Washington 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 Washington law, the Company will not discharge, discipline, penalize, or take adverse employment action against you: 1. For declining to attend or participate in any Company-sponsored meeting or declining to listen to speech or view communications, including electronic communications, that have the primary purpose of communicating the Company’s opinion about religious or political matters. 2. As a means to require you to attend a meeting or participate in communications described in (1). 3. If you or a person acting on your behalf reports, in good faith, a violation or suspected violation of (1) or (2). Political matters means matters relating to elections for political office, political parties, proposals to change legislation, proposals to change regulations, and the decision to join or support any political party or political, civic, community, fraternal, or labor association or organization. Religious matters means matters relating to religious affiliation and practice, and the decision to join or support any religious organization or association.
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. Requiring you to attend any training intended to reduce and prevent workplace harassment or discrimination. 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 harassment, discrimination, or retaliation because of age (40 and older), race (including traits historically associated or perceived to be associated with race, which include, but are not limited to, hair texture and protective hairstyles such as afros, braids, locks, and twists), color, national origin, ancestry, religion, sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability (including obesity), genetic information (including testing and characteristics), veteran status, uniformed servicemember 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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