Equal Employment Opportunity Policy
We are an equal opportunity employer. It is our policy to provide equal employment opportunities to all qualified individuals regardless of race, creed, color, religion, sex, sexual orientation, genderidentity or expression, national origin, age, disability, genetic predisposition or carrier status,marital status, domestic abuse status, veteran’s status, military status, or any other basisprohibited by federal, state or local law. We will provide reasonable accommodation toemployees or applicants with a known protected disability or for an employee’s religious beliefs, provided such accommodation does not cause undue hardship to CPG.
If you have any questions or concerns about any type of discrimination in the workplace, we encourage you to bring these issues to the immediate attention of your supervisor or to Sean and Grant. You can raise concerns and make reports without fear of reprisal. Your concerns will beinvestigated, and anyone found to be engaging in any type of unlawful discrimination orharassment will be subject to disciplinary action, up to and including termination of employment.
Policy Against Harassment
CPG is committed to providing a work environment free of unlawful discrimination or harassmentand maintains a strict policy prohibiting its employees from engaging in unlawful discriminatory orharassing conduct based on race, creed, color, religion, sex, sexual orientation, gender identity orexpression, national origin, age, disability, genetic predisposition or carrier status, marital status,domestic abuse status, veteran’s status, military status, or any other basis prohibited by federal,state or local law. Any such discrimination or harassment will not be tolerated and can be a basisfor termination or other appropriate disciplinary action.
Unlawful harassment may include actions, words, pictures, or jokes based on an individual’s sex,sexual orientation, gender identity or expression, race, color, religion, national origin, disability,age, veteran status, or other protected characteristic, which is uninvited and unwelcome, andwhich creates a hostile or oﬀensive work environment which unreasonably interferes with therecipient’s ability to perform his/her job. Unlike other forms of harassment, sexual harassmentmay also involve unwelcome sexual advances, requests for sexual favors, or other conduct of asexual nature that is explicitly or implicitly made a condition of employment or which is used as abasis for an employment decision.
All employees have the right to set the situation right when they have been the victim of unlawfuldiscrimination or harassment. In order to invoke this right, a complaint must be provided by the employee to any one of the following:
The complaint must be ﬁled as soon as possible after the occurrence of any incident theemployee believes is prohibited. The complaint should include the details of the incident(s), thename(s) of the individual(s) involved, and the name(s) of any witness(es).
Once a complaint is received, CPG will undertake an objective investigation of the allegations.The complaint will be kept as confidential as practicable, disclosing it only to the extent necessary to investigate it properly and work out a resolution. This investigation will becompleted and a determination regarding the appropriate action to be taken will be made andcommunicated to the employees involved as soon as possible.
If CPG determines that unlawful discrimination or harassment has occurred, it will take effective remedial action commensurate with the severity of the offense. Remedial action may include counseling, oral or written warnings, suspension or termination of employment. Appropriate action will also be taken to deter any future discrimination, harassment or retaliation against the complaining employee.
CPG will not retaliate against any employee for filing a good faith complaint or for cooperating in the investigation of a complaint and will not permit retaliation by anyone employed by CPG against a complaining or cooperating employee. Any employee found to have committed retaliation will be subject to disciplinary action, up to and including termination. MFF encourages all employees to report any incident of discrimination or harassment forbidden by this policy immediately so that complaints can be quickly and fairly resolved.
This Policy applies to all employees, and no employee is exempt from compliance. It is the responsibility of every employee to maintain fair employment practices at all times and to refrain from unlawful discrimination or harassment.
Other Important Rights & Policies