A display of symbols, slogans, or items that are associated with hate or intolerance toward any select group. Prohibited harassment includes sexual harassment. The following are some examples of conduct that may constitute sexual harassment: Unwelcome requests for sexual favors; Lewd or derogatory comments or jokes; Comments regarding sexual behavior or another person’s body; Sexual innuendo and other vocal activity such as catcalls or whistles; Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature; Repeated requests for dates after being informed that interest is unwelcome; Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the Company or any government agency; Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and Any unwanted physical touching or assaults, or blocking or impeding movements.
Reporting Discrimination and Harassment
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. 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. Benefits Paid Public Health Emergency Leave During a declared public health emergency, in addition to the paid sick leave provided under the Colorado Paid Sick Leave Policy, CREA, LLC will also provide employees with paid public health emergency leave (supplemental paid sick leave) in accordance with the Colorado Healthy Families and Workplaces Act. For purposes of this policy, public health emergency means: An act of bioterrorism, a pandemic influenza, or an epidemic caused by a novel and highly fatal infectious agent for which 1) an emergency is declared by a federal, state, or local public health agency; or 2) a disaster emergency is declared by the governor; or A highly infectious illness or agent with epidemic or pandemic potential for which a disaster emergency is declared by the governor.
Public health emergency leave may be used for the following reasons:
1. To self-isolate due to either being diagnosed with or having symptoms of a communicable illness that is the cause of a public health emergency; 2. To seek diagnosis, treatment, or care (including preventive care) of such illness; 3. Exclusion from work by a government health official or by your employer due to your exposure to, or symptoms of, such illness; 4. Inability to work due to a health condition that may increase your susceptibility or risk of such illness; or 5. To care for a child or other family member who is in category 1, 2, or 3 above, or whose school, childcare provider, or other care provider is either unavailable, closed, or providing remote instruction due to the public health emergency.
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