Zero tolerance.

CrestHaus is committed to a workplace free of harassment and discrimination. This policy applies to all Staff, at every assignment and client site, and to interactions with clients, guests, vendors, and coworkers. It is intended to meet or exceed the requirements of New York State and New York City law. Harassment of any kind will not be tolerated.

1. Prohibited Conduct

CrestHaus prohibits harassment based on any protected characteristic, including race, color, religion, national origin, sex, gender, gender identity or expression, sexual orientation, age, disability, pregnancy, marital or familial status, military status, or any other status protected by federal, New York State, or New York City law.

2. Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, physical, or visual conduct of a sexual nature when it affects employment, interferes with work performance, or creates an intimidating, hostile, or offensive environment. Under New York law, harassment need not be "severe or pervasive" to be unlawful. Examples include:

• Unwanted touching, gestures, or invasion of personal space.
• Sexual comments, jokes, slurs, or repeated unwelcome advances or requests for dates.
• Displaying or sharing sexually suggestive images or messages, including by phone.
• Conditioning shifts, hours, or treatment on submission to sexual conduct.

3. Other Harassment

Harassment also includes derogatory remarks, slurs, intimidation, or hostile conduct directed at a person because of a protected characteristic. This conduct is prohibited whether directed at coworkers, clients, guests, or vendors, and whether it occurs in person, by phone, online, or at any work-related setting.

4. How to Report

If you experience or witness harassment, report it as soon as possible. You may report to your on-site lead, but you should also report directly to the CrestHaus office. You may use the Incident Reporting Form or report verbally or in writing. Reports may be made to:

info@cresthausstaffing.com  ·  (332) 239-6529

5. Investigation

• CrestHaus investigates all complaints promptly, thoroughly, and as confidentially as practicable.
• Both the person reporting and the person accused will have an opportunity to be heard.
• CrestHaus will take prompt corrective action where a violation is found, up to and including termination.
• Investigations are documented and the outcome is communicated to the parties as appropriate.

6. No Retaliation

7. Supervisor & Lead Responsibilities

On-site leads and anyone with supervisory responsibility must report any complaint or observed harassment to the office promptly and must not attempt to resolve serious complaints on their own or discourage reporting.

8. Training

CrestHaus provides anti-harassment training to Staff as required by New York State and New York City law, including at onboarding and annually thereafter.

This policy is intended to comply with the New York State and New York City sexual harassment prevention requirements. Because those requirements are detailed and updated periodically, CrestHaus should confirm this policy against the current New York State Model Sexual Harassment Prevention Policy and applicable NYC requirements with counsel, and pair it with a compliant complaint form and annual training.

This document is a business template prepared for CrestHaus Staffing Group. It is not legal advice. Before use, it should be reviewed by a licensed attorney to confirm compliance with current federal, New York State, and New York City law.

RIVIA GROUP LLC d/b/a CrestHaus Staffing Group — 307 West 38th Street, 16th Floor, New York, NY 10018