<aside> 🚨 Sorry, this one is written in legal jargon because we take this extremely seriously. Most importantly, we believe in following the golden rule - treat others how you want to be treated.
</aside>
It is Filmhub’s (“the Company’s”) policy to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, genetic information, or any other basis protected by local, state, or federal laws. When necessary, the Company also makes reasonable accommodations for: (a) disabled employees; (b) pregnant employees who request an accommodation for pregnancy, childbirth, or related medical conditions; and, (c) religious observances and practices.
This policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, benefits, transfer, disciplinary action, and social and recreational programs. The law prohibits managers, employees and third parties that an employee comes into contact with, from engaging in conduct that is prohibited by law (including, but not limited to, all forms of discrimination, harassment, and retaliation specified in this policy). It is the responsibility of every manager and employee to conscientiously follow this policy. Any employee having any questions regarding this policy should discuss them with Human Resources.
The Company is committed to providing a workplace free of sexual harassment (which includes harassment based on sex, gender, pregnancy, childbirth, or related medical conditions), as well as harassment based on such factors as race, color, religious creed, national origin, ancestry, age, physical disability, mental disability, medical condition, marital status, sexual orientation, gender identity, gender expression, genetic information, family care or medical leave status, military or veteran status, or any other basis protected by federal or state laws. The Company strongly disapproves of and will not tolerate harassment of employees by managers, supervisors, or co-workers. Similarly, the Company will not tolerate harassment by its employees or non-employees with whom the Company employees have a business, service, or professional relationship. The Company also will attempt to protect employees from harassment by non-employees in the workplace whom employees come into contact with during their employment.
Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive or hostile working environment or that interferes with an employee’s work performance. Under California law, such conduct constitutes harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission or rejection of the conduct is used as the basis for an employment decision; or (3) the conduct sufficiently offends, humiliates, distresses, or intrudes upon its victim, so as to disrupt the victim’s emotional tranquility in the workplace, affect the victim’s ability to perform the job as usual (i.e., makes it more difficult to do the job), or otherwise interfere with and undermine the victim’s personal sense of well-being. Under federal law, such conduct constitutes harassment when it (1) results in a tangible job detriment, or (2) is severe or pervasive.
b. Examples of Harassment
Harassing conduct can take many forms and may include, but is not limited to, the following: slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement or otherwise physically interfering with normal work, pictures, drawings, or cartoons, based upon an employee's sex, race, color, national origin, religion, age, physical disability, mental disability, medical condition, ancestry, marital status, sexual orientation, family care or medical leave status, veteran status, or any other basis protected by federal or state laws.
Sexually harassing conduct, in particular, may include the same or similar types of conduct, as well as other unwelcome conduct, such as requests for sexual favors, conversation containing sexual comments, and other unwelcome sexual advances. Sexually harassing conduct can be by a person of either the same or opposite sex.
Under Company policy and the law, employees shall not be subject to retaliation as a result of:
The Company will not tolerate any form of prohibited retaliation.