Vermont Policies
Hiring and Orientation Policies Communications Regarding Religious or Political Matters
CREA, LLC is committed to respecting the rights of all employees regarding participation in discussions about religious or political matters. In accordance with Vermont law, the Company will not discharge, discipline, penalize, or take adverse employment action against you: For declining to attend or participate in any Company-sponsored meetings or declining to view or participate in communications with or from the Company that have the primary purpose of communicating the Company’s opinion about religious or political matters. As a way to require you to attend or participate in any meetings or view or participate in communications that have the primary purpose of communicating the Company’s opinion about religious or political matters. Political matters means matters relating to political affiliation, elections for political office, political parties, legislative proposals, or the decision to join or support any political party or political, civic, community, fraternal, or labor organization. Religious matters means matters relating to religious affiliation, religious practice, or the decision to join or support any religious or denominational organization or institution.
This policy does not prohibit the Company from:
Communicating information that the Company is required by law to provide you. Communicating information necessary for you to perform your job. Conducting meetings involving religious or political matters, as long as the attendance is voluntary. Engaging in communications involving religious or political matters, as long as receipt or listening is voluntary. EEO Statement and Nonharassment Policy Equal Opportunity Statement CREA, LLC is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of unlawful harassment, discrimination, or retaliation based on the following protected classes: age, race (including traits associated with or perceived to be associated with race, which include, but are not limited to, hair type, hair texture, hairstyles, and protective hairstyles such as braids, cornrows, locs, twists, Bantu knots, Afros, Afro puffs, and other formations, as well as wigs, headwraps, and other head coverings), color, national origin, ancestry, place of birth, religion, sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), AIDS/HIV status, physical or mental disability, genetic information (including testing and characteristics), arrest and conviction information, credit history, veteran status, uniformed servicemember status, crime victim status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including, but not limited to, recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment. The Company will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Company will take appropriate corrective action, if and where warranted. The Company prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy. We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your manager or any other designated member of management.
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