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All associates have a responsibility to cooperate in the investigation of a harassmentcomplaint. Anyone who gives evidence in an investigation, or who is otherwise involved inthe process, must keep this information confidential, except as is necessary todeal effectively with the complaint. These are serious issues, and the privacy of associatesmust be respected. Even once a complaint is resolved, confidentiality and respect areimportant._____________________________________________________________________________RetaliationRetaliation or threat of retaliation is considered a serious disciplinary breach and is strictlyprohibited. Anyone who retaliates in any way against an associate who has complained ofharassment, given evidence in a harassment investigation, or been found guilty ofharassment, will themselves be considered guilty of harassment and dealt withaccordingly. Disciplinary action is the same as those assessed against harassers._____________________________________________________________________________Steps to Addressing a Complaint of HarassmentThe Associate Relations Team in the People Dept is solely responsible for acceptingcomplaints, conducting thorough investigations, deciding on an appropriate outcome andfor following up with the complainant and the associate accused.Managers must not attempt to conduct investigations or take any actions toward aharassment complaint.Managers must immediately report incidents or suspected incidents directly tothe Associate Relations team by calling or emailing:1-800-790-9269, press 0 and ask the receptionist to transfer you to a member of theAssociate Relations team.associaterelations@goodlifefitness.comA manager who fails to report allegations of discrimination or harassment, or whootherwise fails to deal properly with such allegations, may be subject to seriousdisciplinary action, up to and including immediate termination of employment for cause._____________________________________________________________________________Investigation and ResponseGoodLife takes allegations of harassment and discrimination very seriously, and willtake prompt action to thoroughly investigate allegations of discrimination and/orharassment.Based on the findings of the investigation, GoodLife will take immediate and appropriatecorrective action. If an associate is found to have engaged in prohibited conduct (asdefined by this policy), they will be subject to serious disciplinary action, up to andincluding immediate termination of employment for cause.If, however, after investigating the complaint of discrimination and/or harassment,GoodLife determines that the complaint was not bona fide or made in good faith, orthat any associate has provided false information during the complaint investigation,disciplinary action may be taken against that associate who filed the complaint or whoprovided false information.Workplace Accommodation[back to top]The duty to accommodate is the obligation to meaningfully incorporate diversity into theworkplace which involves eliminating or changing rules, policies, practices and behavioursthat discriminate against persons based on ancestry, place of origin, color, ethnic origin,citizenship, creed (religion), sex (includes pregnancy), sexual orientation, disability,Confidential and Proprietary Information of Goodlife Fitness Clubs | V14 July 2009 11