Illinois 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 Illinois 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 receive or listen to communications from the Company where the meeting or communication is to communicate the Company’s opinion about religious or political matters. 2. As a means of inducing you to attend or participate in meetings or receive or listen to 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, or proposals to change public policy, and the decision to join or support any political party or political, civic, community, fraternal, or labor organization. Religious matters means matters relating to religious belief, 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. 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. Communicating information necessary for you to perform your job. Requiring you to attend any training intended to foster a civil and collaborative workplace or reduce or 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. The Illinois Human Rights Act states that employees have the right to be free from unlawful discrimination and sexual harassment. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation because of an individual’s actual or perceived age (40 and older), race (including traits associated with race, which include, but are not limited to, hair texture and protective hairstyles such as 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), reproductive health decisions, family responsibilities, marital status, order of protection status, citizenship status, employment status, arrest or conviction record (unless otherwise authorized by law), credit history, crime victim status, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, unfavorable discharge from military service, work authorization status, or any other status protected by federal, state, or local laws. In addition, if you have a disability or are pregnant, are recovering from childbirth, or have a medical or common condition related to pregnancy that affects your ability to perform your job, you have the right to request one or more reasonable accommodations. A reasonable accommodation means a modification to access to the work site or an adjustment to the work process or work schedule that would enable you to perform your job despite your disability or condition.
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