Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and A display of symbols, slogans, or items that are associated with hate or intolerance toward any select group. Reporting Discrimination and Harassment If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify Katy McShane, Chief Human Resources Officer, at (317) 808-7285 or via email or any member of management. The Company prohibits retaliation against applicants or employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination. We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy. Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation. Accommodations for Victims of Domestic Violence, Sexual Assault, Stalking, or Hate Crimes CREA, LLC will provide reasonable safety accommodation to employees who are victims of domestic violence, sexual assault, stalking, or a hate crime, provided the accommodation would not pose an undue hardship on Company business. Reasonable safety accommodations may include, but are not limited to:
Transfer or reassignment; Modified job schedule;
Change in work telephone number, email address, or workstation; Installed locks; Implementing safety procedures; or Any other adjustment to a job structure, workplace facility, or work requirement in response to an actual or threatened act of domestic violence, sexual assault, stalking, or a hate crime. If you require a safety accommodation, notify your manager. You may be required to provide documentation verifying that you are a victim of domestic violence, sexual assault, stalking, or a hate crime. This requirement may be satisfied by providing the Company with documents such as a police report, court order, or written statement. The Company will maintain the confidentiality of all information you provide under this policy, including the fact that you are a victim of domestic violence, sexual assault, stalking, or a hate crime; any requests for accommodations; and any written or oral statements, documentation, records, or corroborating evidence. Such information will be disclosed only if requested or consented to by you, ordered by a court or administrative agency, or otherwise required by applicable federal or state law. After receiving your request for a safety accommodation, the Company will work with you to explore potential solutions. You are encouraged to suggest specific accommodations that you believe would be
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