Policy Against Workplace Harassment CREA, LLC has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment, based upon an individual’s membership in a protected class. This policy protects all applicants and employees (including managers and supervisors) from unlawful harassment and discrimination. This includes harassment by employees, managers, supervisors, contractors, interns, volunteers, vendors, suppliers, and customers. In addition, this policy extends to conduct connected with an individual’s work, even when the conduct takes place away from the workplace, such as a business trip or business-related social function.
Harassment
Harassment means disrespectful or unprofessional conduct, including disrespectful or unprofessional conduct based on an individual’s membership in a protected class. While it is not possible to list all the circumstances that may constitute other forms of workplace harassment, some examples of conduct that may constitute workplace harassment include: The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above-protected categories; 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, or elsewhere on our premises, in emails or voicemails, or otherwise circulated in the workplace; and A display of symbols, slogans, or items that are associated with hate or intolerance toward any select group.
Sexual Harassment
Sexual harassment means harassment based on sex or conduct of a sexual nature and includes harassment based on sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, or gender expression. It may include all of the actions described above as harassment, as well as other unwelcome sex-based conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities, or other verbal or physical conduct of a sexual nature. Sexually harassing conduct need not be motivated by sexual desire and may include situations that began as reciprocal relationships, but that later cease to be reciprocal.
Sexual harassment is generally categorized into the following two types:
Quid pro quo sexual harassment (“this for that”), which includes: o Submission to sexual conduct when made explicitly or implicitly a term or condition of an individual’s employment. o Submission to or rejection of the conduct by an employee when used as the basis for employment decisions affecting the employee. Hostile work environment sexual harassment is conduct of a sexual nature or on the basis of sex by any person in the workplace that unreasonably interferes with an employee’s work performance and/or creates an intimidating, hostile, or otherwise offensive working environment. Examples include: o Unwelcome sexual advances, flirtation, teasing, sexually suggestive or obscene letters, invitations, notes, emails, voicemails, or gifts. o Sex, gender, or sexual orientation-related comments, slurs, jokes, remarks, or epithets. o Leering, obscene or vulgar gestures, or sexual gestures. o Displaying or distributing sexually suggestive or derogatory objects, pictures, cartoons, or posters or any such items. o Impeding or blocking movement, unwelcome touching, or assaulting others. o Any sexual advances that are unwelcome as well as reprisals or threats after a negative response to sexual advances. o Conduct or comments consistently targeted at one gender, even if the content is not sexual.
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