he disregarded Cox’s directives and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">359</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">refused to return to work. Mr. Coates provided no documentation to demonstrate that his refusal</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">360</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">was in any way connected to his disability. Cox’s decision to terminate Mr. Coates’ employment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">361</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">was based solely on his failure to return to work as instructed, a decision that was unrelated to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">362</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">his underlying disability. There is no reasonable basis to infer discrimination. Without such an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">363</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">inference, Mr. Coates cannot establish even a prima facie case of discrimination.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">364</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Even if Mr. Coates could carry his prima facie burden, which he cannot, his discrimination</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">365</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">claim still fails. Cox had a legitimate basis for terminating Mr. Coates’ employment. As previously</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">366</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">noted, Cox provided Mr. Coates with clear instructions regarding the process for returning to work</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">367</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">after his six-months of leave. Despite Cox’s instructions, however, Mr. Coates did not comply. Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">368</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Coates has failed to put forth evidence that his failure to return to work is related to his disability.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">369</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Thus, Cox’s decision to terminate his employment for failing to return to work constitutes a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">370</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">371</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">372</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Page 10</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">373</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">374</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">legitimate, non-discriminatory reason for terminating Mr. Coates’ employment. Further, Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">375</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Coates has no evidence to suggest that Cox’s decision was a pretext for discrimination. Cox’s</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">376</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">willingness to grant extensive leave and its proactive efforts to offer multiple accommodations</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">377</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">upon Mr. Coates’ return to work undermine any claims of discriminatory intent or pretext.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">378</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">D. Mr. Coates Experienced No Workplace Harassment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">379</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates cannot establish that he was subjected to hostile work environment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">380</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">harassment on any basis. To do so, Mr. Coates would have to show that: (1) he is a member of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">381</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">a protected class; (2) he was subjected to unwelcome harassment; (3) the harassment was based</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">382</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">on a protected characteristic; (4) the harassment was severe to a degree which affected a term,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">383</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">condition, or privilege of his employment; and (5) Cox knew or should have known about the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">384</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">harassment, but failed to prevent it. Parker v. Reema Consulting Servs., Inc., 915 F.3d 297, 302</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">385</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">(4th Cir. 2019). Once again, Mr. Coates simply cannot make such a showing.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">386</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Mr. Coates’ harassment claim fails at every stage of the analysis. Initially, Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">387</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">cannot show he was subjected to unwelcome harassment. Mr. Coates provides no facts in his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">388</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Charge as to how he was allegedly harassed, and there is no evidence that any harassment ever</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">389</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">took place. At most, Mr. Coates encountered standard management discussions and corrective</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">390</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">measures addressing his poor job performance and increased attendance issues. There is no</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">391</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">evidence that these meetings or discussions went beyond job-related duties and attendance</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">392</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">matters. These routine management actions, which are an integral part of the responsibilities</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">393</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">associated with the Inbound Sales Representative role, cannot be construed as harassment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">394</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Any alleged harassment experienced by Mr. Coates does not meet the threshold of being</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">395</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">severe or pervasive. The interactions Mr. Coates claims constitute harassment were limited to a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">396</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">few one-on-one meetings and discussions with his supervisor regarding his performance and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">397</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">attendance issues. Even if Mr. Coates perceived these meetings as harassing, their sporadic</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">398</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">nature does not rise to the level required to establish an abusive or hostile work environment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">399</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Regardless, there is no evidence to establish a connection between the alleged</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">400</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">harassment and Mr. Coates’ protected characteristics. Mr. Coates did not disclose his disability or</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">401</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">any underlying health conditions until after the alleged harassment had taken place. The</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">402</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">managers involved in the management discussions that Mr. Coates characterizes as harassing</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">403</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">were unaware of his disability at the time of those interactions. Therefore, it would have been</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">404</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">impossible for them to harass Mr. Coates based on disability.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">405</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Finally, there is no evidence to suggest that Cox neglected to address any claims of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">406</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">harassment. As previously mentioned, Cox has implemented and consistently follows a robust</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">407</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">anti-harassment policy. This policy provides employees with multiple avenues to report</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">408</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">harassment. However, Mr. Coates never utilized these reporting mechanisms to raise concerns</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">409</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">about any alleged harassment by anyone at Cox. His failure to report any such incidents further</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">410</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">undermines his harassment claims.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">411</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">412</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">413</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 11</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">414</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">415</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">E. Cox Did Not Retaliate Against Mr. Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">416</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Finally, Mr. Coates cannot establish that Cox retaliated against him in any respect. To</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">417</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">establish his prima facie case of retaliation, Mr. Coates must show that: (1) he engaged in a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">418</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">protected activity; (2) Cox subjected him to an adverse employment action; and (3) a causal link</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">419</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">exists between the protected activity and the adverse action. Ray v. Int'l Paper Co., 909 F.3d 661,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">420</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">669 (4th Cir. 2018). If Mr. Coates can establish a prima facie case of retaliation, the burden will</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">421</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">shift to Cox to articulate a legitimate, non-retaliatory reason for its challenged action, which Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">422</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Coates must show is merely a pretext. Id. Ultimately, Mr. Coates must establish that Cox could</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">423</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">not have taken alleged action against him “but for” his protected activity. Univ. of Tex. Sw. Med.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">424</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Ctr. v. Nassar, 570 U.S. 338, 362 (2013).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">425</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mr. Coates’ retaliation claim fails in several respects. First, he fails to establish a prima</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">426</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">facie case due to the absence of a causal link between his alleged protected activity and any</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">427</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">adverse employment action. Contrary to his assertions, Mr. Coates did not request an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">428</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accommodation or engage in any protected activity before receiving his failing Scorecards for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">429</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">March and May 2024, as well as several corrective actions addressing his poor job performance</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">430</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">and escalating absences. These employment actions, which predate any protected activity, cannot</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">431</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">support a retaliation claim.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">432</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">There is also no causal link between Mr. Coates’ request for accommodation and his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">433</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">eventual termination. Again, Cox terminated Mr. Coates for refusing to return to work as</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">434</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">instructed after nearly six months of leave. Mr. Coates’ decision not to return to work severed</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">435</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">any alleged link between his requests for accommodation and his termination. Cox had provided</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">436</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">and agreed to continue providing Mr. Coates with accommodations upon his return to work, but</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">437</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">by failing to return to work, Mr. Coates rejected Cox’s efforts to continue accommodating him.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">438</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Even if Mr. Coates could establish the requisite causal connection, which he cannot, his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">439</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">refusal to return to work provided Cox with a legitimate, non-retaliatory basis for ending his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">440</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">employment. Mr. Coates has no evidence that this legitimate basis was pretext for retaliation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">441</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">IV. CONCLUSION</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">442</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Based on the foregoing, Cox respectfully requests that the Commission dismiss Mr. Coates’</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">443</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Charge with a finding of No Probable Cause. As always, if you have any questions, please do not</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">444</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">hesitate to contact me.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">445</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Alexander Perez, Investigator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">446</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">April 11, 2025</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">447</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 12</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">448</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Error! Unknown document property name.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">449</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Sincerely,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">450</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Littler Mendelson P.C.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">451</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">/s/ Justin N. Myers</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">452</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Justin N. Myers</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">453</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">816.788.7048 direct</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">454</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">816.817.7032 fax</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">455</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">jnmyers@litter.com</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">456</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">JNM/BT</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">457</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">cc: Kathryn Stokes</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">458</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT A</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">459</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">460</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">461</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">462</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Equal Employment Opportunity Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">463</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Approved: Policy Committee Human Resources Pages: 1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">464</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">465</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Policies</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">466</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Of: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">467</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">I. Purpose</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">468</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications (“Cox”) is committed to providing equal employment opportunity for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">469</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">all persons regardless of race, color, religion, gender, sex, or sexual orientation, gender</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">470</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">identity or expression, age, national origin, citizenship status, marital status, disability,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">471</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">pregnancy, genetic information, status as a disabled veteran protected by federal law, or any</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">472</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">other legally protected category. This policy applies to all aspects of the employment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">473</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">relationship, including:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">474</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Initial consideration for employment;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">475</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Job placement and assignment of responsibilities;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">476</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Performance evaluation;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">477</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Promotion and advancement;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">478</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Compensation and fringe benefits;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">479</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Training and professional development opportunities;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">480</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Formulation and application of human resources policies and rules;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">481</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Facility and serviceaccessibility;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">482</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Discipline and termination.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">483</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">II. Policy Provisions</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">484</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">A. Responsibilities: Cox’s Human Resources representatives are</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">485</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">responsible for overseeing compliance with this policy.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">486</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Specific responsibilities include:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">487</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Ensuring EEO and diversity training for managers;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">488</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Ensuring the process for prompt response to an investigation of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">489</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">employees’ complaints or inquiries regarding on-the-job</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">490</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">discrimination;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">491</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Ensuring the administration of Cox’s applicant tracking system and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">492</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">compiling data for required EEO reports; and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">493</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Ensuring that Cox meets all EEO-related requirements under</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">494</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">applicable federal, state, and local laws.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">495</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Supervisors are responsible for:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">496</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Creating and maintaining a work environment free of discrimination,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">497</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">498</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">499</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">500</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Equal Employment Opportunity Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">501</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Approved: Policy Committee Human Resources Pages: 2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">502</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">503</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Policies</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">504</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Of: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">505</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">harassment and retaliation;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">506</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Promptlyinvestigating complaints of discrimination or harassment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">507</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">within theirdepartments;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">508</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Reporting discrimination, harassment and retaliation</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">509</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">complaints, to the appropriate human resources</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">510</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">representative; and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">511</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Taking corrective action to prevent prohibited conduct fromreoccurring.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">512</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Employees are responsible for respecting the rights of their co-workers</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">513</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and avoiding discriminatory or harassing conduct. Please refer to the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">514</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Harassment Policy for information on what behavior is forbidden and how an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">515</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">employee may register a complaint with the Company.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">516</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">B. Communication: Federal and state government nondiscrimination posters, as</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">517</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">well as Cox’s EEO Policy, are displayed permanently in conspicuous</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">518</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">locations in all facilities. Cox’s EEO Policy also is discussed in new employee</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">519</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">orientation and is included in employee handbooks. Notices, advertisements,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">520</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">forms, job descriptions, and other specifications relating to employment shall</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">521</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">not indicate any preference, limitation, or discrimination based on race,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">522</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">color, religion, gender, sex, or sexual orientation, age, national origin,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">523</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">citizenship status, marital status, disability, pregnancy, genetic information,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">524</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">status as a disabled veteran or other veteran protected by federal law, or any</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">525</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">other legally protected category. All employment advertisements placed by</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">526</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox or its contract recruiters must include the phrase: “An Equal Opportunity</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">527</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Employer.”</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">528</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">C. Complaint Procedures: Cox thoroughly and promptly investigates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">529</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">discrimination and harassment complaints. Employees who believe they have</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">530</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">been subject to unlawful discrimination or harassment should report the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">531</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">matter promptly to their Supervisor, Region or Corporate Human Resources</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">532</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Business Partner, the Ethics Hotline or the Ethics Team at .</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">533</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">All inquiries, complaints, and investigations are treated confidentially.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">534</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Information is revealed strictly on a need-to-know basis. Management will take</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">535</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">adequate steps to ensure that the employee making the complaint is protected</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">536</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">537</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">538</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">539</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Equal Employment Opportunity Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">540</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Approved: Policy Committee Human Resources Pages: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">541</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">542</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Policies</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">543</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Of: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">544</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">from retaliation related to the employee’s complaint. The human resources</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">545</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">representative is principally responsible for investigating policy violations.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">546</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Where appropriate, the human resources representative explores informal means</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">547</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">to resolve discrimination complaints. Informal dispute resolution procedures</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">548</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">might include counseling the alleged violator or serving as a mediator between</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">549</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">the two parties. Where the matter cannot be resolved informally, the human</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">550</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">resources representative prepares a written report of the investigation and a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">551</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">recommendation. Recommendations can include discipline for the violator as</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">552</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">well as the restoration of any employment terms, conditions, or opportunities the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">553</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">complainant lost or was denied because of the discrimination, harassment or</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">554</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">retaliation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">555</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">All recommendations will be considered with final approval made by the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">556</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">business unit Senior Management and Human Resources.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">557</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox does not discourage or prevent employees from filing a complaint with the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">558</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">federal Equal Employment Opportunity Commission, or a state or local EEO</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">559</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">agency. No adverse actions may be taken against employees in retaliation for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">560</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">filing a discrimination complaint, either internally or with an external agency.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">561</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Any supervisor who is notified of charges filed with the EEOC, state or local</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">562</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EEO agency should immediately notify the human resources department.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">563</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Employees who file false complaints of harassment or discrimination may be subject to discipline.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">564</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Filing a complaint in good faith that is subsequently unsubstantiated is not considered a false</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">565</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">complaint.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">566</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">D. Prohibition against Retaliation: Cox prohibits any form of retaliation</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">567</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">against employees for bringing complaints or providing information about a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">568</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">complaint. Any form of retaliation may be subject to corrective action, up to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">569</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and including termination. Please refer to Cox’s Anti-Retaliation Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">570</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Policy.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">571</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">E. Discipline: Employees who violate Cox’s EEO Policy are subject to prompt</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">572</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">corrective action, up to and including separation ofemployment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">573</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">574</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">575</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">4</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">576</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT B</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">577</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">578</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">579</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">5</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">580</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Anti-Retaliation Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">581</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Approved: Policy Committee Human Resources Pages: 1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">582</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Effective Date: 01/01/2014 Revision Date: 05/18/2020 Ethics, Policies Of: 2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">583</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">I. PURPOSE</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">584</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">To encourage individuals to report concerns without fear of reprisal.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">585</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">II. POLICY</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">586</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Retaliation is defined, internally, as an adverse action taken because an individual has</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">587</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">reported a workplace concern, assisted another in making a report, making an ethicsrelated inquiry, or otherwise engaged in a protected concerted activity.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">588</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Adverse actions include but are not limited to: dismissal from employment,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">589</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">demotion, loss of salary or benefits, involuntary transfer or reassignment, or denial of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">590</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">promotion that otherwise would have been received. Also prohibited are threats of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">591</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">retaliation or other discrimination directly related to the report made by the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">592</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">employee.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">593</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Individuals are encouraged to engage in the following activities without fear of reprisal,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">594</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">harassment, intimidation, threats, coercion or discrimination:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">595</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x File a report with Cox Communications;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">596</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Assist or participate in any internal or external investigation, compliance review,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">597</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">hearing or any other activity related to the administration of any federal, stateor</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">598</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">local laws and ordinances.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">599</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">x Oppose any act or practice made unlawful by federal, state or local law; or</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">600</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x Exercise any other employment right protected by federal, state or local lawor</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">601</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">its implementing regulations.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">602</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">x U.S. law also entitles each Cox employee and other protected individuals to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">603</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">certain rights and protections against reprisals if the individual discloses, to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">604</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">certain governmental officials or to the Legal Department or EthicsLine,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">605</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">information that the individual reasonably believes is evidence of gross waste,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">606</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">mismanagement, abuse of authority, or violations of law related to U.S.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">607</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">government contracts, grants, or funds; or evidence of a substantial and specific</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">608</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">danger to public health and safety.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">609</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">610</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">611</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">6</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">612</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">613</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Anti-Retaliation Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">614</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Approved: Policy Committee Human Resources Pages: 2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">615</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Effective Date: 01/01/2014 Revision Date: 05/18/2020 Ethics, Policies Of: 2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">616</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications does not tolerate retaliation against individuals who report issues</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">617</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">of potential policy or legal violations in good faith. Good faith does not mean the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">618</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">individual has to be right, but it does mean the individual does have to be truthful. Cox</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">619</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Communications cannot remedy claims of misconduct or wrongdoing unless such</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">620</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">concerns are brought to the attention of management. Employees are expected as part</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">621</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">of their responsibility to the Company to report matters they become aware of.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">622</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">It is Cox Communication’s policy that individuals who report matters will not suffer</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">623</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">reprisal, harassment, intimidations, threats, coercion, discrimination or retaliation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">624</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications will take the appropriate actions to resolve reported issues.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">625</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Resolutions include: (but are not limited to), counseling, coaching, serving as a mediator</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">626</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">between the parties involved and if appropriate, discipline and termination.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">627</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">This policy applies to employees, contractors, or anyone working on Cox’s behalf.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">628</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">If any person believes they have witnessed or been the subject of a violation of this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">629</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">policy, they should report the matter immediately to their Local or Center Human</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">630</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Resources Representative, email the Ethics Team at or contact the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">631</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Company’s anonymous Ethics Hotline . Anyone, regardless of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">632</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">position or title, whom the Company determines has engaged in conduct that violates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">633</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">this policy against retaliation will be subject to corrective action, up to and including</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">634</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">separation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">635</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">636</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">637</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">7</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">638</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT C</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">639</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">640</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">641</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">8</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">642</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">643</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Anti-Harassment Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">644</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Approved: Policy Review Committee (CCI) Human Resources Pages: 1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">645</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">646</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">I. SCOPE</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">647</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">All Cox Communications employees</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">648</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">II. PURPOSE</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">649</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">The purpose of this policy is to establish the company’s policy on harassment, including</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">650</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">sexual harassment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">651</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">III. POLICY</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">652</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">It is the policy of Cox Communications (“Cox”) that all employees should be able to enjoy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">653</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">a work environment free from all forms of discrimination including harassment. Cox</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">654</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Communications will not tolerate any form of harassment. The company can view an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">655</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">action as violating this policy even if such a situation does not meet the legal definition of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">656</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">“unlawful harassment” or does not include or involve a personal characteristic otherwise</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">657</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">protected by law. For purposes of this policy, harassment may be committed by any</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">658</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">fellow employee including but not limited to managers or supervisors, or customers</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">659</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">intentionally or unintentionally.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">660</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Harassment is prohibited and will not be tolerated. This is a zero tolerance policy which</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">661</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">means that all complaints of harassment and discrimination will be investigated.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">662</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">IV. DEFINITIONS</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">663</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Harassment is behavior that is unwelcome and personally offensive to a reasonable</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">664</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">person. Harassment may be verbal, physical, visual or sexual behavior that creates an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">665</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">offensive, hostile or intimidating work environment. The following list includes examples</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">666</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">of potential harassment; but any behavior or communication that meets the definition of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">667</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">harassment may be grounds for corrective action up to and including dismissal.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">668</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">1. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">669</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">conduct, including flirtation or propositions, directed at an individual because of his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">670</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">or her sex, sexual orientation or gender identity when:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">671</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">672</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">673</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">9</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">674</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">675</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Anti-Harassment Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">676</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Approved: Policy Review Committee (CCI) Human Resources Pages: 2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">677</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">678</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">a. Submission to such conduct is made either explicitly or implicitly a term or</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">679</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">condition of an individual’s employment by a manager, supervisor, or other</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">680</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">individual with the power to affect the target’s employment;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">681</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">b. Submission to or rejection of such conduct by an individual is used as</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">682</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">the basis for employment decisions affecting that individual;</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">683</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">c. Such conduct has the effect of unreasonably interfering with an individual’s</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">684</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">work performance or creating an intimidating, hostile or offensive working</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">685</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">environment. The conduct need not be sexual in nature to violate this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">686</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">policy.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">687</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">2. Offensive jokes, slurs, or comments based upon sex, race, color, ethnicity, national</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">688</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">origin, religion, age, disability, pregnancy, genetic information, sexual orientation,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">689</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">gender identity or expression, citizenship status, marital status, military veteran</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">690</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">status or other legally protected category.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">691</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">3. Using personal or company voice mail, e-mail, or other technology to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">692</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">transmit derogatory or discriminatory information, commentary, or pictures</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">693</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">4. Physical conduct or verbal statements that denigrate or express hate, hostility or</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">694</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">aversion toward an individual because of one or more personal characteristics as</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">695</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">listed in Section III below</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">696</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">5. Threatening or intimidating, or committing a violent or hostile act against a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">697</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">person, either in full or in part because of the person’s protected status</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">698</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">6. Posting, displaying, or circulating any material that denigrates or expresses</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">699</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">hostility, aversion or hatred against anyone on the basis of a personal</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">700</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">characteristic.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">701</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">7. Unwelcome touching, hugging, or other physical behavior</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">702</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">703</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">704</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">10</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">705</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">706</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Anti-Harassment Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">707</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Approved: Policy Review Committee (CCI) Human Resources Pages: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">708</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">709</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Liability for Harassment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">710</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Harassment or discrimination on the basis of one or more protected characteristics may</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">711</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">also create legal liability for the individual engaging in the harassment. Protected</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">712</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">characteristics can include but may not be limited to sex, race, color, ethnicity, national</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">713</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">origin, religion, age, disability, pregnancy, genetic information, sexual orientation, gender</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">714</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">identity or expression, citizenship status, marital status, military veteran status or other</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">715</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">legally protected category.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">716</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">How to Report Harassment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">717</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">1. Any employee who believes they have witnessed or experienced harassment must</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">718</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">report the behavior immediately. The report should be made to the employee’s</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">719</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">supervisor; but if the behavior involves the employee’s supervisor, then the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">720</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">employee should report the behavior to the department head or Human Resources</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">721</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Manager. Employees can also use the Ethics Hotline to report their concerns if they</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">722</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">choose to remain anonymous. However, it may be difficult or impossible for the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">723</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">company to investigate and resolve complaints that are anonymous.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">724</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">2. Complaints of harassment will be investigated promptly and in as impartial</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">725</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and confidential a manner as possible. Employees are required to cooperate</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">726</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">in any investigation. A timely resolution of each complaint should be reached</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">727</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and communicated to the parties involved.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">728</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">3. Any employee who is found to have violated the harassment policy, whether</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">729</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">intentionally or unintentionally, may be subject to appropriate corrective action, up</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">730</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">to and including dismissal.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">731</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">4. Cox Communications prohibits any form of retaliation against employees who have</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">732</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">brought complaints or provided information about harassment. Any form of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">733</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">retaliation may be subject to corrective action, up to and including dismissal. Please</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">734</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">see the Cox Communications Anti-Retaliation Policyfor additional detail.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">735</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">5. If an employee files a complaint of harassment that the company determines cannot</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">736</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">be supported, as long as the employee has acted in good faith, the employee will not</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">737</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">be disciplined. However, using this harassment policy in bad faith and filing false</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">738</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">claims under this policy may be grounds for corrective action.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">739</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">740</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">741</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">11</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">742</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT D</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">743</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">744</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">745</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">12</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">746</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Inbound</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">747</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Rep Performance Scorecard through 03/31/2024</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">748</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Scorecard Status: FINAL</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">749</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Unknown Thomas Coates:66102</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">750</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">751</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Time Away From</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">752</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Work (Hours) 16</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">753</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">754</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">755</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Combined Score:No data</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">756</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">returned</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">757</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">for this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">758</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">view. This</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">759</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">might be</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">760</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">because</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">761</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">the applied</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">762</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">filter</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">763</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">excludes</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">764</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">all data.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">765</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Victory since last meeting</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">766</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Last Month Results</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">767</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Actual Last</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">768</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">769</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Company Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">770</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Last Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">771</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">% to Goal Last</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">772</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">773</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Company Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">774</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Current Month Notes/Comments</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">775</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">STAR Rev $5,731.53 $5,376.00 106.6% $8,621.24</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">776</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">STAR PSU</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">777</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Call Sentiment Ratio</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">778</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">NRPC</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">779</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Homelife</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">780</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Mobile Lines</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">781</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">75 64 117.2% 104</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">782</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">27.38</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">783</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$11.94</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">784</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">785</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">6</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">786</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">15</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">787</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$10.77</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">788</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">10</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">789</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">6</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">790</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">15</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">791</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$11.35</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">792</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">No data</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">793</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">returned</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">794</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">for this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">795</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">view. This</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">796</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">might be</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">797</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">because</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">798</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">799</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">applied</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">800</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">filter</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">801</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">excludes</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">802</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">all data.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">803</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">110.90%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">804</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">10.00%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">805</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">100.00%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">806</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">120.60%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">807</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Threshold Last</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">808</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">809</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$11.00</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">810</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">811</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">10</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">812</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Focus Area</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">813</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">What I need from my leader</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">814</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Agent Leader Follow-Up Date</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">815</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">ACTION PLAN</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">816</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">817</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Trend</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">818</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">819</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$7,128.70</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">820</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">$7,128.70</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">821</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">82.70%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">822</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Weigh</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">823</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">t</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">824</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">100.00%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">825</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">STAR Rev</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">826</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Target $8,621.24</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">827</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">STAR PSU</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">828</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">829</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Trend</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">830</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">831</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">107</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">832</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">107</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">833</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">102.90%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">834</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Weigh</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">835</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">t</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">836</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">0.0% Target 104</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">837</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">838</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">839</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">24</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">840</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">115.40%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">841</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Call Sentiment Ratio</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">842</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Threshol Target 15</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">843</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">d</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">844</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">0</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">845</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Commissionable Metrics:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">846</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">847</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Threshold $11.00 Target $11.35</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">848</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">849</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">850</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">$13.20</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">851</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">116.30%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">852</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">NRPC</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">853</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Homelife</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">854</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">855</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Trend</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">856</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">857</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">858</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">859</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">10.00%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">860</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Threshol</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">861</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">d</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">862</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Targ</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">863</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">et</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">864</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">10</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">865</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">l Sales Quality Metrics: Overall Result:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">866</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">867</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mobile Lines</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">868</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">869</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Trend</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">870</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">871</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">0</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">872</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">0</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">873</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">0.00%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">874</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">No data</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">875</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">returned for this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">876</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">view. This might</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">877</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">be because the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">878</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">applied filter</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">879</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">excludes all</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">880</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">data.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">881</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Targ</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">882</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">et</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">883</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">12</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">884</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">885</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">l Product Sales Min:l l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">886</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">l Commisionable Metrics</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">887</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Sales Quality Metrics</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">888</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">889</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">890</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Product Sales Minimums</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">891</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">892</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">893</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">894</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">895</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">13</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">896</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT E</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">897</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">898</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">899</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">14</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">900</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Coates, Thomas D. Verbal Warning</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">901</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Inbound Sales Representative - CCI Organization: CCI Inbound HAMP1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">902</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Manager: Location: , VA</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">903</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Evaluated by: Period: 03/31/2024 - 03/31/2024</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">904</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Disciplinary Action</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">905</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Reason: Unsatisfactory Work Performance (CCI)</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">906</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Related Disciplinary Actions:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">907</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Overall</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">908</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Counseling Discussion Items</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">909</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Please list the details of the violation, including the date of occurrence.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">910</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response: The purpose of this documented verbal is to discuss areas of opportunity in your performance. During</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">911</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">this performance process, we will discuss areas of opportunity and prepare an action plan to immediately</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">912</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">improve performance.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">913</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">In accordance with the Inbound Sales Performance Scorecard Policy employees may receive corrective</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">914</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">action up to and including termination of employment when failing to meet the sales minimum performance</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">915</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">thresholds in any one-month period.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">916</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">You failed meet the minimum mobile threshold as reflected in your monthly scorecard dated March 2024.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">917</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">The following standards are expected of you in the future:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">918</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response: Failure to meet the sales minimum threshold in any one-month period will result in the beginning of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">919</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">the performance improvement and corrective action process.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">920</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Any subsequent overall monthly performance of the sales minimum threshold not being met may progress</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">921</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">employee to the next level of performance improvement and corrective action up to and including</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">922</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">separation of employment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">923</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Three consecutive months of sales minimum threshold being met will take the employee out of the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">924</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">performance corrective action process as related to overall scorecard performance evaluation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">925</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">In addition to the end of month scorecard, employees will receive coaching and performance improvement</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">926</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">feedback.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">927</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Supporting Documents</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">928</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">File: thomas Inbound Agent PM Scorecard.pdf Manager Comments:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">929</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">930</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">931</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">15</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">932</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT F</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">933</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">934</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">935</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">16</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">936</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Inbound</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">937</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Rep Performance Scorecard through 05/31/2024</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">938</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Scorecard Status: FINAL</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">939</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Donte Holmes Thomas Coates:66102 Time Away From</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">940</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Work (Hours) 8</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">941</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">942</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">943</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Combined Score:No data</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">944</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">returned</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">945</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">for this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">946</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">view. This</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">947</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">might be</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">948</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">because</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">949</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">the applied</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">950</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">filter</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">951</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">excludes</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">952</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">all data.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">953</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Overall Result: l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">954</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">955</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Trend</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">956</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">957</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">958</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Mobile Lines</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">959</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Targ</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">960</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">et</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">961</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Threshol 11</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">962</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">d</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">963</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">6</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">964</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">NRPC</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">965</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">966</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">967</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$14.22</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">968</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">91.70%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">969</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Thres</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">970</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">hold</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">971</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">$11.00 Target $15.51</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">972</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Action steps since last monthly meeting Due Date: Status:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">973</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Victory since last meeting</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">974</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Last Month Results</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">975</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Actual Last</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">976</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">977</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Company Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">978</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Last Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">979</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">% to Goal Last</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">980</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">981</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Company Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">982</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Current Month Notes/Comments</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">983</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">STAR Rev</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">984</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">NRPC</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">985</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Mobile Line Connects</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">986</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Threshold Last</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">987</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Month</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">988</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">11</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">989</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$12,470.57</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">990</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">$15.51</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">991</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Focus Area</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">992</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">What I need from my leader</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">993</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Leader Follow-Up Date</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">994</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">ACTION PLAN</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">995</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Agent</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">996</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Actual</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">997</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Trend</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">998</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">% to Target</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">999</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$11,003.18</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1000</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">$11,003.18</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1001</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">88.20%</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1002</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">STAR Rev</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1003</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Targe</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1004</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">t</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1005</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Thresh $12,471</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1006</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">old</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1007</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">$9,976</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1008</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1009</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1010</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">l</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1011</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1012</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1013</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">17</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1014</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT G</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1015</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1016</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1017</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">18</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1018</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Coates, Thomas D. Written Warning</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1019</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Inbound Sales Representative - CCI Organization: CCI Inbound English CHAMP</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1020</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Manager: Location: , VA</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1021</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Evaluated by: Period: 06/20/2024 - 06/20/2024</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1022</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Disciplinary Action</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1023</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Reason: Unsatisfactory Work Performance (CCI)</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1024</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Related Disciplinary Actions: Verbal Warning</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1025</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Overall</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1026</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Comment:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1027</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Counseling Discussion Items</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1028</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Please list the details of the violation, including the date of occurrence.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1029</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Response:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1030</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">The purpose of this Written warning is to discuss areas of opportunity in your performance. During this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1031</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">performance process, we will discuss areas of opportunity and prepare an action plan to immediately</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1032</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">improve performance.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1033</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">In accordance with the Inbound Sales Performance Scorecard Policy employees may receive corrective</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1034</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">action up to and including termination of employment when failing to meet the sales minimum performance</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1035</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">thresholds in any one-month period.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1036</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">You failed meet the minimum mobile threshold as reflected in your monthly scorecard dated may 2024</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1037</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">The following standards are expected of you in the future:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1038</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response: Failure to meet the sales minimum threshold in any one-month period will result in the beginning of the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1039</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">performance improvement and corrective action process.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1040</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Any subsequent overall monthly performance of the sales minimum threshold not being met may progress</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1041</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">employee to the next level of performance improvement and corrective action up to and including</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1042</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">separation of employment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1043</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Three consecutive months of sales minimum threshold being met will take the employee out of the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1044</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">performance corrective action process as related to overall scorecard performance evaluation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1045</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">In addition to the end of month scorecard, employees will receive coaching and performance improvement</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1046</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">feedback.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1047</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Supporting Documents</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1048</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">File: Thmas Coates may scorecard.pdf Manager Comments:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1049</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1050</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1051</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">19</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1052</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT H</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1053</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1054</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1055</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">20</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1056</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Page 1 of 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1057</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Unpaid Personal Leave Policy</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1058</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Effective Dates:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1059</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications & Cox Enterprises: June 1, 2021</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1060</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Automotive: July 1, 2021</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1061</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">I. What This Is</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1062</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">This policy provides information and guidance about requesting an unpaid leave of absence from</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1063</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">work that may not be covered by other types of leaves or other Cox policies. This policy supersedes</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1064</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">all other personal leave of absence policies, except to the extent that an employee is on a personal</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1065</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">leave of absence on the date this policy becomes effective.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1066</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">II. Who This Is For</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1067</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">All full-time and part-time employees (exempt and non-exempt) excluding employees covered under a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1068</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">collective bargaining agreement and international employees.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1069</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">III. How It Works</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1070</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Unpaid leave may be taken for up to a maximum of 12 weeks in a rolling 12-month period measured</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1071</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">backward from the date an employee uses leave, except where additional leave is required by law.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1072</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Unpaid leave can be requested for personal or medical situations that do not qualify as FMLA leave,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1073</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">any other time-off provided by the company (including LTD and STD) or pursuant to state or local law</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1074</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">(including Workers Compensation), or where you may need additional time off as a reasonable</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1075</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodation. Employees seeking a reasonable accommodation should contact the Employee</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1076</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Service Center (ESC).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1077</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Employees must exhaust all other applicable leaves, approved time-off, and PTO and/or Wellness time</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1078</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">prior to requesting an unpaid leave of absence. Where applicable, unpaid leave may run concurrent</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1079</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">with leaves provided under applicable state or local law.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1080</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Unpaid leave can be requested for personal matters such as education, international or extended</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1081</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">travel, mission trips.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1082</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Unpaid leave may not be approved for personal matters that are inconsistent with Cox’s Code of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1083</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Conduct unless otherwise required by law.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1084</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Unpaid leave of absence can be granted more than once within a rolling 12-month period until the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1085</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">employee reaches the maximum of 12 weeks in a 12-month rolling backward period. All requests</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1086</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">must be made for a minimum of one (1) week.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1087</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• For part-time employees, their regular work schedule will be reviewed and considered in determining</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1088</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">the appropriate duration of their leave.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1089</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Generally, no combination of a leave of absence should exceed 26 weeks in a rolling 12-month period.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1090</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Certain leaves may exceed 26 weeks, such as an unpaid leave requested as a medical accommodation,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1091</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">which may be approved on a case-by-case basis. Please contact the ESC if you need leave beyond 26</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1092</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">weeks.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1093</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Failure to return to work after the unpaid leave may be considered voluntary resignation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1094</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1095</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1096</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">21</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1097</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 2 of 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1098</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• An employee may not work (for pay or as a volunteer), solicit, or accept other employment while on</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1099</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">any leave, including self-employment. The company may consider evidence of any outside</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1100</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">employment or work as the employee's voluntary resignation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1101</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• An employee who applies for and/or obtains a leave of absence by falsifying or willfully</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1102</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">misrepresenting his/her reason for the leave may be subject to discharge for misconduct.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1103</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Requests for an unpaid leave of absence may be denied or granted within the sole discretion of the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1104</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">company. Consideration for unpaid leave will include but is not limited to business or staffing needs,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1105</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">job performance, and time away record.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1106</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• At the end of a Personal Leave, you are not guaranteed a return to your former position. The</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1107</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Company is under no obligation to hold or create a position for an employee on unpaid leave except in</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1108</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">those cases in which re-instatement rights are protected by law. Business needs will determine how</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1109</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">long a position may be held open and when a vacated position should be posted and filled.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1110</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• In cases where your position is no longer available once you initiate your return to work, the Employee</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1111</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Service Center (ESC) will contact your Human Resources Business Partner who will contact you to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1112</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">discuss return to work options, if applicable. If you are offered employment and choose not to return</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1113</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">to work, it will be considered a voluntary resignation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1114</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• The Company will engage employees returning from leave who have restrictions or need an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1115</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodation in an interactive process to identify and evaluate the employee’s ability to perform</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1116</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">essential job functions and potential accommodations.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1117</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Applying for Leave</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1118</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Employees should notify their respective leader in advance or as soon as practical of their intentions to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1119</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">apply for leave and the duration of the leave.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1120</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• An Employee must submit a request to their Employee Service Center (ESC) before the Unpaid</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1121</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Personal leave can be taken.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1122</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• An employee’s supervisor or manager can submit a request on behalf of the employee if the employee</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1123</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">is unable to do so for themselves.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1124</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• The Employee Service Center (ESC) will partner with leadership and your HRBP to determine the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1125</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">outcome of your leave request. The employee will be made aware of their denial or approval.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1126</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Taking Leave</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1127</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Before going on an unpaid leave the employee must review and agree on a payment plan for any open</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1128</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accounts (e.g. courtesy services for CCI only).</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1129</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• While on an unpaid leave, employees are required to continue to pay their healthcare premiums on a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1130</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">post-tax basis as directed. Failure to provide timely payment will result in non-payment of premiums</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1131</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">and benefits may be discontinued until the next eligible enrollment period.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1132</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Non-exempt employees are required to use all accrued PTO and any Floating Holiday balance (if</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1133</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">applicable) prior to beginning an unpaid leave. Exempt employees are required to use all Paid Wellness</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1134</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">hours, if applicable based on reason for leave, and any Floating Holiday balance prior to beginning an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1135</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">unpaid leave. No pay will be provided during an unpaid leave of absence.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1136</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Employees on unpaid leave are not eligible for PTO accrual, and employees cannot request PTO</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1137</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">(against yearly maximum) or flexible vacation during an unpaid leave of absence.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1138</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1139</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1140</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">22</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1141</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Page 3 of 3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1142</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• All Computer/PDA/Network access will be suspended when an employee begins a continuous leave of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1143</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">absence until the employee returns to work.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1144</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Return to Work</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1145</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Employees wishing to take additional time beyond what has been approved should submit a new</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1146</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">request to their Employee Service Center (ESC) as soon as possible. If an employee needs additional</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1147</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">time away from work for more than 12 weeks for his/her own medical condition, the Employee should</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1148</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">contact the Employee Service Center (ESC) to discuss additional leave as a reasonable accommodation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1149</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Prior to returning to work from an unpaid leave for a medical reason, the employee must submit a</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1150</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">healthcare provider’s medical release to their Employee Service Center (ESC) prior to their return to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1151</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">work. This release must certify the employee’s ability to perform their essential job functions and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1152</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">detailing any limitations and/or restrictions on their ability to perform job functions. Failure to provide</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1153</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">the release within less than three business days from the scheduled return to work date may delay</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1154</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">return or delay systems restoration.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1155</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Failure to report to work on the first day following an approved leave period may be considered</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1156</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">voluntary resignation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1157</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• At the end of a Personal Leave, the employee is not guaranteed a return to their former position or to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1158</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">any position, depending on business conditions and as may be required by law. If the employee is</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1159</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">offered employment and chooses not to return to work, it will be considered a voluntary resignation.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1160</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">IV. Questions</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1161</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">We realize you may have questions if you’re thinking a Leave of Absence might be the right option for you.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1162</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Feel free to contact your Employee Service Center (ESC) or HR business partner for clarification.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1163</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Cox Enterprises: CEIHRServices@</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1164</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Cox Communications:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1165</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Cox Automotive:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1166</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1167</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1168</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">23</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1169</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">EXHIBIT I</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1170</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1171</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1172</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">24</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1173</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1174</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">August 16, 2024</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1175</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1176</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Dear Thomas:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1177</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">This letter is in response to your request for an accommodation to perform the essential functions of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1178</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">your position. The health care provider’s note, submitted on July 25, 2024, stated that you have the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1179</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">following restrictions:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1180</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Work from home to minimize stress and mental health</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1181</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Access to telework technology and equipment</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1182</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Flexible Work Schedule for medical appointments</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1183</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• Temporary shifts change to minimize nighttime driving</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1184</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Thomas, I was prepared to communicate with you via phone on Tuesday (8/13) based upon your stated</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1185</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">availability in your prior communication to dated August 9, 2024. However, your email</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1186</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">dated August 12, 2024, indicated that, “I revisited the subject regarding the restriction of my personal</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1187</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">phone to emergent medical calls for myself and my son.” While we unfortunately have not been able to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1188</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">discuss these restrictions with you in greater detail telephonically, Cox is approving your</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1189</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodation request as follows:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1190</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Work from Home.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1191</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• To maintain smooth daily business operations, please schedule any time away from work at</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1192</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">least 24 hours in advance.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1193</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">• We will temporarily approve absences from work for the purposes of attending medical</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1194</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">appointments (up to two times per week) for the next 60 days with prior leader notification.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1195</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">This time will be paid only if PTO is available.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1196</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Please also provide us with a 7-day advance notice of any previously scheduled medical</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1197</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">appointments so that we can plan accordingly.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1198</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">• Any scheduled time off should be facilitated through the WFO system. You should partner with</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1199</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">your leader to address any issues/concerns you may have regarding time that is available.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1200</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">The accommodations as noted above are considered the most effective given your essential job</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1201</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">functions and our operational necessities. These accommodations will be considered effective as of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1202</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Tuesday, August 20, 2024, which aligns with the official return to work date as communicated by</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1203</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">MetLife. To ensure the continued effectiveness and reasonableness, we will evaluate this</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1204</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">accommodation on or around Dec 31, 2024.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1205</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1206</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1207</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">25</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1208</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1209</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Arrangements are currently underway for you to pick up the necessary work-related equipment from</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1210</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">the office. Your equipment will be ready to pick up by Tuesday, August 20, 2024, and we will contact</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1211</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">you to arrange a specific time for you to pick up the equipment. We expect that you will return to work</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1212</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">beginning on Tuesday, August 20, 2024.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1213</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Please contact me at 404-782-4836 if you have questions/concerns.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1214</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Sincerely,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1215</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Sr. Manager Employee Relations</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1216</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">CC: Employee Medical file</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1217</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1218</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1219</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">26</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1220</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT J</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1221</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1222</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1223</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">27</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1224</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">1</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1225</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">November 20, 2024</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1226</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1227</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Dear Thomas:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1228</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">This letter is in response to your request for accommodation to perform the essential functions of your</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1229</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">position. Your health care provider’s note, submitted on October 22, 2024, stated that you have the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1230</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">following work restrictions. We have addressed associated accommodations based on those restrictions</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1231</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">below:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1232</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">1. Phased Return: A gradual return over 4-6 weeks will allow Mr. Coates to reacclimate without</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1233</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">undue stress. This period will include frequent opportunities for Mr. Coates to report his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1234</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">progress, current abilities, and any challenges he encounters.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1235</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Response: Cox approves a tiered return-to-work schedule wherein, upon your return to</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1236</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">work, you will be expected to work 50% of your full-time schedule in the first week,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1237</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">60% in week two, 70% in week three, 80% in week four, and 100% in week five and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1238</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">onward.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1239</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">2. Remote Work: Working remotely will enable Mr. Coates to manage his health needs efficiently</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1240</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">while continuing to perform his job responsibilities.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1241</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Response: Approved to work from home.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1242</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">3. Scheduled Breaks: Periodic breaks throughout the day to manage fatigue and alleviate stress.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1243</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Response: Cox approves modifying your break schedule to remove the scheduled</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1244</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">daily two 15-minute breaks and instead replace them with 30 mins of unscheduled</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1245</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">time that you can utilize for breaks as needed throughout the day.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1246</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">4. Noise-Canceling Headphones: High-quality headphones to reduce sensory overload and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1247</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">maintain focus.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1248</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response: Cox is denying this accommodation request. Cox has approved you</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1249</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">working from home. Given that, you can control the noise levels while working in</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1250</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">your home environment.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1251</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">5. Reduced Stress Exposure: Adjustments to responsibilities to limit high-stress tasks during the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1252</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">initial return phase.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1253</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Response: Cox is providing the other accommodations outlined in this letter aimed</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1254</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">at enabling you to successfully perform the essential functions of your role. Those</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1255</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">functions are outlined in the attached job description. Cox will not modify the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1256</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">essential functions of your role.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1257</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1258</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1259</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">28</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1260</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">2</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1261</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">6. Ongoing Monitoring/Regular Evaluations during the phased return period to ensure Mr.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1262</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Coates’s health remains stable. Coordination between MetLife, Cox Communications, and his</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1263</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">providers may be necessary if adjustments to accommodations are required.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1264</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response: Cox reviews accommodations every six (6) months to ensure the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1265</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodations are still medically necessary/adequate to address the disability.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1266</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">To the extent you have questions or concerns about the sufficiency</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1267</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">accommodations outlined in this letter, please contact me.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1268</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">7. Flexible Scheduling: Adjustments to work hours as needed to accommodate fluctuations in</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1269</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">fatigue, anxiety, or medical appointments.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1270</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1271</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">a. The essential functions of your job require you to have a set schedule. This</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1272</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">ensures the Company’s ability to address staffing needs and ensure daily</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1273</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">operations within your department.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1274</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">b. Please schedule any time away from work at least 24 hours in advance.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1275</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">c. Any scheduled time off should be facilitated through the WFO system. Please</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1276</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">partner with your leader to address any issues/concerns you may have</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1277</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">regarding time that is available.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1278</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">8. Mental Health Breaks: Scheduled breaks, especially during high-stress situations, to maintain</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1279</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">mental well-being.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1280</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Response: See response to No. 3 above.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1281</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">9. Workplace Support: Regular check-ins with HR or a designated support person to facilitate</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1282</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">seamless reintegration.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1283</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Response: You will have scheduled weekly one-on-one meetings with his direct</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1284</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">leader.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1285</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">10. Support for ADD Management: Clear prioritization of tasks and responsibilities to prevent</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1286</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">overwhelm and promote productivity.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1287</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Response: During the above referenced one-on-one meetings with your direct leader,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1288</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">you will have the opportunity to obtain instruction/guidance on the prioritization of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1289</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">tasks and responsibilities for the coming week.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1290</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">The accommodations as noted above are considered the most effective given your essential job</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1291</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">functions and our operational necessities. These accommodations will be considered effective as of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1292</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">your expected return to work date [Thursday, November 21, 2024,] which aligns with the official</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1293</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">return to work date as communicated by MetLife. To ensure the continued effectiveness and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1294</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">reasonableness, we will evaluate this accommodation on or around May 31, 2024.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1295</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Please contact me at if you have questions/concerns.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1296</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Sincerely,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1297</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Sr. Manager Employee Relations</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1298</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1299</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1300</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;text-align:right;">29</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1301</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">3</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1302</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cc: Employee Medical File</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1303</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1304</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1305</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">30</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1306</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">EXHIBIT K</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1307</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1308</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1309</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">31</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1310</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Subject: [EXTERNAL] Re: CORRESPONDENCE: Given Notice, Reasonable Accommodations, RTW,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1311</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">FMLA and ADA</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1312</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Mr. Coates:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1313</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">This letter is intended to address the return-to-work expectations outlined in our letter dated December 9,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1314</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">2024, as well as the allegations noted in your December 27, 2024, email correspondence.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1315</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Return to Work: The correspondence dated December 9, 2024 (in which we approved your Unpaid</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1316</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Leave of Absence through December 29, 2024) clearly stated that you needed to submit the return-towork physician’s release to the ESC seventy-two (72) hours prior to your scheduled return on December</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1317</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">30, 2024. As of the date of this letter, the ESC has not received the required release. Further, as of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1318</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">December 30, 2024, you are on an unapproved leave of absence. As noted in Cox’s Unpaid Leave of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1319</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Absence Policy and our December 9, 2024, correspondence, “[f]ailure to return to work after the unpaid</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1320</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">leave may be considered voluntary resignation.” Therefore, you must: 1) provide your return-to-work</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1321</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">release paperwork immediately; and 2) return to work on Thursday, January 2, 2025, at 9AM. Please</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1322</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">note that failure to do so will be considered a voluntary resignation and your employment will be</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1323</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">terminated immediately.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1324</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">FMLA Application: FMLA administration is managed by MetLife, which is Cox’s Third-Party</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1325</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Administrator (TPA). As outlined in multiple previous communications, if you are seeking to apply for an</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1326</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">FMLA leave, you will need to submit your application through MetLife. While you are welcome to apply for</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1327</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">an FMLA leave through MetLife, to be eligible for FMLA leave an employee must work 1,250 hours in the</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1328</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">prior twelve (12) months. According to our records, you have only worked 958.9 hours which would</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1329</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">render you ineligible at this time. I have attached a copy of our FMLA policy for your reference and</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1330</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">highlighted the relevant section below:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1331</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">II. Who This Is For</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1332</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Employee Eligibility</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1333</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">An employee is eligible for family medical leave if they have been employed by the Company for at</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1334</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">least</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1335</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">twelve (12) months and has worked at least 1,250 hours during the 12 months prior to the start of</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1336</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">the leave.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1337</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Please let me know if you have any additional questions or concerns. We look forward to seeing you on</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1338</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Thursday, January 2, 2025, at 9AM.</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1339</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Best Regards,</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1340</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Senior Manager, Employee Relations & Compliance</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1341</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications, Inc.|</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1342</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Cox Mental Health Toolkit | Cox Wellness Benefits</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1343</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">National Suicide & Crisis Lifeline:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1344</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">From:</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1345</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Sent: Tuesday, December 31, 2024 11:16 AM</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1346</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">To: Thomas Douglas</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1347</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;">Cox Communications Hampton Roads, LLC / Thomas Coates</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1348</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#d1e0f7;">Respondent's Statement of Position</td></tr><tr style="height:21px;"><td style="border-right:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;color:#cc0000;text-align:right;">1349</td><td style="border-right:1px solid #0000ff;border-bottom:1px solid #0000ff;overflow:hidden;padding:2px 3px 2px 3px;vertical-align:bottom;background-color:#ffffff;text-align:right;">32</td></tr></tbody></table><!--EndFragment-->
</body>
</html>2464ec73-7fff-3c02-c348-7c89df4b3cfc{"1":1,"2":[-2698,195],"3":{"1":[1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,1,1,1,1,1,1,1,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,1,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,1,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,2,1,1],"3":[1,2,3,4,5,6,7,8,9,45758,10,11,12,13,14,15,16,17,18,19,20,21,22,2,23,24,25,26,27,28,29,30,31,32,33,34,35,36,37,38,39,40,41,42,43,44,45,46,47,48,45758,49,50,51,52,53,54,55,56,57,58,59,60,61,62,63,64,65,66,67,68,69,70,71,72,73,74,75,76,77,78,79,80,81,82,83,84,85,86,87,88,89,45758,90,91,92,93,94,95,96,97,98,99,100,101,102,103,104,105,106,107,108,109,110,111,112,113,114,115,116,117,118,119,120,121,122,123,124,125,126,127,128,129,45758,130,131,132,133,134,135,136,137,138,139,140,141,142,143,144,145,146,147,148,149,150,151,152,153,154,155,156,157,158,159,160,161,162,163,164,165,166,167,168,169,170,45758,171,172,173,174,175,176,177,178,179,180,181,182,183,184,185,186,187,188,189,190,191,192,193,194,195,196,197,198,199,200,201,202,203,204,205,206,207,208,209,210,45758,211,212,213,214,215,216,217,218,219,220,221,222,223,224,225,226,227,228,229,230,231,232,233,234,235,236,237,238,239,240,241,242,243,244,245,246,247,45758,248,249,250,251,252,253,254,255,256,257,258,259,260,261,262,263,264,265,266,267,268,269,270,271,272,273,274,275,276,277,278,279,280,281,282,283,284,285,286,287,288,45758,289,290,291,292,293,294,295,296,297,298,299,300,301,302,303,304,305,306,307,308,309,310,311,312,313,314,315,316,317,318,319,320,321,322,323,324,325,326,327,328,45758,329,330,331,332,333,334,335,336,337,338,339,340,341,342,343,344,345,346,347,348,349,350,351,352,353,354,355,356,357,358,359,360,361,362,363,364,365,366,367,368,369,370,371,45758,372,373,374,375,376,377,378,379,380,381,382,383,384,385,386,387,388,389,390,391,392,393,394,395,396,397,398,399,400,401,402,403,404,405,406,407,408,409,410,411,412,45758,413,414,415,416,417,418,419,420,421,422,423,424,425,426,427,428,429,430,431,432,433,434,435,436,437,438,439,440,441,442,443,444,445,446,45758,447,448,449,450,451,452,453,454,455,456,457,458,459,460,461,1,462,463,464,465,466,467,468,469,470,471,472,473,474,475,476,477,478,479,480,481,482,483,484,485,486,487,488,489,490,491,492,493,494,495,496,497,498,499,2,500,501,502,503,504,505,506,507,508,509,510,511,512,513,514,515,516,517,518,519,520,521,522,523,524,525,526,527,528,529,530,531,532,533,534,535,536,537,538,3,539,540,541,542,543,544,545,546,547,548,549,550,551,552,553,554,555,556,557,558,559,560,561,562,563,564,565,566,567,568,569,570,571,572,573,574,575,4,576,577,578,579,5,580,581,582,583,584,585,586,587,588,589,590,591,592,593,594,595,596,597,598,599,600,601,602,603,604,605,606,607,608,609,610,611,6,612,2,613,614,615,616,617,618,619,620,621,622,623,624,625,626,627,628,629,630,631,632,633,634,635,636,637,7,638,639,640,641,8,642,1,643,644,645,646,647,648,649,650,651,652,653,654,655,656,657,658,659,660,661,662,663,664,665,666,667,668,669,670,671,672,673,9,674,2,675,676,677,678,679,680,681,682,683,684,685,686,687,688,689,690,691,692,693,694,695,696,697,698,699,700,701,702,703,704,10,705,3,706,707,708,709,710,711,712,713,714,715,716,717,718,719,720,721,722,723,724,725,726,727,728,729,730,731,732,733,734,735,736,737,738,739,740,741,11,742,743,744,745,12,746,747,748,749,750,751,752,753,754,755,756,757,758,759,760,761,762,763,764,765,766,767,768,769,770,771,772,773,774,775,776,777,778,779,780,781,782,27.38,783,11.94,784,1,785,6,786,15,787,10.77,788,10,789,6,790,15,791,11.35,792,793,794,795,796,797,798,799,800,801,802,803,1.109,804,0.1,805,1,806,1.206,807,808,809,11,810,3,811,10,812,813,814,815,816,817,818,819,7128.7,820,7128.7,821,0.827,822,823,824,1,825,826,827,828,829,830,831,107,832,107,833,1.029,834,835,836,837,838,839,24,840,1.154,841,842,843,844,0,845,846,847,848,849,850,13.2,851,1.163,852,853,854,855,856,857,1,858,1,859,0.1,860,861,862,863,864,10,865,866,867,868,869,870,871,0,872,0,873,0,874,875,876,877,878,879,880,881,882,883,12,884,885,886,887,888,889,890,891,892,893,894,895,13,896,897,898,899,14,900,901,902,903,904,905,906,907,908,909,910,911,912,913,914,915,916,917,918,919,920,921,922,923,924,925,926,927,928,929,930,931,15,932,933,934,935,16,936,937,938,939,940,941,942,943,944,945,946,947,948,949,950,951,952,953,954,955,956,3,957,3,958,959,960,961,962,963,6,964,965,966,967,14.22,968,0.917,969,970,971,972,973,974,975,976,977,978,979,980,981,982,983,984,985,986,987,988,11,989,12470.57,990,15.51,991,992,993,994,995,996,997,998,999,11003.18,1000,11003.18,1001,0.882,1002,1003,1004,1005,1006,1007,9976,1008,1009,1010,1011,1012,1013,17,1014,1015,1016,1017,18,1018,1019,1020,1021,1022,1023,1024,1025,1026,1027,1028,1029,1030,1031,1032,1033,1034,1035,1036,1037,1038,1039,1040,1041,1042,1043,1044,1045,1046,1047,1048,1049,1050,1051,19,1052,1053,1054,1055,20,1056,1057,1058,1059,1060,1061,1062,1063,1064,1065,1066,1067,1068,1069,1070,1071,1072,1073,1074,1075,1076,1077,1078,1079,1080,1081,1082,1083,1084,1085,1086,1087,1088,1089,1090,1091,1092,1093,1094,1095,1096,21,1097,1098,1099,1100,1101,1102,1103,1104,1105,1106,1107,1108,1109,1110,1111,1112,1113,1114,1115,1116,1117,1118,1119,1120,1121,1122,1123,1124,1125,1126,1127,1128,1129,1130,1131,1132,1133,1134,1135,1136,1137,1138,1139,1140,22,1141,1142,1143,1144,1145,1146,1147,1148,1149,1150,1151,1152,1153,1154,1155,1156,1157,1158,1159,1160,1161,1162,1163,1164,1165,1166,1167,1168,23,1169,1170,1171,1172,24,1173,1,1174,45520,1175,1176,1177,1178,1179,1180,1181,1182,1183,1184,1185,1186,1187,1188,1189,1190,1191,1192,1193,1194,1195,1196,1197,1198,1199,1200,1201,1202,1203,1204,1205,1206,1207,25,1208,2,1209,1210,1211,1212,1213,1214,1215,1216,1217,1218,1219,26,1220,1221,1222,1223,27,1224,1,1225,45616,1226,1227,1228,1229,1230,1231,1232,1233,1234,1235,1236,1237,1238,1239,1240,1241,1242,1243,1244,1245,1246,1247,1248,1249,1250,1251,1252,1253,1254,1255,1256,1257,1258,1259,28,1260,2,1261,1262,1263,1264,1265,1266,1267,1268,1269,1270,1271,1272,1273,1274,1275,1276,1277,1278,1279,1280,1281,1282,1283,1284,1285,1286,1287,1288,1289,1290,1291,1292,1293,1294,1295,1296,1297,1298,1299,1300,29,1301,3,1302,1303,1304,1305,30,1306,1307,1308,1309,31,1310,1311,1312,1313,1314,1315,1316,1317,1318,1319,1320,1321,1322,1323,1324,1325,1326,1327,1328,1329,1330,1331,1332,1333,1334,1335,1336,1337,1338,1339,1340,1341,1342,1343,1344,1345,1346,1347,1348,1349,32],"4":["Littler CaseSmart®","Program Mailing","Address:","Littler Mendelson, P.C.","Global Services Center","2301 McGee Street","Suite 800","Kansas City, MO 64108","VIA EEOC PORTAL AND EMAIL (ALEXANDER.PEREZ @EEOC.GOV)","Alexander Perez, Investigator","U.S. Equal Employment Opportunity Commission","Norfolk Local Office","200 Granby Street, Suite 739","Norfolk, Virginia 23510","Re: Thomas Coates vs. Cox Communications Hampton Roads, LLC1","Charge No.: 12K-2025-00001","Dear Investigator Perez:","Please consider this letter and the attached exhibits as the Statement of Position of Cox","Communications Hampton Roads, LLC. (“Cox” or “Respondent”), in response to the Charge of","Discrimination filed by Thomas Coates (“Mr. Coates” or “Charging Party”).","Mr. Coates presents an overwhelming number of claims that lack relevance and are devoid","of any credible legal or factual foundation. These excessive and unfounded assertions appear","speculative, with most falling well outside the scope of the Commission’s authority. Accordingly,","1 Cox Communications Hampton Roads, LLC is the proper Respondent.","2 The information and accompanying documentation contained herein and that which may be submitted hereafter is","strictly confidential and not to be used for any purpose other than the resolution of Charging Party’s original and","amended Charges and it may not be disclosed publicly. See 42 U.S.C. §§ 2000e-5(b); 2000e-8(e); 29 C.F.R. §§ 1601.22,","1601.26; and 56 Fed. Reg. 10847. To the extent Charging Party is in receipt of this information or accompanying","documentation, Charging Party is advised that this information is strictly confidential and should not be disclosed","publicly or to any individual unless they have a privileged relationship with that individual. Information and","accompanying documentation contained herein designated confidential and/or containing sensitive medical","information, confidential commercial or financial information, or trade secret information may not be disclosed to","Charging Party.","This response is based upon our understanding of the facts and the information reviewed thus far. Although there has","not been an opportunity for formal discovery or a complete formal investigation, this response is submitted for the","purpose of aiding the agency in its investigation and facilitating the informal resolution of these matters. This response,","while believed to be accurate, does not constitute an affidavit or a binding statement of Respondent’s legal position,","nor is it intended to be used as evidence in a court or other proceeding unrelated to the Commission’s efforts to","investigate Charging Party’s original and amended Charges. Because additional facts would be uncovered through","discovery or following a full investigation, Respondent in no way waives its right to present new or additional","information later, for substance or clarification. Moreover, by responding to the original and amended Charges,","Respondent does not waive, and hereby preserves, all substantive and procedural defenses that may exist to the","Charges and Charging Party’s allegations. Respondent requests that any efforts to contact its current or former","managers be directed through its counsel.","Alexander Perez, Investigator","Page 2","Error! Unknown document property name.","these irrelevant claims warrant no further consideration and should be disregarded by the","Commission.","Setting aside the irrelevant matters Mr. Coates attempts to introduce, his claims are","straightforward. Mr. Coates alleges that Cox failed to provide him with reasonable","accommodations and retaliated against him for requesting modifications to his work environment","and duties. However, these claims also lack merit, as Cox provided Mr. Coates with extensive","accommodations and did not engage in any retaliatory actions against him.","Contrary to Mr. Coates’ claims, Cox engaged in an ongoing interactive process to identify","and implement reasonable accommodations for him. Throughout this process, Cox provided Mr.","Coates with a significant amount of job-protected leave, and it approved nearly all","accommodations requested by Mr. Coates. In fact, the only accommodations Cox did not grant","to Mr. Coates were those beyond its control, such as matters related to his at-home work","environment. Mr. Coates simply refused to accept the accommodations provided by Cox, and he","failed to return to work, even after being medically cleared to do so. Mr. Coates’ actions made","his intention to voluntarily resign from his position clear, and he left Cox with little choice but to","recognize the separation of his employment. Nothing about this or any other decision by Cox","related to Mr. Coates’ disability or was in retaliation for his accommodation requests.","Cox undeniably provided reasonable accommodations to Mr. Coates and did not engage","in any form of discrimination or retaliation against him. Despite Mr. Coates’ attempts to","misrepresent and complicate the situation, the issues before the Commission remain","straightforward. There is no evidence to support Mr. Coates’ claims of discrimination or retaliation,","and Cox respectfully requests that the Commission dismiss the present Charge with a finding of","“No Probable Cause.”","I. STATEMENT OF FACTS","A. Cox’s Business and Relevant Policies","Cox is a leading provider of digital cable television, internet, telecommunications, and","home automation services. Cox provides both business and residential customers with innovative","services and support through a variety of means, including through dedicated call centers.","Working from these call centers, sales representatives focus on connecting customers and","potential customers with Cox’s products and services, including its mobile telecommunication","offerings.","Cox is committed to equal employment opportunity for all. Its commitment is evidenced","in several policies and practices, including its Equal Employment Opportunity Policy. (Exhibit A).","Cox prohibits discrimination based on disability, religion, sexual orientation or any other legally","protected category. (Id.). In both its Equal Employment Opportunity Policy and its Anti-Retaliation","Policy, Cox prohibits any form of retaliation against employees for bringing complaints, providing","information about a complaint, or otherwise engaging in protected activity. (Id.; Exhibit B). Cox","Alexander Perez, Investigator","Page 3","Error! Unknown document property name.","encourages its employees to bring forward any concerns and maintains an ethics hotline where","employees can report issues or complaints. (Exhibits A-B). Finally, Cox maintains an AntiHarassment Policy which prohibits harassment of any kind based on any protected classification.","(Exhibit C).","B. Cox Hires Mr. Coates for Inbound Sales Role","Cox hired Mr. Coates as an Inbound Sales Representative on November 27, 2023. In this","role, Mr. Coates was responsible for engaging with current customers and non-subscribers","through inbound calls and selling Cox’s mobile products and services. Mr. Coates was hired to","work in-person at Cox’s call center in Hampton, Virginia.","As part of his responsibilities, Mr. Coates was charged with driving sales and ensuring the","accuracy of customer and sales records. Cox evaluated Mr. Coates’ performance in his role as an","Inbound Sales Representative using several key metrics. The primary focus was on the number","of monthly mobile sales “connects” he achieved. These sales figures, along with additional factors","such as attendance, were systematically recorded in a monthly Cox “Scorecard” to monitor and","track his progress. Cox issues Scorecards at the end of each reporting period.3 Mr. Coates’","management reviewed his Scorecards and each of their metrics with him in detailed one-on-one","review sessions. During these sessions, Cox encouraged Mr. Coates to raise questions or concerns","potentially impacting his sales performance.","C. Mr. Coates Exhibits Inconsistent Sales Performance","After his initial onboarding and training in late November 2023, Cox allowed Mr. Coates","several months to acclimate to his role before holding him accountable for his monthly sales","metrics. Mr. Coates’ first accountable month was March 2024. Mr. Coates failed to make any","mobile sales or “connects” during the month, and he received a failing Scorecard for his first","accountable month. (Exhibit D). As part of its standard practice, Cox issued Mr. Coates a Verbal","Warning for his insufficient job performance. (Exhibit E).","Mr. Coates’ supervisor met with him to review his March 2024 Scorecard and to confirm","that he had access to all necessary training and resources to support his success. During this","meeting, Mr. Coates did not raise any concerns about difficulties reporting sales through Cox’s","sales reporting system or mention any technical or computer-related issues. Additionally, he did","not disclose any personal or family health concerns, including any matters related to his son’s","health. Instead, Mr. Coates acknowledged his errors and committed to improving his mobile sales.","Mr. Coates demonstrated improvement in his job performance during April 2024,","successfully recording an acceptable number of mobile sales for the period. In recognition of this","progress, Cox provided Mr. Coates with a passing Scorecard for the month, which he subsequently","33 As time is required following the close of each month to calculate reported sales and other metrics, Scorecards are typically finalized","and issued to Cox employees approximately one month after the close of the corresponding reporting period. For example, January","Scorecards would be completed and reviewed with his supervisor in February.","Alexander Perez, Investigator","Page 4","Error! Unknown document property name.","reviewed with his supervisor in May. During this meeting, Mr. Coates did not express any concerns","or complaints, nor did he discuss any matters related to his health or his family’s health.","D. Mr. Coates Erroneously Records Sales Amid Mounting Attendance","Concerns","Shortly after Mr. Coates’ May Scorecard meeting, there was another shift in his","performance. This shift began with Mr. Coates recording sales incorrectly. Instead of following","Cox’s process for reporting and inputting sales through its sales management software, Mr.","Coates inexplicably began recording sales through a personal computer tracking program he","developed himself. Cox neither required nor authorized Mr. Coates to create such a program, and","it was not the official or required means of tracking sales. Any claimed sales reflected by Mr.","Coates in his personal computer program were not reported in Cox's system.","More troubling, Mr. Coates misunderstood what constituted a qualifying mobile sale for","Cox’s metrics. He attempted to credit himself with sales that either did not occur or were","generated by others at Cox. Similarly, Mr. Coates began to credit routine troubleshooting calls","with customers as mobile sales. These errors resulted in discrepancies between actual sales made","and recorded appropriately and the sales Mr. Coates believed he completed. Mr. Coates eventually","brought concerns about these discrepancies to the attention of his supervisor.","Mr. Coates' supervisors went to great lengths to address his concerns and determine the","source of any errors. They spent considerable time reviewing Mr. Coates’ accounts for sales he","insisted he made, and they even examined his personal sales records. Cox confirmed that its","official records of actual qualifying sales for Mr. Coates were correct and that all of his sales were","accounted for. Cox again coached Mr. Coates on what constituted a creditable sale and how to","input and record sales correctly in its official system.","Even with this assistance from his supervisor, however, Mr. Coates' mobile sales showed","a significant drop for the May reporting period. Given this decline, Mr. Coates again received a","failing Scorecard for May 2024. (Exhibit F). Cox also issued Mr. Coates a Written Warning due","to his deficient job performance for the May reporting period. (Exhibit G).","Cox presented both the Scorecard and resulting Corrective Action to Mr. Coates during a","meeting with his supervisor in June 2024. During this meeting, Mr. Coates’ supervisor again","reviewed the requirements for being credited with sales, including correctly recording his sales in","Cox's official tracking system. The meeting was positive, and Mr. Coates assured his supervisor","that he had the knowledge and tools necessary to correct his mistakes and improve his sales","performance over the next scorecard period. Once again, Mr. Coates never discussed any alleged","health related concerns.","Contrary to his assurances, Mr. Coates' mobile sales remained deficient throughout June","2024. Further compounding matters, Mr. Coates began repeatedly calling out of work or leaving","early with little notice. He accumulated seven attendance occurrences in June alone, without","Alexander Perez, Investigator","Page 5","Error! Unknown document property name.","reported explanation or excuse. Based on this high number of occurrences, Mr. Coates’ supervisor","sought to issue him a Final Written Warning.","E. Mr. Coates Briefly References Son’s Alleged Health Concerns in","Response to Anticipated Discipline","Cox's supervisor and Human Resources Business Partner met with Mr. Coates on June","27, 2024, to discuss his increasing absences and their decision to issue a Final Written Warning.","During the meeting, Mr. Coates expressed frustration and declined to acknowledge the corrective","action. For the first time, he disclosed that his recent absences were allegedly due to caring for","his ailing son, though he provided no specific details regarding his son’s health. This was the sole","instance in which Mr. Coates shared such information with his supervisor, and she did not repeat","this limited disclosure to any of Mr. Coates’ colleagues..","Following this disclosure, Cox explained the process for requesting a leave of absence or","other accommodations. Mr. Coates indicated that he understood the process and suggested he","would pursue leave protection. Shortly after the meeting, Mr. Coates ceased reporting to work.","Mr. Coates’ last day at work was June 28, 2024.","F. Cox Accommodates Mr. Coates with Extended Leave and Promptly","Addresses Any Concerns About Pay and Network Access","On July 1, 2024, Mr. Coates requested a medical leave of absence and associated benefits","through Cox’s third-party administrator, MetLife. Curiously, Mr. Coates soon canceled his request,","only to re-apply for the same benefits several weeks later. Regardless of any confusion generated","by Mr. Coates’ conflicting instructions, Cox readily extended him unpaid leave through July 28,","2024, the date reflected in his application paperwork. Eventually, MetLife also approved of Mr.","Coates’ request for short-term disability benefits for a corresponding period.","On July 19, 2024, Mr. Coates complained to Cox’s Employee Service Center (“ESC”) about","a claimed discrepancy in his pay while his application for short-term disability benefits was","pending. Cox promptly investigated these concerns and worked with MetLife to confirm the timing","and amount of payments made. Based on its investigation, Cox found that Mr. Coates received","the correct short-term disability benefits. Any discrepancy was attributable to the fact that shortterm disability benefits only paid a set percentage of Mr. Coates’ pre-disability earnings. Because","Mr. Coates was on unpaid leave, he was not entitled to payment from Cox, as he was not earning","hourly wages and sales commission.","During this time, Cox also addressed Mr. Coates’ complaints about being restricted from","its computer networks. Cox determined that it appropriately blocked Mr. Coates' access to its","sales network and operating systems, as he was not working and did not need access to these","components. Cox suspends the access of all employees on extended leave, as outlined in its","Unpaid Leave of Absence Policy. (Exhibit H). Despite being blocked from unnecessary portions","of Cox's computer network, such as customer sales and financial information, Mr. Coates always","Alexander Perez, Investigator","Page 6","Error! Unknown document property name.","had access to human resources information, MetLife, and other components needed to apply for","and manage his leave of absence and accommodation requests.","G. Cox Provides Mr. Coates the Benefit of Dedicated Senior Human","Resources Contact as Guide through Accommodation Process","On July 25, 2024, Mr. Coates submitted paperwork to Cox in support of a request for","accommodation. Interestingly, this paperwork established that Mr. Coates could not perform the","essential functions of his Mobile Inbound Sales Representative role. In connection with this","request, Mr. Coates also sought an extension of his leave as well as his STD benefits through","August 20. Cox approved of Mr. Coates’ additional leave, and it notified him it intended to engage","in the interactive process. At Mr. Coates’ insistence, Cox began calling Mr. Coates while he was","on leave to discuss his need for accommodation upon his return. Curiously, however, Mr. Coates","refused to answer or return any of Cox’s calls.","To assist Mr. Coates and streamline the accommodation process, Cox reassigned his","ongoing accommodation request to a dedicated Senior Human Resources Manager. This","dedicated support provided Mr. Coates with a single point of contact for addressing any leave,","accommodation, or other concerns. This experienced manager also offered the expertise","necessary to help Mr. Coates navigate the accommodation process effectively. Following her","assignment, the Senior Human Resources Manager made several additional attempts to contact","Mr. Coates either by phone or in person to discuss his accommodation needs. Mr. Coates refused","to engage in any such communication.","H. Cox Approves Extensive Accommodations for Mr. Coates, Including","Authorization to Work from Home","Despite Mr. Coates' lack of interaction, Cox approved all his requested accommodations","within its control. These included allowing Mr. Coates to work from home, permitting absences","for medical appointments up to twice a week for a 60-day period, and approving previously","scheduled doctor's appointments. Additionally, Cox provided flexibility in scheduling time off with","minimal 24-hour notice through its attendance and time-off management systems. The only","accommodations Cox could not provide were those outside of its control, such as managing noise","levels in Mr. Coates’ at-home work environment.","On August 16, 2024, Cox notified Mr. Coates of the extensive accommodations being","provided, effective August 20, 2024, his anticipated date for returning to work. Cox also arranged","for Mr. Coates' office equipment to be ready for pickup, ensuring he had the tools to begin utilizing","his work from home accommodation immediately. (Exhibit I).","Alexander Perez, Investigator","Page 7","Error! Unknown document property name.","I. Cox Continues to Accommodate Mr. Coates with Additional Requested","Leave","Although Cox agreed to provide Mr. Coates with his preferred accommodations, he","began to resist his anticipated return-to-work date. Over time, Mr. Coates requested and was","granted additional extensions of his ongoing leave. Cox consistently approved multiple leave","extensions to support Mr. Coates through November 20, 2024. During this period, MetLife also","approved Mr. Coates’ requests for short-term disability (STD) benefits.","J. Cox Readily Grants Additional Accommodations, Including","Phased Return to Work from Home","On October 22, 2024, Mr. Coates provided a letter from a social worker detailing proposed","restrictions related to his return to work. Along with this submission, Mr. Coates requested to","engage in the interactive process to develop revised accommodations. Cox promptly","acknowledged receipt of the proposed restrictions and reaffirmed its commitment to","accommodating Mr. Coates. Cox thereafter worked to support his return to work by implementing","necessary adjustments to help him succeed in his sales role.","Cox demonstrated its commitment to Mr. Coates by approving nearly all his revised","accommodation requests. As outlined in its November 20, 2024, notice to Mr. Coates, Cox agreed","to allow Mr. Coates to work from home with a phased return, flexible break times, and scheduled","guidance from his supervisor, as requested by his social worker. (Exhibit J). Once again, the","only accommodations that Cox did not approve were outside of its control or rendered","unnecessary by its continued agreement to allow Mr. Coates to work remotely. Cox repeatedly","explained to Mr. Coates that these items were simply out of its control, as it was providing him","the right to work from home as a further accommodation. (Id.).","K. Cox Continues to Accommodate Mr. Coates with Leave","Cox continued to support Mr. Coates by approving additional extensions of his leave","through December 29, 2024. During this period of continued leave, Cox reminded Mr. Coates","several more times that it agreed to provide extensive accommodations upon his return to work.","Cox also provided detailed guidance as to the process for returning to work effective December","30, 2024, following his extended leave of absence.","L. Mr. Coates Does Not Return to Work and Thereby Voluntarily Resigns","from Employment","Mr. Coates failed to return to work after the expiration of his leave without providing","notice or explanation. On December 31, 2024, Cox reiterated its expectations regarding his return","to work. Cox clarified that, as of December 29, 2024, following the expiration of his additional","leave, Mr. Coates was on an unapproved leave of absence. (Exhibit K). To provide him with an","opportunity to comply, Cox extended a limited grace period, allowing Mr. Coates until January 2,","2025, to return to work. Cox also informed Mr. Coates that failure to return by this deadline would","Alexander Perez, Investigator","Page 8","Error! Unknown document property name.","be treated as a voluntary resignation, resulting in the immediate termination of his employment","under the company’s Unpaid Leave of Absence Policy. (Id.).","Mr. Coates failed to comply with Cox’s directive to return to work on January 2, 2025. By","refusing to do so, Mr. Coates effectively communicated his decision to resign from his position.","Consequently, Cox formalized the separation of Mr. Coates’s employment as of that date.","II. MR. COATES’ CLAIMS FAIL","A. Mr. Coates’ Claims Outside of Title VII and the ADA Must Be Dismissed","Many of Mr. Coates’ attempted claims fall outside the authority of the Commission. These","include claims brought under the Family and Medical Leave Act (FMLA), claims related to federal","wage laws, alleged violations of the Health Insurance Portability and Accountability Act (HIPAA),","and various other matters that do not fall within the Commission’s purview. The Commission is","limited to addressing only Mr. Coates’ claims arising under Title VII of the Civil Rights Act and the","Americans with Disabilities Act (ADA). Accordingly, the Commission should dismiss the myriad of","claims Mr. Coates attempts to raise that fall outside the scope of these statutes.","B. Cox Reasonably Accommodated Mr. Coates","Mr. Coates’ failure to accommodate claim lacks merit. To establish such a claim, Mr. Coates","must show that: (1) he has a disability within the meaning of the ADA; (2) Cox had notice of his","disability; (3) he could perform the essential functions of his Inbound Sales Representative","position with reasonable accommodation; and (4) Cox refused to make such accommodations.","Wilson v. Dollar Gen. Corp., 717 F.3d 337, 345 (4th Cir. 2013). Mr. Coates simply cannot make","such a showing.","Contrary to Mr. Coates’ argument, the interactive process under the ADA is not an","independent claim or a goal in and of itself. Instead, it serves as an informal mechanism to identify","reasonable accommodations that would enable Mr. Coates to perform the essential functions of","his previous role. Mr. Coates’ repeated reliance on an alleged “failure of the interactive process”—","a claim that Cox firmly disputes—is misguided and does not establish a stand-alone claim.","Mr. Coates was not entitled to dictate the specific format or method of communication—","such as immediate written discussions through email—as part of the interactive process. Instead,","Cox was only required to engage in a reasonable process to determine appropriate","accommodation. Cox fulfilled this obligation by repeatedly approving a range of accommodations","tailored to Mr. Coates' needs. In fact, the extensive accommodations provided by Cox refute any","claim that there was a failure on Cox’s part to engage in the interactive process.","Cox consistently accommodated Mr. Coates throughout his tenure. From the outset, Cox","continuously accommodated Mr. Coates through six months of extended leave. Cox generously","granted Mr. Coates job protected leave beginning on July 1, 2024, after he had been with the","company for well under a year. Cox repeatedly approved of Mr. Coates’ requests to extend this","Alexander Perez, Investigator","Page 9","Error! Unknown document property name.","leave. Cox approved of Mr. Coates’ requests for extension of leave no less than four times, and","it allowed him to remain on leave until January 2, 2025. Given Mr. Coates’ repeated insistence","that he was unable to perform the essential functions of his job, this extended leave was an","ample accommodation for Mr. Coates. Cox also planned to accommodate Mr. Coates upon his","return to work in January 2025.","Cox demonstrated its commitment to supporting Mr. Coates in his return to work by","ensuring his needs were addressed and that he had the necessary tools for success. The company","carefully evaluated his accommodation requests, including the restrictions and recommendations","provided by his medical provider and social worker. In response, Cox approved Mr. Coates’","primary request to work from home and implemented a phased return-to-work plan. Additionally,","Cox accommodated Mr. Coates’ revised requests, which included a gradual resumption of duties","and the provision of additional break periods. (Exhibit J).","C. Cox Did Not Discriminate Against Mr. Coates","Similarly, Mr. Coates cannot establish that Cox discriminated against him due to his","disability. To do so, Mr. Coates must establish: (1) he was disabled; (2) he was discharged; (3)","he was fulfilling Cox’s legitimate expectations when he was discharged; and (4) the circumstances","of his discharge raise a reasonable inference of unlawful discrimination. Cowgill v. First Data","Technologies, Inc., 41 F.4th 370, 379 (4th Cir. 2022). If Mr. Coates can make such a showing,","the burden shifts to Cox to proffer a legitimate, non-discriminatory reason for its adverse","employment action, which Mr. Coates can rebut by showing it was pretext. Id.","Mr. Coates’ claim for discrimination fails in several respects. Initially, Mr. Coates cannot","establish a prima facie case of discrimination as his termination fails to raise a reasonable","inference of discrimination. As established above, Cox repeatedly accommodated Mr. Coates","through continued leave and its agreement to provide multiple changes to his work environment","upon Mr. Coates’ return to work. Cox also stayed in regular contact with Mr. Coates and gave him","clear instructions on the process for returning to work with his new accommodations.","Mr. Coates violated the instructions provided to him, which would have allowed him to","benefit from multiple reasonable accommodations. Instead, he disregarded Cox’s directives and","refused to return to work. Mr. Coates provided no documentation to demonstrate that his refusal","was in any way connected to his disability. Cox’s decision to terminate Mr. Coates’ employment","was based solely on his failure to return to work as instructed, a decision that was unrelated to","his underlying disability. There is no reasonable basis to infer discrimination. Without such an","inference, Mr. Coates cannot establish even a prima facie case of discrimination.","Even if Mr. Coates could carry his prima facie burden, which he cannot, his discrimination","claim still fails. Cox had a legitimate basis for terminating Mr. Coates’ employment. As previously","noted, Cox provided Mr. Coates with clear instructions regarding the process for returning to work","after his six-months of leave. Despite Cox’s instructions, however, Mr. Coates did not comply. Mr.","Coates has failed to put forth evidence that his failure to return to work is related to his disability.","Thus, Cox’s decision to terminate his employment for failing to return to work constitutes a","Alexander Perez, Investigator","Page 10","Error! Unknown document property name.","legitimate, non-discriminatory reason for terminating Mr. Coates’ employment. Further, Mr.","Coates has no evidence to suggest that Cox’s decision was a pretext for discrimination. Cox’s","willingness to grant extensive leave and its proactive efforts to offer multiple accommodations","upon Mr. Coates’ return to work undermine any claims of discriminatory intent or pretext.","D. Mr. Coates Experienced No Workplace Harassment","Mr. Coates cannot establish that he was subjected to hostile work environment","harassment on any basis. To do so, Mr. Coates would have to show that: (1) he is a member of","a protected class; (2) he was subjected to unwelcome harassment; (3) the harassment was based","on a protected characteristic; (4) the harassment was severe to a degree which affected a term,","condition, or privilege of his employment; and (5) Cox knew or should have known about the","harassment, but failed to prevent it. Parker v. Reema Consulting Servs., Inc., 915 F.3d 297, 302","(4th Cir. 2019). Once again, Mr. Coates simply cannot make such a showing.","Mr. Coates’ harassment claim fails at every stage of the analysis. Initially, Mr. Coates","cannot show he was subjected to unwelcome harassment. Mr. Coates provides no facts in his","Charge as to how he was allegedly harassed, and there is no evidence that any harassment ever","took place. At most, Mr. Coates encountered standard management discussions and corrective","measures addressing his poor job performance and increased attendance issues. There is no","evidence that these meetings or discussions went beyond job-related duties and attendance","matters. These routine management actions, which are an integral part of the responsibilities","associated with the Inbound Sales Representative role, cannot be construed as harassment.","Any alleged harassment experienced by Mr. Coates does not meet the threshold of being","severe or pervasive. The interactions Mr. Coates claims constitute harassment were limited to a","few one-on-one meetings and discussions with his supervisor regarding his performance and","attendance issues. Even if Mr. Coates perceived these meetings as harassing, their sporadic","nature does not rise to the level required to establish an abusive or hostile work environment.","Regardless, there is no evidence to establish a connection between the alleged","harassment and Mr. Coates’ protected characteristics. Mr. Coates did not disclose his disability or","any underlying health conditions until after the alleged harassment had taken place. The","managers involved in the management discussions that Mr. Coates characterizes as harassing","were unaware of his disability at the time of those interactions. Therefore, it would have been","impossible for them to harass Mr. Coates based on disability.","Finally, there is no evidence to suggest that Cox neglected to address any claims of","harassment. As previously mentioned, Cox has implemented and consistently follows a robust","anti-harassment policy. This policy provides employees with multiple avenues to report","harassment. However, Mr. Coates never utilized these reporting mechanisms to raise concerns","about any alleged harassment by anyone at Cox. His failure to report any such incidents further","undermines his harassment claims.","Alexander Perez, Investigator","Page 11","Error! Unknown document property name.","E. Cox Did Not Retaliate Against Mr. Coates","Finally, Mr. Coates cannot establish that Cox retaliated against him in any respect. To","establish his prima facie case of retaliation, Mr. Coates must show that: (1) he engaged in a","protected activity; (2) Cox subjected him to an adverse employment action; and (3) a causal link","exists between the protected activity and the adverse action. Ray v. Int'l Paper Co., 909 F.3d 661,","669 (4th Cir. 2018). If Mr. Coates can establish a prima facie case of retaliation, the burden will","shift to Cox to articulate a legitimate, non-retaliatory reason for its challenged action, which Mr.","Coates must show is merely a pretext. Id. Ultimately, Mr. Coates must establish that Cox could","not have taken alleged action against him “but for” his protected activity. Univ. of Tex. Sw. Med.","Ctr. v. Nassar, 570 U.S. 338, 362 (2013).","Mr. Coates’ retaliation claim fails in several respects. First, he fails to establish a prima","facie case due to the absence of a causal link between his alleged protected activity and any","adverse employment action. Contrary to his assertions, Mr. Coates did not request an","accommodation or engage in any protected activity before receiving his failing Scorecards for","March and May 2024, as well as several corrective actions addressing his poor job performance","and escalating absences. These employment actions, which predate any protected activity, cannot","support a retaliation claim.","There is also no causal link between Mr. Coates’ request for accommodation and his","eventual termination. Again, Cox terminated Mr. Coates for refusing to return to work as","instructed after nearly six months of leave. Mr. Coates’ decision not to return to work severed","any alleged link between his requests for accommodation and his termination. Cox had provided","and agreed to continue providing Mr. Coates with accommodations upon his return to work, but","by failing to return to work, Mr. Coates rejected Cox’s efforts to continue accommodating him.","Even if Mr. Coates could establish the requisite causal connection, which he cannot, his","refusal to return to work provided Cox with a legitimate, non-retaliatory basis for ending his","employment. Mr. Coates has no evidence that this legitimate basis was pretext for retaliation.","IV. CONCLUSION","Based on the foregoing, Cox respectfully requests that the Commission dismiss Mr. Coates’","Charge with a finding of No Probable Cause. As always, if you have any questions, please do not","hesitate to contact me.","Alexander Perez, Investigator","Page 12","Error! Unknown document property name.","Sincerely,","Littler Mendelson P.C.","/s/ Justin N. Myers","Justin N. Myers","816.788.7048 direct","816.817.7032 fax","jnmyers@litter.com","JNM/BT","cc: Kathryn Stokes","EXHIBIT A","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Equal Employment Opportunity Policy","Approved: Policy Committee Human Resources Pages: 1","Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,","Policies","Of: 3","I. Purpose","Cox Communications (“Cox”) is committed to providing equal employment opportunity for","all persons regardless of race, color, religion, gender, sex, or sexual orientation, gender","identity or expression, age, national origin, citizenship status, marital status, disability,","pregnancy, genetic information, status as a disabled veteran protected by federal law, or any","other legally protected category. This policy applies to all aspects of the employment","relationship, including:","x Initial consideration for employment;","x Job placement and assignment of responsibilities;","x Performance evaluation;","x Promotion and advancement;","x Compensation and fringe benefits;","x Training and professional development opportunities;","x Formulation and application of human resources policies and rules;","x Facility and serviceaccessibility;","x Discipline and termination.","II. Policy Provisions","A. Responsibilities: Cox’s Human Resources representatives are","responsible for overseeing compliance with this policy.","Specific responsibilities include:","x Ensuring EEO and diversity training for managers;","x Ensuring the process for prompt response to an investigation of","employees’ complaints or inquiries regarding on-the-job","discrimination;","x Ensuring the administration of Cox’s applicant tracking system and","compiling data for required EEO reports; and","x Ensuring that Cox meets all EEO-related requirements under","applicable federal, state, and local laws.","Cox Supervisors are responsible for:","x Creating and maintaining a work environment free of discrimination,","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Equal Employment Opportunity Policy","Approved: Policy Committee Human Resources Pages: 2","Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,","Policies","Of: 3","harassment and retaliation;","x Promptlyinvestigating complaints of discrimination or harassment","within theirdepartments;","x Reporting discrimination, harassment and retaliation","complaints, to the appropriate human resources","representative; and","x Taking corrective action to prevent prohibited conduct fromreoccurring.","Cox Employees are responsible for respecting the rights of their co-workers","and avoiding discriminatory or harassing conduct. Please refer to the","Harassment Policy for information on what behavior is forbidden and how an","employee may register a complaint with the Company.","B. Communication: Federal and state government nondiscrimination posters, as","well as Cox’s EEO Policy, are displayed permanently in conspicuous","locations in all facilities. Cox’s EEO Policy also is discussed in new employee","orientation and is included in employee handbooks. Notices, advertisements,","forms, job descriptions, and other specifications relating to employment shall","not indicate any preference, limitation, or discrimination based on race,","color, religion, gender, sex, or sexual orientation, age, national origin,","citizenship status, marital status, disability, pregnancy, genetic information,","status as a disabled veteran or other veteran protected by federal law, or any","other legally protected category. All employment advertisements placed by","Cox or its contract recruiters must include the phrase: “An Equal Opportunity","Employer.”","C. Complaint Procedures: Cox thoroughly and promptly investigates","discrimination and harassment complaints. Employees who believe they have","been subject to unlawful discrimination or harassment should report the","matter promptly to their Supervisor, Region or Corporate Human Resources","Business Partner, the Ethics Hotline or the Ethics Team at .","All inquiries, complaints, and investigations are treated confidentially.","Information is revealed strictly on a need-to-know basis. Management will take","adequate steps to ensure that the employee making the complaint is protected","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Equal Employment Opportunity Policy","Approved: Policy Committee Human Resources Pages: 3","Effective Date: 01/01/2012 Revision Date: 01/01/2020 Employment,","Policies","Of: 3","from retaliation related to the employee’s complaint. The human resources","representative is principally responsible for investigating policy violations.","Where appropriate, the human resources representative explores informal means","to resolve discrimination complaints. Informal dispute resolution procedures","might include counseling the alleged violator or serving as a mediator between","the two parties. Where the matter cannot be resolved informally, the human","resources representative prepares a written report of the investigation and a","recommendation. Recommendations can include discipline for the violator as","well as the restoration of any employment terms, conditions, or opportunities the","complainant lost or was denied because of the discrimination, harassment or","retaliation.","All recommendations will be considered with final approval made by the","business unit Senior Management and Human Resources.","Cox does not discourage or prevent employees from filing a complaint with the","federal Equal Employment Opportunity Commission, or a state or local EEO","agency. No adverse actions may be taken against employees in retaliation for","filing a discrimination complaint, either internally or with an external agency.","Any supervisor who is notified of charges filed with the EEOC, state or local","EEO agency should immediately notify the human resources department.","Employees who file false complaints of harassment or discrimination may be subject to discipline.","Filing a complaint in good faith that is subsequently unsubstantiated is not considered a false","complaint.","D. Prohibition against Retaliation: Cox prohibits any form of retaliation","against employees for bringing complaints or providing information about a","complaint. Any form of retaliation may be subject to corrective action, up to","and including termination. Please refer to Cox’s Anti-Retaliation Policy","Policy.","E. Discipline: Employees who violate Cox’s EEO Policy are subject to prompt","corrective action, up to and including separation ofemployment.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT B","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Anti-Retaliation Policy","Approved: Policy Committee Human Resources Pages: 1","Effective Date: 01/01/2014 Revision Date: 05/18/2020 Ethics, Policies Of: 2","I. PURPOSE","To encourage individuals to report concerns without fear of reprisal.","II. POLICY","Retaliation is defined, internally, as an adverse action taken because an individual has","reported a workplace concern, assisted another in making a report, making an ethicsrelated inquiry, or otherwise engaged in a protected concerted activity.","Adverse actions include but are not limited to: dismissal from employment,","demotion, loss of salary or benefits, involuntary transfer or reassignment, or denial of","promotion that otherwise would have been received. Also prohibited are threats of","retaliation or other discrimination directly related to the report made by the","employee.","Individuals are encouraged to engage in the following activities without fear of reprisal,","harassment, intimidation, threats, coercion or discrimination:","x File a report with Cox Communications;","x Assist or participate in any internal or external investigation, compliance review,","hearing or any other activity related to the administration of any federal, stateor","local laws and ordinances.","x Oppose any act or practice made unlawful by federal, state or local law; or","x Exercise any other employment right protected by federal, state or local lawor","its implementing regulations.","x U.S. law also entitles each Cox employee and other protected individuals to","certain rights and protections against reprisals if the individual discloses, to","certain governmental officials or to the Legal Department or EthicsLine,","information that the individual reasonably believes is evidence of gross waste,","mismanagement, abuse of authority, or violations of law related to U.S.","government contracts, grants, or funds; or evidence of a substantial and specific","danger to public health and safety.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Anti-Retaliation Policy","Approved: Policy Committee Human Resources Pages: 2","Effective Date: 01/01/2014 Revision Date: 05/18/2020 Ethics, Policies Of: 2","Cox Communications does not tolerate retaliation against individuals who report issues","of potential policy or legal violations in good faith. Good faith does not mean the","individual has to be right, but it does mean the individual does have to be truthful. Cox","Communications cannot remedy claims of misconduct or wrongdoing unless such","concerns are brought to the attention of management. Employees are expected as part","of their responsibility to the Company to report matters they become aware of.","It is Cox Communication’s policy that individuals who report matters will not suffer","reprisal, harassment, intimidations, threats, coercion, discrimination or retaliation.","Cox Communications will take the appropriate actions to resolve reported issues.","Resolutions include: (but are not limited to), counseling, coaching, serving as a mediator","between the parties involved and if appropriate, discipline and termination.","This policy applies to employees, contractors, or anyone working on Cox’s behalf.","If any person believes they have witnessed or been the subject of a violation of this","policy, they should report the matter immediately to their Local or Center Human","Resources Representative, email the Ethics Team at or contact the","Company’s anonymous Ethics Hotline . Anyone, regardless of","position or title, whom the Company determines has engaged in conduct that violates","this policy against retaliation will be subject to corrective action, up to and including","separation.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT C","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Anti-Harassment Policy","Approved: Policy Review Committee (CCI) Human Resources Pages: 1","Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3","I. SCOPE","All Cox Communications employees","II. PURPOSE","The purpose of this policy is to establish the company’s policy on harassment, including","sexual harassment.","III. POLICY","It is the policy of Cox Communications (“Cox”) that all employees should be able to enjoy","a work environment free from all forms of discrimination including harassment. Cox","Communications will not tolerate any form of harassment. The company can view an","action as violating this policy even if such a situation does not meet the legal definition of","“unlawful harassment” or does not include or involve a personal characteristic otherwise","protected by law. For purposes of this policy, harassment may be committed by any","fellow employee including but not limited to managers or supervisors, or customers","intentionally or unintentionally.","Harassment is prohibited and will not be tolerated. This is a zero tolerance policy which","means that all complaints of harassment and discrimination will be investigated.","IV. DEFINITIONS","Harassment is behavior that is unwelcome and personally offensive to a reasonable","person. Harassment may be verbal, physical, visual or sexual behavior that creates an","offensive, hostile or intimidating work environment. The following list includes examples","of potential harassment; but any behavior or communication that meets the definition of","harassment may be grounds for corrective action up to and including dismissal.","1. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical","conduct, including flirtation or propositions, directed at an individual because of his","or her sex, sexual orientation or gender identity when:","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Anti-Harassment Policy","Approved: Policy Review Committee (CCI) Human Resources Pages: 2","Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3","a. Submission to such conduct is made either explicitly or implicitly a term or","condition of an individual’s employment by a manager, supervisor, or other","individual with the power to affect the target’s employment;","b. Submission to or rejection of such conduct by an individual is used as","the basis for employment decisions affecting that individual;","c. Such conduct has the effect of unreasonably interfering with an individual’s","work performance or creating an intimidating, hostile or offensive working","environment. The conduct need not be sexual in nature to violate this","policy.","2. Offensive jokes, slurs, or comments based upon sex, race, color, ethnicity, national","origin, religion, age, disability, pregnancy, genetic information, sexual orientation,","gender identity or expression, citizenship status, marital status, military veteran","status or other legally protected category.","3. Using personal or company voice mail, e-mail, or other technology to","transmit derogatory or discriminatory information, commentary, or pictures","4. Physical conduct or verbal statements that denigrate or express hate, hostility or","aversion toward an individual because of one or more personal characteristics as","listed in Section III below","5. Threatening or intimidating, or committing a violent or hostile act against a","person, either in full or in part because of the person’s protected status","6. Posting, displaying, or circulating any material that denigrates or expresses","hostility, aversion or hatred against anyone on the basis of a personal","characteristic.","7. Unwelcome touching, hugging, or other physical behavior","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Anti-Harassment Policy","Approved: Policy Review Committee (CCI) Human Resources Pages: 3","Effective Date: 01/01/2014 Revision Date: 01/01/2020 Employment, Policy Of: 3","Liability for Harassment","Harassment or discrimination on the basis of one or more protected characteristics may","also create legal liability for the individual engaging in the harassment. Protected","characteristics can include but may not be limited to sex, race, color, ethnicity, national","origin, religion, age, disability, pregnancy, genetic information, sexual orientation, gender","identity or expression, citizenship status, marital status, military veteran status or other","legally protected category.","How to Report Harassment","1. Any employee who believes they have witnessed or experienced harassment must","report the behavior immediately. The report should be made to the employee’s","supervisor; but if the behavior involves the employee’s supervisor, then the","employee should report the behavior to the department head or Human Resources","Manager. Employees can also use the Ethics Hotline to report their concerns if they","choose to remain anonymous. However, it may be difficult or impossible for the","company to investigate and resolve complaints that are anonymous.","2. Complaints of harassment will be investigated promptly and in as impartial","and confidential a manner as possible. Employees are required to cooperate","in any investigation. A timely resolution of each complaint should be reached","and communicated to the parties involved.","3. Any employee who is found to have violated the harassment policy, whether","intentionally or unintentionally, may be subject to appropriate corrective action, up","to and including dismissal.","4. Cox Communications prohibits any form of retaliation against employees who have","brought complaints or provided information about harassment. Any form of","retaliation may be subject to corrective action, up to and including dismissal. Please","see the Cox Communications Anti-Retaliation Policyfor additional detail.","5. If an employee files a complaint of harassment that the company determines cannot","be supported, as long as the employee has acted in good faith, the employee will not","be disciplined. However, using this harassment policy in bad faith and filing false","claims under this policy may be grounds for corrective action.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT D","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Inbound","Rep Performance Scorecard through 03/31/2024","Scorecard Status: FINAL","Unknown Thomas Coates:66102","Action steps since last monthly meeting Due Date: Status:","Time Away From","Work (Hours) 16","Action steps since last monthly meeting Due Date: Status:","Action steps since last monthly meeting Due Date: Status:","Combined Score:No data","returned","for this","view. This","might be","because","the applied","filter","excludes","all data.","Victory since last meeting","Last Month Results","Actual Last","Month","Company Target","Last Month","% to Goal Last","Month","Company Target","Current Month Notes/Comments","STAR Rev $5,731.53 $5,376.00 106.6% $8,621.24","STAR PSU","Call Sentiment Ratio","NRPC","Homelife","Mobile Lines","75 64 117.2% 104","No data","returned","for this","view. This","might be","because","the","applied","filter","excludes","all data.","Threshold Last","Month","Focus Area","What I need from my leader","Agent Leader Follow-Up Date","ACTION PLAN","Actual","Trend","% to Target","Weigh","t","STAR Rev","Target $8,621.24","STAR PSU","Actual","Trend","% to Target","Weigh","t","0.0% Target 104","Actual","% to Target","Call Sentiment Ratio","Threshol Target 15","d","Commissionable Metrics:","Action steps since last monthly meeting Due Date: Status:","Threshold $11.00 Target $11.35","Actual","% to Target","NRPC","Homelife","Actual","Trend","% to Target","Threshol","d","Targ","et","l Sales Quality Metrics: Overall Result:","Action steps since last monthly meeting Due Date: Status:","Mobile Lines","Actual","Trend","% to Target","No data","returned for this","view. This might","be because the","applied filter","excludes all","data.","Targ","et","Action steps since last monthly meeting Due Date: Status:","l Product Sales Min:l l","l Commisionable Metrics","Sales Quality Metrics","l","l","Product Sales Minimums","l","l","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT E","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Coates, Thomas D. Verbal Warning","Inbound Sales Representative - CCI Organization: CCI Inbound HAMP1","Manager: Location: , VA","Evaluated by: Period: 03/31/2024 - 03/31/2024","Disciplinary Action","Reason: Unsatisfactory Work Performance (CCI)","Related Disciplinary Actions:","Overall","Counseling Discussion Items","Please list the details of the violation, including the date of occurrence.","Response: The purpose of this documented verbal is to discuss areas of opportunity in your performance. During","this performance process, we will discuss areas of opportunity and prepare an action plan to immediately","improve performance.","In accordance with the Inbound Sales Performance Scorecard Policy employees may receive corrective","action up to and including termination of employment when failing to meet the sales minimum performance","thresholds in any one-month period.","You failed meet the minimum mobile threshold as reflected in your monthly scorecard dated March 2024.","The following standards are expected of you in the future:","Response: Failure to meet the sales minimum threshold in any one-month period will result in the beginning of","the performance improvement and corrective action process.","Any subsequent overall monthly performance of the sales minimum threshold not being met may progress","employee to the next level of performance improvement and corrective action up to and including","separation of employment.","Three consecutive months of sales minimum threshold being met will take the employee out of the","performance corrective action process as related to overall scorecard performance evaluation.","In addition to the end of month scorecard, employees will receive coaching and performance improvement","feedback.","Supporting Documents","File: thomas Inbound Agent PM Scorecard.pdf Manager Comments:","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT F","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Inbound","Rep Performance Scorecard through 05/31/2024","Scorecard Status: FINAL","Donte Holmes Thomas Coates:66102 Time Away From","Work (Hours) 8","Action steps since last monthly meeting Due Date: Status:","Action steps since last monthly meeting Due Date: Status:","Combined Score:No data","returned","for this","view. This","might be","because","the applied","filter","excludes","all data.","Overall Result: l","Actual","Trend","Mobile Lines","Targ","et","Threshol 11","d","NRPC","Actual","% to Target","Thres","hold","$11.00 Target $15.51","Action steps since last monthly meeting Due Date: Status:","Victory since last meeting","Last Month Results","Actual Last","Month","Company Target","Last Month","% to Goal Last","Month","Company Target","Current Month Notes/Comments","STAR Rev","NRPC","Mobile Line Connects","Threshold Last","Month","Focus Area","What I need from my leader","Leader Follow-Up Date","ACTION PLAN","Agent","Actual","Trend","% to Target","STAR Rev","Targe","t","Thresh $12,471","old","l","l","l","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT G","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Coates, Thomas D. Written Warning","Inbound Sales Representative - CCI Organization: CCI Inbound English CHAMP","Manager: Location: , VA","Evaluated by: Period: 06/20/2024 - 06/20/2024","Disciplinary Action","Reason: Unsatisfactory Work Performance (CCI)","Related Disciplinary Actions: Verbal Warning","Overall","Comment:","Counseling Discussion Items","Please list the details of the violation, including the date of occurrence.","Response:","The purpose of this Written warning is to discuss areas of opportunity in your performance. During this","performance process, we will discuss areas of opportunity and prepare an action plan to immediately","improve performance.","In accordance with the Inbound Sales Performance Scorecard Policy employees may receive corrective","action up to and including termination of employment when failing to meet the sales minimum performance","thresholds in any one-month period.","You failed meet the minimum mobile threshold as reflected in your monthly scorecard dated may 2024","The following standards are expected of you in the future:","Response: Failure to meet the sales minimum threshold in any one-month period will result in the beginning of the","performance improvement and corrective action process.","Any subsequent overall monthly performance of the sales minimum threshold not being met may progress","employee to the next level of performance improvement and corrective action up to and including","separation of employment.","Three consecutive months of sales minimum threshold being met will take the employee out of the","performance corrective action process as related to overall scorecard performance evaluation.","In addition to the end of month scorecard, employees will receive coaching and performance improvement","feedback.","Supporting Documents","File: Thmas Coates may scorecard.pdf Manager Comments:","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT H","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Page 1 of 3","Unpaid Personal Leave Policy","Effective Dates:","Cox Communications & Cox Enterprises: June 1, 2021","Cox Automotive: July 1, 2021","I. What This Is","This policy provides information and guidance about requesting an unpaid leave of absence from","work that may not be covered by other types of leaves or other Cox policies. This policy supersedes","all other personal leave of absence policies, except to the extent that an employee is on a personal","leave of absence on the date this policy becomes effective.","II. Who This Is For","All full-time and part-time employees (exempt and non-exempt) excluding employees covered under a","collective bargaining agreement and international employees.","III. How It Works","• Unpaid leave may be taken for up to a maximum of 12 weeks in a rolling 12-month period measured","backward from the date an employee uses leave, except where additional leave is required by law.","• Unpaid leave can be requested for personal or medical situations that do not qualify as FMLA leave,","any other time-off provided by the company (including LTD and STD) or pursuant to state or local law","(including Workers Compensation), or where you may need additional time off as a reasonable","accommodation. Employees seeking a reasonable accommodation should contact the Employee","Service Center (ESC).","• Employees must exhaust all other applicable leaves, approved time-off, and PTO and/or Wellness time","prior to requesting an unpaid leave of absence. Where applicable, unpaid leave may run concurrent","with leaves provided under applicable state or local law.","• Unpaid leave can be requested for personal matters such as education, international or extended","travel, mission trips.","• Unpaid leave may not be approved for personal matters that are inconsistent with Cox’s Code of","Conduct unless otherwise required by law.","• Unpaid leave of absence can be granted more than once within a rolling 12-month period until the","employee reaches the maximum of 12 weeks in a 12-month rolling backward period. All requests","must be made for a minimum of one (1) week.","• For part-time employees, their regular work schedule will be reviewed and considered in determining","the appropriate duration of their leave.","• Generally, no combination of a leave of absence should exceed 26 weeks in a rolling 12-month period.","Certain leaves may exceed 26 weeks, such as an unpaid leave requested as a medical accommodation,","which may be approved on a case-by-case basis. Please contact the ESC if you need leave beyond 26","weeks.","• Failure to return to work after the unpaid leave may be considered voluntary resignation.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Page 2 of 3","• An employee may not work (for pay or as a volunteer), solicit, or accept other employment while on","any leave, including self-employment. The company may consider evidence of any outside","employment or work as the employee's voluntary resignation.","• An employee who applies for and/or obtains a leave of absence by falsifying or willfully","misrepresenting his/her reason for the leave may be subject to discharge for misconduct.","• Requests for an unpaid leave of absence may be denied or granted within the sole discretion of the","company. Consideration for unpaid leave will include but is not limited to business or staffing needs,","job performance, and time away record.","• At the end of a Personal Leave, you are not guaranteed a return to your former position. The","Company is under no obligation to hold or create a position for an employee on unpaid leave except in","those cases in which re-instatement rights are protected by law. Business needs will determine how","long a position may be held open and when a vacated position should be posted and filled.","• In cases where your position is no longer available once you initiate your return to work, the Employee","Service Center (ESC) will contact your Human Resources Business Partner who will contact you to","discuss return to work options, if applicable. If you are offered employment and choose not to return","to work, it will be considered a voluntary resignation.","• The Company will engage employees returning from leave who have restrictions or need an","accommodation in an interactive process to identify and evaluate the employee’s ability to perform","essential job functions and potential accommodations.","Applying for Leave","• Employees should notify their respective leader in advance or as soon as practical of their intentions to","apply for leave and the duration of the leave.","• An Employee must submit a request to their Employee Service Center (ESC) before the Unpaid","Personal leave can be taken.","• An employee’s supervisor or manager can submit a request on behalf of the employee if the employee","is unable to do so for themselves.","• The Employee Service Center (ESC) will partner with leadership and your HRBP to determine the","outcome of your leave request. The employee will be made aware of their denial or approval.","Taking Leave","• Before going on an unpaid leave the employee must review and agree on a payment plan for any open","accounts (e.g. courtesy services for CCI only).","• While on an unpaid leave, employees are required to continue to pay their healthcare premiums on a","post-tax basis as directed. Failure to provide timely payment will result in non-payment of premiums","and benefits may be discontinued until the next eligible enrollment period.","• Non-exempt employees are required to use all accrued PTO and any Floating Holiday balance (if","applicable) prior to beginning an unpaid leave. Exempt employees are required to use all Paid Wellness","hours, if applicable based on reason for leave, and any Floating Holiday balance prior to beginning an","unpaid leave. No pay will be provided during an unpaid leave of absence.","• Employees on unpaid leave are not eligible for PTO accrual, and employees cannot request PTO","(against yearly maximum) or flexible vacation during an unpaid leave of absence.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Page 3 of 3","• All Computer/PDA/Network access will be suspended when an employee begins a continuous leave of","absence until the employee returns to work.","Return to Work","• Employees wishing to take additional time beyond what has been approved should submit a new","request to their Employee Service Center (ESC) as soon as possible. If an employee needs additional","time away from work for more than 12 weeks for his/her own medical condition, the Employee should","contact the Employee Service Center (ESC) to discuss additional leave as a reasonable accommodation.","• Prior to returning to work from an unpaid leave for a medical reason, the employee must submit a","healthcare provider’s medical release to their Employee Service Center (ESC) prior to their return to","work. This release must certify the employee’s ability to perform their essential job functions and","detailing any limitations and/or restrictions on their ability to perform job functions. Failure to provide","the release within less than three business days from the scheduled return to work date may delay","return or delay systems restoration.","• Failure to report to work on the first day following an approved leave period may be considered","voluntary resignation.","• At the end of a Personal Leave, the employee is not guaranteed a return to their former position or to","any position, depending on business conditions and as may be required by law. If the employee is","offered employment and chooses not to return to work, it will be considered a voluntary resignation.","IV. Questions","We realize you may have questions if you’re thinking a Leave of Absence might be the right option for you.","Feel free to contact your Employee Service Center (ESC) or HR business partner for clarification.","• Cox Enterprises: CEIHRServices@","• Cox Communications:","• Cox Automotive:","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT I","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Thomas Coates","Dear Thomas:","This letter is in response to your request for an accommodation to perform the essential functions of","your position. The health care provider’s note, submitted on July 25, 2024, stated that you have the","following restrictions:","• Work from home to minimize stress and mental health","• Access to telework technology and equipment","• Flexible Work Schedule for medical appointments","• Temporary shifts change to minimize nighttime driving","Thomas, I was prepared to communicate with you via phone on Tuesday (8/13) based upon your stated","availability in your prior communication to dated August 9, 2024. However, your email","dated August 12, 2024, indicated that, “I revisited the subject regarding the restriction of my personal","phone to emergent medical calls for myself and my son.” While we unfortunately have not been able to","discuss these restrictions with you in greater detail telephonically, Cox is approving your","accommodation request as follows:","• Work from Home.","• To maintain smooth daily business operations, please schedule any time away from work at","least 24 hours in advance.","• We will temporarily approve absences from work for the purposes of attending medical","appointments (up to two times per week) for the next 60 days with prior leader notification.","This time will be paid only if PTO is available.","• Please also provide us with a 7-day advance notice of any previously scheduled medical","appointments so that we can plan accordingly.","• Any scheduled time off should be facilitated through the WFO system. You should partner with","your leader to address any issues/concerns you may have regarding time that is available.","The accommodations as noted above are considered the most effective given your essential job","functions and our operational necessities. These accommodations will be considered effective as of","Tuesday, August 20, 2024, which aligns with the official return to work date as communicated by","MetLife. To ensure the continued effectiveness and reasonableness, we will evaluate this","accommodation on or around Dec 31, 2024.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Arrangements are currently underway for you to pick up the necessary work-related equipment from","the office. Your equipment will be ready to pick up by Tuesday, August 20, 2024, and we will contact","you to arrange a specific time for you to pick up the equipment. We expect that you will return to work","beginning on Tuesday, August 20, 2024.","Please contact me at 404-782-4836 if you have questions/concerns.","Sincerely,","Sr. Manager Employee Relations","CC: Employee Medical file","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT J","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Thomas Coates","Dear Thomas:","This letter is in response to your request for accommodation to perform the essential functions of your","position. Your health care provider’s note, submitted on October 22, 2024, stated that you have the","following work restrictions. We have addressed associated accommodations based on those restrictions","below:","1. Phased Return: A gradual return over 4-6 weeks will allow Mr. Coates to reacclimate without","undue stress. This period will include frequent opportunities for Mr. Coates to report his","progress, current abilities, and any challenges he encounters.","Response: Cox approves a tiered return-to-work schedule wherein, upon your return to","work, you will be expected to work 50% of your full-time schedule in the first week,","60% in week two, 70% in week three, 80% in week four, and 100% in week five and","onward.","2. Remote Work: Working remotely will enable Mr. Coates to manage his health needs efficiently","while continuing to perform his job responsibilities.","Response: Approved to work from home.","3. Scheduled Breaks: Periodic breaks throughout the day to manage fatigue and alleviate stress.","Response: Cox approves modifying your break schedule to remove the scheduled","daily two 15-minute breaks and instead replace them with 30 mins of unscheduled","time that you can utilize for breaks as needed throughout the day.","4. Noise-Canceling Headphones: High-quality headphones to reduce sensory overload and","maintain focus.","Response: Cox is denying this accommodation request. Cox has approved you","working from home. Given that, you can control the noise levels while working in","your home environment.","5. Reduced Stress Exposure: Adjustments to responsibilities to limit high-stress tasks during the","initial return phase.","Response: Cox is providing the other accommodations outlined in this letter aimed","at enabling you to successfully perform the essential functions of your role. Those","functions are outlined in the attached job description. Cox will not modify the","essential functions of your role.","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","6. Ongoing Monitoring/Regular Evaluations during the phased return period to ensure Mr.","Coates’s health remains stable. Coordination between MetLife, Cox Communications, and his","providers may be necessary if adjustments to accommodations are required.","Response: Cox reviews accommodations every six (6) months to ensure the","accommodations are still medically necessary/adequate to address the disability.","To the extent you have questions or concerns about the sufficiency","accommodations outlined in this letter, please contact me.","7. Flexible Scheduling: Adjustments to work hours as needed to accommodate fluctuations in","fatigue, anxiety, or medical appointments.","Response:","a. The essential functions of your job require you to have a set schedule. This","ensures the Company’s ability to address staffing needs and ensure daily","operations within your department.","b. Please schedule any time away from work at least 24 hours in advance.","c. Any scheduled time off should be facilitated through the WFO system. Please","partner with your leader to address any issues/concerns you may have","regarding time that is available.","8. Mental Health Breaks: Scheduled breaks, especially during high-stress situations, to maintain","mental well-being.","Response: See response to No. 3 above.","9. Workplace Support: Regular check-ins with HR or a designated support person to facilitate","seamless reintegration.","Response: You will have scheduled weekly one-on-one meetings with his direct","leader.","10. Support for ADD Management: Clear prioritization of tasks and responsibilities to prevent","overwhelm and promote productivity.","Response: During the above referenced one-on-one meetings with your direct leader,","you will have the opportunity to obtain instruction/guidance on the prioritization of","tasks and responsibilities for the coming week.","The accommodations as noted above are considered the most effective given your essential job","functions and our operational necessities. These accommodations will be considered effective as of","your expected return to work date [Thursday, November 21, 2024,] which aligns with the official","return to work date as communicated by MetLife. To ensure the continued effectiveness and","reasonableness, we will evaluate this accommodation on or around May 31, 2024.","Please contact me at if you have questions/concerns.","Sincerely,","Sr. Manager Employee Relations","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Cc: Employee Medical File","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","EXHIBIT K","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position","Subject: [EXTERNAL] Re: CORRESPONDENCE: Given Notice, Reasonable Accommodations, RTW,","FMLA and ADA","Mr. Coates:","This letter is intended to address the return-to-work expectations outlined in our letter dated December 9,","2024, as well as the allegations noted in your December 27, 2024, email correspondence.","Return to Work: The correspondence dated December 9, 2024 (in which we approved your Unpaid","Leave of Absence through December 29, 2024) clearly stated that you needed to submit the return-towork physician’s release to the ESC seventy-two (72) hours prior to your scheduled return on December","30, 2024. As of the date of this letter, the ESC has not received the required release. Further, as of","December 30, 2024, you are on an unapproved leave of absence. As noted in Cox’s Unpaid Leave of","Absence Policy and our December 9, 2024, correspondence, “[f]ailure to return to work after the unpaid","leave may be considered voluntary resignation.” Therefore, you must: 1) provide your return-to-work","release paperwork immediately; and 2) return to work on Thursday, January 2, 2025, at 9AM. Please","note that failure to do so will be considered a voluntary resignation and your employment will be","terminated immediately.","FMLA Application: FMLA administration is managed by MetLife, which is Cox’s Third-Party","Administrator (TPA). As outlined in multiple previous communications, if you are seeking to apply for an","FMLA leave, you will need to submit your application through MetLife. While you are welcome to apply for","an FMLA leave through MetLife, to be eligible for FMLA leave an employee must work 1,250 hours in the","prior twelve (12) months. According to our records, you have only worked 958.9 hours which would","render you ineligible at this time. I have attached a copy of our FMLA policy for your reference and","highlighted the relevant section below:","II. Who This Is For","Employee Eligibility","An employee is eligible for family medical leave if they have been employed by the Company for at","least","twelve (12) months and has worked at least 1,250 hours during the 12 months prior to the start of","the leave.","Please let me know if you have any additional questions or concerns. We look forward to seeing you on","Thursday, January 2, 2025, at 9AM.","Best Regards,","Senior Manager, Employee Relations & Compliance","Cox Communications, Inc.|","Cox Mental Health Toolkit | Cox Wellness Benefits","National Suicide & Crisis Lifeline:","From:","Sent: Tuesday, December 31, 2024 11:16 AM","To: Thomas Douglas","Cox Communications Hampton Roads, LLC / Thomas Coates","Respondent's Statement of Position"]},"4":[{"2":6336,"9":2,"10":2,"14":{"1":2,"2":13369344},"15":"Arial"},{"2":4286,"4":{"1":2,"2":16777215},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"10":2,"15":"Arial"},{"2":4286,"4":{"1":2,"2":13754615},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"10":2,"15":"Arial"},{"2":4351,"3":{"1":5,"2":"mmmm d, yyyy","3":1},"4":{"1":2,"2":16777215},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4350,"4":{"1":2,"2":13754615},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4351,"3":{"1":5,"2":"mmmm d, yyyy","3":1},"4":{"1":2,"2":13754615},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4350,"4":{"1":2,"2":16777215},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4351,"3":{"1":4,"2":"\"$\"#,##0.00","3":1},"4":{"1":2,"2":16777215},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4351,"3":{"1":3,"2":"0.00%","3":1},"4":{"1":2,"2":16777215},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4351,"3":{"1":3,"2":"0.00%","3":1},"4":{"1":2,"2":13754615},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4351,"3":{"1":4,"2":"\"$\"#,##0.00","3":1},"4":{"1":2,"2":13754615},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"},{"2":4351,"3":{"1":4,"2":"\"$\"#,##0","3":1},"4":{"1":2,"2":16777215},"5":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"6":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"7":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"8":{"1":[{"1":2,"2":0,"5":{"1":2,"2":255}},{"1":0,"2":0,"3":3},{"1":1,"2":0,"4":1}]},"9":2,"10":2,"15":"Arial"}],"5":[0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,3,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,3,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,3,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,3,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,3,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,7,0,4,0,6,0,4,0,7,0,4,0,6,0,4,0,7,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,8,0,9,0,8,0,9,0,1,0,2,0,7,0,4,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,7,0,10,0,8,0,2,0,1,0,9,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,4,0,8,0,2,0,1,0,2,0,1,0,2,0,6,0,9,0,1,0,2,0,1,0,4,0,1,0,2,0,1,0,2,0,1,0,10,0,8,0,2,0,1,0,2,0,1,0,2,0,6,0,4,0,8,0,2,0,1,0,2,0,1,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,4,0,8,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,6,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,7,0,9,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,7,0,10,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,7,0,10,0,8,0,2,0,1,0,2,0,1,0,2,0,11,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,1,0,2,0,1,0,4,0,6,0,5,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,4,0,3,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6,0,4,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,4,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,6,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,1,0,2,0,6],"12":[-2698,1],"13":[-2698,1],"15":{"1":1349,"2":2,"3":"A1:B1349","4":[{"1":{"1":{"2":{"4":{"1":2,"2":16777215}},"3":1,"4":{"4":{"1":2,"2":13754615}},"5":1}}}],"5":["B1:B1349"]},"20":2698}