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Information about working conditions, employee benefits and some of the practices affecting your employment with Crisis Collections Management.

Crisis Collections Management

Harassment

The law does not permit, nor will we tolerate, harassment of employees by other employees, or by our clients or vendors. Likewise, we will not tolerate harassment of a client or vendor by any employee of Crisis Collections Management, LLC.

This includes harassment because of race, sex, religious creed, color, national origin, ancestry, disability or medical condition, age, or any other basis protected by federal, state or local law, ordinance or regulation. Such conduct by an employee could result in corrective action up to, and including termination of employment.

Employees should also be aware that they may be held personally liable for monetary damages if they are found guilty of harassment.

While it is not easy to define precisely what harassment is, it includes any physical, verbal and visual conduct that creates an intimidating, offensive, or hostile environment which interferes with work performance. Such conduct constitutes harassment when:

1) Submission to the conduct is made either an implicit or explicit condition of employment;
2) Submission to or rejection of the conduct is used as a basis for an employment decision; or,
3) The harassment interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.

The following are some examples of conduct that may be considered harassment. This list is provided as a sample of inappropriate workplace conduct, but is by no means all-inclusive.

a) Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments;
b) Visual conduct such as derogatory and/or racially/sexually-oriented cartoons, clothing, drawings, posters, photographs or gestures;
c) Transmitting sexually suggestive, derogatory or offensive materials via company computers (e.g., E-mail) or accessing such information on the Internet while at work;
d) Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work because of sex, race or any other protected basis;
e) Threats and demands to submit to sexual requests as a condition of continued employment or receipt of products/services, or to avoid some other loss, and offers of employment benefits or extra services in return for sexual favors; and,
f) Retaliation for having reported or threatened to report harassment.

Such behavior is unacceptable in the workplace itself and in other work-related settings such as business trips and social events with co-workers (whether or not the social event is sponsored by Crisis Collections Management, LLC). Such conduct by clients or visitors to Crisis Collections Management, LLC also will not be tolerated.

If you feel that you are a victim of harassment, or observe harassment of another employee or customer, immediately tell the person displaying offensive behavior to stop. He or she may not be aware that his or her conduct is unwelcome or offensive. We encourage employees to address harassment directly when it occurs. However, this is not required. Also, immediately report any incident of harassment to E.C.Kaufer or Cynthia Kaufer, even if you have discussed it directly with the individual(s) involved. Please provide the following information when reporting harassment.

1) Date(s), time(s), and location(s) of the incident/incidences that took place;
2) Description of each incident: e.g., was any physical contact made?, what was said and/or done?, etc.;
3) Name(s) of anyone present during each incident; and,
4) Anyone with whom you’ve discussed the incident/incidences.

All complaints of harassment will be investigated and the results of the investigation will be reported to the complaining party. Investigation of a harassment complaint may include, but is not limited to, interviewing the complaining and accused parties as well as other employees and/or patients necessary to obtain sufficient information upon which to make an assessment of the situation. While we will make every effort to be sensitive to privacy issues, in the course of an investigation we will discuss relevant information with appropriate parties on a need-to-know basis.

Retaliation and/or discrimination against an employee who complains of harassment is strictly prohibited and will not be tolerated.

We are committed to investigating and correcting any form of harassment taking place at Crisis Collections Management, LLC. We are committed to addressing these issues within our organization, and we believe we can effectively address such matters internally when employees advise us of a problem in this area. Accordingly, we need your cooperation in immediately reporting conduct, which you feel, may be a form of harassment.