212-306-7450 www.nyc.gov/html/cchr/html/home/home.shtml
If the discrimination or harassment involves criminal activity, contact local police. In any civil action alleging a violation of the laws prohibiting sexual harassment and discrimination, a court may order or award: Damages, including, but not limited to, back pay, benefits, and reasonable attorneys’ fees and costs; Injunctive relief; Reinstatement; and/or Liquidated damages equal to 100% of the award for damages. Any act of retaliation against New York employees for exercising any rights granted under this policy may subject the Company to separate civil penalties. For the purposes of this policy, retaliation or retaliatory personnel action means discharging, suspending, demoting, or otherwise penalizing employees for: Making or threatening to make a complaint to the Company, a coworker, or to a public body, that rights guaranteed under this policy have been violated; Causing to be instituted any proceeding under or related to this policy; or Providing information to or testifying before any public body conducting an investigation, hearing, or inquiry into any such violation of a law, rule, or regulation by the Company.
Sexual Harassment Prevention Purpose and Goals
CREA, LLC is committed to maintaining a workplace free from harassment and discrimination. Sexual harassment is a form of workplace discrimination that subjects an employee to inferior conditions of employment due to their gender, gender identity, gender expression (perceived or actual), and/or sexual orientation. Sexual harassment is often viewed simply as a form of gender-based discrimination, but the Company recognizes that discrimination can be related to or affected by other identities beyond gender (see NY EEO Statement and Nonharassment Policy) . Our different identities impact our understanding of the world and how others perceive us. For example, an individual's race, ability, or immigration status may impact their experience with gender discrimination in the workplace. While this policy is focused on sexual harassment and gender discrimination, the methods for reporting and investigating discrimination based on other protected identities are the same. The purpose of this policy is to teach employees to recognize discrimination, including discrimination due to an individual's intersecting identities, and provide the tools to take action when it occurs. All employees, managers, and supervisors are required to work in a manner designed to prevent sexual harassment and discrimination in the workplace. This policy is one component of the Company's commitment to a discrimination-free work environment.
Goals of this Policy
Sexual harassment and discrimination are against the law. After reading this policy, employees will understand their right to a workplace free from harassment. Employees will also learn what harassment and discrimination look like, what actions they can take to prevent and report harassment, and how they are protected from retaliation after taking action. The policy will also explain the investigation process into any claims of harassment. Employees are encouraged to report sexual harassment or discrimination by filing a complaint internally with the Company, with a government agency, or in court under federal, state, or local antidiscrimination laws. To file a complaint internally, use the complaint form attached to the end of this handbook and submit it to the Human Resources department. To file an employment complaint with the New York State Division of Human Rights, visit https://dhr.ny.gov/complaint. To file a complaint with the United States Equal Employment Opportunity Commission, visit https://www.eeoc.gov/filing-charge-discrimination.
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