Individuals may obtain relief in mediation, settlement, or conciliation. In addition, federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC. An employee alleging discrimination at work can file a "Charge of Discrimination." The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1- 800-669-6820), visiting their website at www.eeoc.gov, or via email at info@eeoc.gov. If an individual filed an administrative complaint with the New York State Division of Human Rights, DHR will automatically file the complaint with the EEOC to preserve the right to proceed in federal court.
Local Protections
Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city, or town in which they live to find out if such a law exists. For example, employees who work in New York City may file complaints of sexual harassment or discrimination with the New York City Commission on Human Rights. Contact their main office at Law Enforcement Bureau of the NYC Commission on Human Rights, 22 Reade Street, 1st Floor, New York, New York; call 311 or (212) 306-7450; or visit www.nyc.gov/html/cchr/html/home/home.shtml.
Contact the Local Police Department
If the harassment involves unwanted physical touching, coerced physical confinement, or coerced sex acts, the conduct may constitute a crime. Those wishing to pursue criminal charges are encouraged to contact their local police department.
Conclusion
The policy outlined above is aimed at providing CREA, LLC employees and covered individuals an understanding of their rights to a discrimination- and harassment-free workplace. Everyone should feel safe at work. Though the focus of this policy is on sexual harassment and gender discrimination, the New York State Human Rights law protects against discrimination in several protected classes, including sex, sexual orientation, gender identity or expression, age, race, creed, color, national origin, military status, disability, predisposing genetic characteristics, familial status, marital status, criminal history, or domestic violence survivor status. The prevention policies outlined above should be considered applicable to all protected classes.
Reproductive Health Rights Notice
Pursuant to New York’s Reproductive Health Bias Law (N.Y. Labor Law § 203-e), CREA, LLC will not access your personal information regarding your own or your dependent’s reproductive health decision- making—including, but not limited to, the decision to use or access a particular drug, device, or medical service—without your prior informed affirmative written consent.
Furthermore, the Company will not:
Discriminate or retaliate against you with respect to compensation, terms, conditions, or privileges of employment because of, or on the basis of, your own or your dependent’s reproductive health decision-making; or Require you to sign a waiver or other document that appears to deny you the right to make your own reproductive healthcare decisions. If you believe your rights have been violated under this law, you may bring a civil action against the Company. In such civil action, the court may: Award damages, including, but not limited to, back pay, benefits, and reasonable attorneys’ fees and costs; Provide injunctive relief; Order reinstatement; and/or
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