Connect
2025 PROGRAM MANUAL
CREACONNECT PROGRAM
Purpose of The CREAConnect Program CREAConnect serves as the primary platform for all impact programming, which includes CREACares, the CREAConnect Board, Employee Resource Groups, and the CREA Foundation. This programming is designed to benefit CREA employees as well as the communities where we work and live. Top Highlights of the Program All employees who give to charities can request a 100% match of those dollars up to a total of $250 annually. Employees are eligible for up 16 hours per year of paid time to volunteer at a charity or non-profit organization. This time includes 8 hours of volunteering during CREACares Day. CREACares Day is an annual volunteering day where community work will be carried out across our office and employee locations. CREA offers four distinct Employee Resource Groups to help support individuals and connect our team to topics that matter the most to them.
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TABLE OF CONTENTS
CREAConnect Model & Structure
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I. CREACares
a. Employee Match Program b. Volunteer Program c. Employee Driven Causes
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II. CREAConnect Board
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III. Employee Resource Groups
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IV. CREA Foundation
a. Board of Directors b. Annual Employee Pledge Drive
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CREAConnect Structure
Human Resources
Finance & Accounting
The human resources team oversees & supports
Marketing
CREACares initiatives &
The finance & accounting team manages all budgeting & invoicing activities related to CREAConnect.
The marketing team is responsible for reviewing & approving marketing & communications-related content, as well as providing support as needed.
activities, as well as those of the CREA Connect Board & ERGs
CREAConnect
CREA Foundation
CREAConnect Board
CREACares
ERGs
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CREACONNECT
CREAConnect Work Model
• Student scholarships focused on affordable housing communities • Employee involvement • Corporate partner involvement • University involvement
• CREACares Day of volunteering • Paid employee volunteer time off
Community Engagement & Volunteerism
Philanthropy & Giving
Employee Engagement
• Employee match
• Employee Resource Groups • CREAConnect Board • Connection & learning opportunities
for charitable giving
• Employee-
nominated charities
• Holiday giving • Affordable housing causes
CREACARES
a. Employee Match Program
Overview All employees who give to charities can request a 100% match of a total of $250 annually (up to three transactions per year).
Eligible Charities To qualify for the CREACares Employee Match Program, charitable organizations must meet the following criteria: 1. They must be recognized as a tax-exempt organization under section 501(c)(3) of the U.S. Internal Revenue Code. 2. They cannot discriminate based on race, color, religion, or gender. 3. They must comply with all applicable laws. 4. They must not negatively impact CREA’s reputation. 5. They must demonstrate a need for support and exhibit sound financial management. Eligible Donations All donations must meet the following criteria in addition to being sent to an eligible charity: 1. Donations must be made from the employee’s personal funds documented with a supporting receipt. 2. Donations must be paid in full; pledges do not qualify. 3. If the total donation exceeds $250, the maximum eligible match amount remains $250. 4. Donations must be submitted via the matching gift request form as soon as possible, and within the calendar year that the donation was made. Information Needed for Employee Matching Gift Request Form • Organization’s name, address, EIN, phone number, and website • Contribution date and amount • Legible receipt
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CREACARES
b. Volunteer Program
Overview CREA employees are eligible for up to 16 hours of Volunteer Time Off (VTO) each calendar year, which is tracked through Paylocity. CREA will host one company-wide volunteer day, called CREACares Day, annually across all offices and employee locations. In addition to this day, employees can use their remaining volunteer hours at a non-profit organization of their choice. Eligible Volunteer Activities • Volunteer board member positions and engagements for non-profit organizations. • Time spent participating in charity “a-thon” events for non-profits, including running and walking. • On-site organization and packaging of food, clothing, supplies, etc., as well as time spent planning and running collection and distribution events for non-profits. • Participation in blood drives, provided that participants are not financially compensated and the donor organization is a registered non-profit.
Ineligible Volunteer Activities • Travel time • Overnight trips • Time spent fundraising or making direct donations
• Activities such as coaching sports, directing plays, or engaging in recreational activities that do not benefit a registered 501(c)(3)
CREACARES
c. Employee-Driven Cause Program CREA’s Employee-Driven Cause Program supports 12 monthly causes that resonate with employees by offering a dollar-for-dollar match for all employee donations, up to $250. This program promotes a culture of philanthropy and encourages employees to contribute to the causes that are meaningful to them and their colleagues. The following non-profits will be supported in 2025: • ASPCA • Boys & Girls Club of the Twin Cities • The DREAM Program • Goodwill of Central & Southern Indiana, Inc. • Hillsboro Symphony Orchestra • Italian Home for Children • Muscular Dystrophy Family Foundation • Over the Rhine Community Housing • SAMMinistries • SDSU Adapted Athletics • SAMMinistries • St. Mary’s Home for Boys • Trinity Haven
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II. CREAConnect Board
Mission: The CREAConnect Board welcomes and advocates for everyone by fostering a culture of belonging, acknowledging unique but equal perspectives, and respecting differences to better serve and support employees, clients and communities. The board leads the way through open discussion, education and action opportunities that drive and support impact programming, recruitment strategy, and diversity and inclusion goals.
Vision: An organization where everyone belongs.
Values: Advocacy / Community / Culture / Leadership / Respect
Overview The CREAConnect Board is composed of ten employees committed to promoting company-wide inclusion and impact initiatives. The board identifies areas for improvement and opportunities to enhance CREA’s culture, and it is responsible for implementing all identified initiatives. The board includes the following positions: • President (1 year term)
• Connections Chair • Social Impact Chair(s) • Communications Liaison • HR Liaison
• Vice President (1 year term) • Past President (1 year term) • Secretary • Business Impact Chair
Meetings Monthly (60 minutes), and as-needed
Term of Appointment CREAConnect Board members serve from July 1 to June 30 each year, with most members having a two-year term limit. Individuals elected as President will serve for three years, encompassing the roles of Vice President, President, and Past President. Members may reapply for board positions after not serving for two consecutive years. Potential candidates interested in joining the board must submit their applications.
III. Employee Resource Groups
About CREA’s Employee Resource Groups (ERGs) provide a platform for employees to engage in meaningful discussions that foster inclusion and a sense of belonging while aligning with CREA’s values. Led by employees, ERGs consist of individuals who share common characteristics, traits, and backgrounds, or who are allies of these groups. Membership ERGs are inclusive of all employees including those who do not match the demographic background that each individual resource group is centered. Membership is not based on employee role or salary. ERG membership will consist of the following participants: • Lead(s ) – An employee or employees responsible for providing leadership and guiding the direction of the ERG • Members – Employee who participates in the ERG and matches the demographic background in which the ERG is centered • Allies – Employee who participates in the ERG by supporting members and engaging in ERG efforts, regardless of background Structure CREA’s ERGs are a function of CREAConnect and CREA’s goal of investing in people and the company culture. All activities are employee-led, with the support and guidance of the Human Resources department Meetings Varying cadences of 30-60 minutes, with a suggested a five (5) attendee minimum HR Liaison The HR Liaison is a representative from the Human Resources department responsible for the following tasks: • Facilitating the establishment of ERGs • Providing support to ERG leadership • Processing financial requests and budgets in coordination with the Human Resources and Finance departments • Approving events proposed by ERGs • Collaborating with the Marketing department on company-wide
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EMPLOYEE RESOURCE GROUPS
marketing and communications • Approving ERG-related travel (travel is a part of the annual budget) • Authorizing fundraising activities • Approving outside event sponsorships • Ensuring formal attendance of the CREA ERG at external events • Acting as a liaison between ERGs and company leadership Lead & Co-Leads ERG Leads and Co-Leads are individuals formally identified as the leader(s) of the ERGs. There is a recommendation of at least two individuals identified to lead each ERG to share the responsibility of providing direction for each group. Responsibilities - The roles of ERG Lead and Co-Leads are subject to term limits; no individual shall serve in these positions indefinitely. Each individual will serve a one-year term and will be responsible for the following tasks: • Structure ERG meetings by creating agendas for both monthly and/or quarterly ally meetings. • Collaborate with members to develop relevant meeting content based on the group’s needs. • Identify the needs of the ERG and communicate these internally within • Seek approvals for internal activities, including events, company-wide communications, travel, fundraising, event sponsorships, and attendance at external events. • Represent the ERG for internal purposes within the company. • Inform the ERG budget and seek approval from the HR Liaison. • Collaborate with the HR Liaison to address additional concerns as they arise. Members ERG members who match the demographic in which the ERG is centered do not hold any obligatory status within the ERG. Members are allowed to join or separate from the ERG at any time. Members are, however, bound to the following: • Respecting the confidentiality of all ERG group members the group and to the Human Resources department. • Establish and manage the ERG SharePoint page.
EMPLOYEE RESOURCE GROUPS
• Engaging respectfully in all dialogue and interactions with other members of the group • Actively participating and engaging during ERG meetings Allies Allies who do not match the demographic in which the ERG is centered also do not hold any obligatory status within the ERG. Allies are allowed to join or separate from the ERG at any time without notice. Allies are, however, bound to the following: • Respecting the confidentiality of all ERG group members • Engaging respectfully in all dialogue and interactions with other members of the group • Only attending meetings in which allies are invited New Group Formation When starting a new ERG, interested individuals must collaborate with the Human Resources department to evaluate demand and establish specifics. While philanthropic giving is not mandatory for Employee Resource Groups (ERGs), CREA encourages alignment with its current Philanthropy and Giving initiatives. If ERGs choose to collaborate with external non-profit organizations, the following guidelines must be followed: 1. ERG Leads and Co-Leads must obtain approval from the Human Resources department. 2. The selected non-profit organizations must align with CREA’s values. 3. All employee donations made directly to the non-profit must be clearly positioned as voluntary. ERG Annual Budget ERGs may require funding to engage participants fully and support operational activities throughout the year. CREA supports these activities and events in alignment with its core values and encourages ERGs to promote awareness and education among employees. Below are the guidelines for funding ERGs within CREA: Guidelines: 1. Each ERG is allocated a budget of $1,500 annually to support its operational activities. Employee Resource Group Guidelines Philanthropy & Giving for External Non-Profit Organizations
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EMPLOYEE RESOURCE GROUPS
2. Annual budgets do not roll over from year to year. 3. ERGs are responsible for managing and processing their funds through the Finance & Accounting department to ensure budget compliance. 4. ERGs may choose to self-fund activities through an optional assessment from group members. However, these assessments should not be mandatory for membership in the ERG. 5. ERGs are not allowed to fundraise by selling goods of any kind. Communications ERGs may require marketing support for developing collateral and company- wide communications. CREA emphasizes the importance of sharing information about activities and events with the entire company to ensure inclusivity and maximize participation. The following guidelines should be followed regarding communications: Internal Communications: • ERGs can send emails and messages to group members freely and without approval. • ERG Leads and Co-Leads can send company-wide communications after obtaining prior review and approval from the Marketing department. • External emails are not permitted. External Communications: To protect the confidentiality of ERG members, CREA will not publish ERG-related materials on external platforms. However, ERG members are encouraged to share their general experiences as members of a CREA-related ERG. CREA urges employees to maintain confidentiality regarding information shared in meetings while also encouraging them to share their support on their personal social media accounts. Events CREA encourages ERGs to organize events aimed at engaging and increasing participation among their members. These events foster a sense of belonging and connection for CREA employees. To ensure that CREA can fully support these activities, structured events should be included in the ERG’s annual plan. Below are guidelines for hosting both internal and external events.
EMPLOYEE RESOURCE GROUPS
Events Guidelines: • All events should be inclusive of all CREA staff, taking into account demographic and geographic diversity. There should be an effort to involve members and allies from all office locations. • Events must be approved by the HR Liaison and align with CREA values. • Marketing will make every effort to provide photography during the event, providing that proper notice is given. • External events taking place after work hours or on an employee’s own time are not subject to these guidelines. Travel • ERG meetings will be held virtually and/or in-person to ensure inclusivity and provide opportunities for all employees to participate. • ERG meet-ups are allowed during CREA-sanctioned company-wide events, conferences, and meetings where all employees are invited (e.g., CREALive). • Travel is not authorized solely for ERG events. We encourage employees to combine business travel with ERG activities to engage and connect with colleagues outside their specific ERG. • If extenuating circumstances arise and travel is deemed necessary specifically for the ERG, prior authorization must be obtained from the CHRO, immediate supervisor, and directors.
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IV
Mission Through strategic partnerships, CREA Foundation seeks to improve the lives of youth and young adults facing adversity and barriers to success in the communities we serve by creating opportunities to further their learning, development, and education. Vision To provide next step opportunities in education with a focus on college preparation, access, and success for all youth and young adults living within our affordable housing communities.
a. CREA Foundation Board of Directors
Jeff Whiting Chairman and Member
Roger Shank Executive Director
Charles Anderson Member
Tony Bertoldi Member
Stefanie Brown Member
Katy McShane Member
Laurie Levitt Schoenburg Member
Brian Villa Member
b. Annual Employee Pledge Drive
Overview Our scholarship program provides $5,000-$10,000 per student each school year. Currently, we have 30 CREA Scholars at Indiana University Indianapolis (IUI) and California State University, Northridge (CSUN), and the University of Connecticut (UConn). CREA offers employees the opportunity to contribute to the CREA Foundation through payroll deductions and direct donations. Employees can choose to give via payroll deduction by signing up during Open Enrollment (November each year) or by making a direct donation. Additionally, employees can opt to make a one-time contribution to the CREA Foundation during the special payroll in March each year. Details regarding the opportunity to contribute will be shared via Paylocity in advance of the special payroll date, which typically occurs during the first pay period of March. How does your contribution make a difference? Your gift plays a crucial role in creating opportunities for students who face challenges in accessing post-secondary education. By working together, we can change lives and help students break the cycle of poverty through education and ongoing support throughout their college careers. Furthermore, your contribution demonstrates strong internal support for our external partners. The financial backing from our employees sends a powerful message. Every gift contributes to achieving our participation goal. Join us in making a difference! We thank you in advance for your support of the CREA Foundation as we work towards our mission to break the cycle of poverty among students from affordable housing communities.
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People are the very heart of what we do. CREA’s shared commitment to going out of the office and into communities to provide direct support sets up apart. This mission our greatest distinction.
Jeffrey Whiting EXECUTIVE CHAIRMAN
CREALLC.COM Boston Indianapolis New York San Diego
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