Other Harassment
Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward an individual because of the individual’s membership in a protected class. Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment: The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories; Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, or elsewhere on our premises, in emails or voicemails, or otherwise circulated in the workplace; and A display of symbols, slogans, or items that are associated with hate or intolerance toward any select group.
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. The Company prohibits retaliation against 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. Benefits Adoption Leave Upon written request, CREA, LLC will grant reasonable personal leave of up to six weeks upon your adoption of a child under the age of 10. This does not apply to an adoption by a fictive kin, stepparent, stepsibling, blood relative, including a relative of half-blood, first cousin, aunt, uncle, nephew, niece, and a person of a preceding generation as denoted by prefixes of grand, great, or great-great, or a foster parent who adopts a foster child who is already in their care. Leave under this policy is unpaid. However, please reference CREA’s Paid Parental, Maternity and Adoption Leave Policy for a partially paid leave option; it is located on CREA’s Employee Handbook – Core (Section 3.8). Where they overlap, leave taken under this policy will run concurrently with leave taken under the federal Family and Medical Leave Act (FMLA). The Company will not retaliate against employees who request or take leave in accordance with this policy. Court Attendance Leave CREA, LLC will permit employees to take time off work for a required appearance in court or an administrative tribunal or hearing, provided advance notice of the need for leave is given. For leave under this policy, notify your manager and provide a copy of the court or administrative certificate regarding your required appearance.
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