If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify Katy McShane, Chief Human Resource Officer, at (317) 808-7285 or via email or any member of management. The Company prohibits retaliation against applicants or employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination. We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy. Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation. Accommodations for Victims of Domestic Violence, Sexual Assault, or Stalking CREA, LLC will provide reasonable safety accommodation to employees who are victims of domestic violence, sexual assault, or stalking, provided the accommodation would not pose an undue hardship on Company business.
Reasonable safety accommodations may include, but are not limited to:
Transfer or reassignment; Modified job schedule;
Change in work telephone number, email address, or workstation; Installed locks; Implementing safety procedures; or Any other adjustment to a job structure, workplace facility, or work requirement in response to an actual or threatened act of domestic violence, sexual assault, or stalking. If you require a safety accommodation, notify your manager. You may be required to provide documentation verifying that you are a victim of domestic violence, sexual assault, or stalking. This requirement may be satisfied by providing the Company with documents such as a police report, court order, or written statement. After receiving your request for a safety accommodation, the Company will work with you to explore potential accommodations. The Company encourages you to suggest specific accommodations that you believe would be effective. However, the Company is not required to make any requested accommodation and may provide an alternative accommodation that can be made without imposing an undue hardship on the Company. The Company will not discriminate or retaliate against employees who are victims of domestic violence, sexual assault, or stalking, or who request an accommodation in accordance with this policy. Benefits Family Care Leave Consistent with the Washington Family Care Act, you may use any paid leave offered by CREA, LLC, consistent with Company policies, to care for: Your child with a health condition that requires supervision or treatment. Your spouse, domestic partner, parent, parent-in-law, or grandparent who has a serious or emergency health condition. For purposes of this policy, child means your biological, adopted, foster, or step child, legal ward, or a person to whom you stand in loco parentis who is:
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