ARTICLE 1.    GENERAL                                                EFFECTIVE DATE:  05/04/98
RULE 106.    NON-DISCRIMINATION                         REVISED DATE:

A.    EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION STATEMENT: The 
        Court shall administer the Personnel System in a manner consistent with federal, state and local laws, 
        Rules and regulations concerning equal employment opportunity and affirmative action.

B.    NONDISCRIMINATION: Discrimination against any person in recruitment, examination, 
        appointment, training, pay promotion, retention, discipline or any other aspect of personnel 
        administration, term or condition of employment, due to political or religious opinions or affiliations, 
        race, color, national origin, veteran's status or other non-merit factors shall be prohibited. Discrimination
        on the basis of age, sex or disability with reasonable accommodation shall be prohibited except 
        where specific age, sex, physical or mental requirements constitute a bona fide occupational 
        qualification necessary to proper and efficient administration or where an attempt to accommodate such 
        limitation would impose an undue hard- ship on the operation of a program or activity.

C.    PROHIBITION OF HARASSMENT: Harassment based on race, color, religion, national origin, 
        gender, veteran's status or disability is a form of illegal discrimination which violates the law and spirit 
        of Judicial employment. The Court has a program to prevent harassment, including a policy on the 
        Court's prohibition of harassing behavior; a training program for elected officials, supervisory and     
        non-supervisory personnel; and prompt remediation and correction of any known instances of 
        harassment. Individuals employed by the Court who are found to have engaged in harassing behavior 
        as defined by this Rule may be subject to discipline, up to and including dismissal.

D.    AFFIRMATIVE ACTION: As used herein, affirmative action means equal treatment and 
        employment opportunities for minorities and females as required and/or permitted by state and 
        federal laws, regulations and executive orders. Affirmative action includes making reasonable 
        accommodations for qualified individuals with disabilities as provided for under applicable federal 
        and state law.

E.    ACCESS TO COURT SERVICES BY PERSONS WITH DISABILITIES: The following policy 
        on access to court services by persons with disabilities was adopted by the Arizona Supreme Court 
        on October 19, 1992 pursuant to Administrative Order No. 92-32 and represents the Superior 
        Court policy:

        "The Arizona Supreme Court does not tolerate discrimination in any form against persons with 
        disabilities and intends to fully implement the Americans with Disabilities Act to prevent such 
        discrimination. Arizona court facilities, programs and employment opportunities shall be readily 
        accessible to qualified persons with disabilities. When the access needs of persons with disabilities 
        cannot be anticipated, these needs shall be reasonably accommodated upon request.

        Persons with disabilities are persons who have a physical or mental impairment that substantially limits 
        one or more major life activities, who have a record of such an impairment or who are regarded as 
        having such an impairment. These persons shall receive particular attention to further the Supreme Court 
        policy (i.e., Administrative Order 91-40) that all Arizona citizens have access to their court system.

        The Superior Court shall provide for auxiliary aids and services to afford persons with disabilities the 
        fullest possible participation in services, programs and employment without fundamentally altering the 
        services or program or incurring an undue financial burden."

F.    DISABILITY ACCOMMODATION: The Superior Court is committed to compliance with the 
        Americans with Disabilities Act (ADA), including ensuring access to employment opportunities for 
        qualified individuals with disabilities. Hiring procedures will be reviewed on an ongoing basis to 
        determine continuing compliance with the provisions of the ADA, and changes made where indicated. 
        The Superior Court does not discriminate based on actual or perceived disability or association with an 
        individual who is disabled under the ADA. The Court will endeavor to work with employees and 
        applicants who meet the criteria of qualified individuals with disabilities in seeking to identify and 
        implement reasonable accommodations where such accommodations do not place an undue burden 
        on the Court.

G.    IMMIGRATION LAW COMPLIANCE: The Superior Court is committed to employing only 
        United States citizens and aliens who are authorized to work in the United States. The Superior Court, 
        however, does not discriminate on the basis of citizenship or national origin. In compliance with the 
        Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must 
        complete the Employment Eligibility Verification Form I-9 and present documentation establishing 
        identity and employment eligibility. Former employees who are rehired must also complete the form if 
        they have not filed one with the Superior Court within the past three (3) years or if their previous I-9 
        is no longer retained or valid. Employees who have questions or seek more information on immigration |
        law issues are encouraged to contact their Division Head. Employees may raise questions or complaints 
        about immigration law compliance without fear of reprisal.