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      Equal Employment Opportunity

      Policy Overview
      Ideal is firmly committed to preserving and maintaining a work environment that is free of unlawful discrimination and harassment. Unlawful discrimination and harassment will not be tolerated and workers who violate this policy will be subject to discipline, up to and including suspension or termination, as is necessary and appropriate in the circumstances.

      Policy
      This policy applies to all workers employed by Ideal, along with visitors, and clients, third party vendors and contractors when in contact with our workers and/or when in the workplace, which includes anywhere Ideal business is conducted (whether or not on Ideal property) and at any Ideal event.

      Ideal is committed to ensuring that our workers are not subject to unlawful harassment or discrimination in the workplace or in connection with their work for Ideal.

      Ideal believes in respecting the dignity of every worker and expects every worker to show respect for all of our colleagues, clients, vendors, visitors, or contractors. Respectful, professional conduct furthers Ideal’s mission, promotes productivity, minimizes disputes, and enhances our reputation.

      Equal Employment Opportunity Employer
      Ideal is an equal employment opportunity employer. This means that:

      • you are considered for employment based on your qualifications to meet the requirements of the job;
      • you will be treated fairly in all aspects of employment matters, such as recruitment, hiring, terminations, and all conditions or privileges of employment;
      • Ideal will ensure all employment selection procedures are job related and decisions are based on legitimate occupational qualifications without regard to race, color, religion, gender (including pregnancy), national origin or ancestry, age, disability, marital status, family status, sexual orientation, gender identity, gender expression, pardoned criminal conviction, veteran status, uniformed service member status, genetic information, natural or protective hairstyles or hair texture, or other protected characteristic under applicable law;
      • Ideal is committed to ensuring that our workers are not subject to unlawful harassment or discrimination in the workplace or in connection with their work for Ideal; and
      • in accordance with applicable federal, state, and local law, Ideal provides reasonable accommodation to known physical or mental limitations of an otherwise qualified applicant or worker with a disability, or in connection with an applicant or worker’s sincerely held religious beliefs or practices, unless the accommodation would impose an undue hardship.

      Ideal complies with laws prohibiting discrimination against qualified applicants or workers in hiring or in any decision affecting job status or pay, based on race, color, creed, religion, national origin, sex, pregnancy, disability, sexual orientation, gender identity, gender expression, age, genetic information, military or veteran status, natural or protective hairstyles or hair texture, and other applicable protected classes under applicable federal, state or local law. If you feel you are being subjected to unlawful discrimination, please follow the reporting procedure outlined below.

      Reasonable Accommodation
      In accordance with applicable federal, state, and local law, Ideal provides reasonable accommodation to known physical or mental limitations of an otherwise qualified worker with a disability unless the accommodation would impose an undue hardship on the Company. Reasonable accommodation may be, for example, and depending on all the circumstances, modification or adjustment to a job, the work environment, or the way things usually are done that enables a worker with a disability to perform the essential functions of a job, and to enjoy equal benefits and privileges of employment.

      Likewise, in accordance with applicable federal, state, and local law, Ideal provides reasonable accommodation in connection with a worker's sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship on the Company.

      If a worker requests a reasonable accommodation, they should do so in writing. The Company may request documentation confirming the need for the requested accommodation (e.g., a health care provider's statement). All requests for reasonable accommodation should be submitted in writing to Human Resources.

      Light Duty
      Ideal will attempt to return workers to work if there are positions for which a worker is qualified and will work with its clients to determine whether such positions are available at their respective jobsites. Ideal reserves the right to offer workers light duty or modified duty positions that comply with restrictions set by the treating physician. Light duty jobs are adjusted to be less physically strenuous or demanding and may be temporary or permanent, depending on the extent of the worker’s injuries. Light duty work will also be reasonable and consider the worker’s health condition. The Company will provide a written offer detailing the role, hours, wages, and physical demands. A worker may not be forced or required to accept the light duty job, but this may impact the worker’s right to workers’ compensation benefits or compensation. Your compensation may be reduced depending upon the nature of the light duty or modified duty job that you are working.

      Sexual Harassment
      Sexual harassment is against the law. It is the policy of Ideal to abide by all applicable laws that prohibit sexual harassment and to maintain an employment atmosphere free of sexual harassment. Sexual harassment of any worker will not be tolerated.

      “Sexual harassment” can include unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature when:

      (1) submission to such conduct or communication is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct by an individual or communication is used as the basis for employment decisions affecting such individuals; or (3) such conduct, or communication has the purpose or effect of substantially interfering with an individual’s employment.

      Here are some examples of conduct that is inappropriate:

      1. Use of offensive or demeaning terms that have a sexual connotation.
      2. Objectionable physical closeness, behavior, actions, or contact (e.g., kissing, touching).
      3. Unwelcome suggestions regarding, or invitations to, social engagements.
      4. Any indication, express or implied, that a worker’s job security, job assignment, conditions of employment, or opportunities for advancement may depend on the granting of sexual favors.
      5. Any action relating to a worker’s job status which is in fact affected by consideration of the granting or refusal of social or sexual favors.
      6. Creation of an atmosphere of sexual innuendo or intimidation.
      7. Jokes, teasing or remarks of a sexual nature.
      8. Sharing, showing, or sending materials that have sexual content or are of a sexual nature (such as cartoons, articles, pictures, etc.) in any form (e.g., by e-mail, mail, voicemail, Internet or otherwise).

      This list of examples is not exhaustive. Ideal reserves the right to determine whether particular conduct violates this policy or is otherwise inappropriate. All workers are expected to treat their co-workers, supervisors, clients, and others they come into contact with in connection with their work with Ideal with respect at all times. Report an incident using EthicsPoint here.

      Other Unlawful Harassment and Discrimination
      Harassment or discrimination based on anyone’s protected class status is against the law. Ideal also prohibits this type of unlawful discriminatory harassment and/or treatment. This includes words or actions that are offensive to another based on race, color, creed, religion, national origin, sex, pregnancy, disability, sexual orientation, gender identity, gender expression, age, genetic information, military, or veteran status, natural or protective hairstyles or hair texture, or other applicable protected classes under federal, state, or local law. Unlawful harassment or discrimination of any worker will not be tolerated.

      Reporting
      Any worker who feels that they have been subject to, or a witness to, work-related harassment or discrimination, or retaliation (see below), must report their concern to Ideal as soon as possible. Workers may choose one or more of the following avenues to deal with their complaint:

      • Workers may approach another worker directly in a respectful manner to attempt to deal with their concerns one on one.
      • Workers have the right to immediately demand that the person stop the objectionable conduct at once, if comfortable doing so.
      • Workers should bring their complaint to their Ideal supervisor (if the supervisor is not involved in the objectionable conduct) and/or directly to Ideal though App support.
        • Anyone in a management capacity is obligated to report all harassment, discrimination, and retaliation claims to the Human Resources department as soon as possible.
        • Workers may provide their complaint in any form they are comfortable with to their Human Resources representative including verbally, through App support and/or by completing a complaint form which may be obtained from the Human Resources representative.
        • The Human Resources team will assess further and an investigation into the complaint will be conducted.
      • Workers have a right to file a complaint through the Equal Employment Opportunity Commission and/or such other government agencies with authority to investigate such complaints in the state, county, or city in which the worker resides. (Consult applicable deadlines (statute of limitations) for the filing of complaints with government agencies.)

      When reporting a concern about harassment, discrimination, or retaliation, please provide the following information:

      • Details of the incident(s), including who was involved, what was said or done, etc.
      • The date, time, and location of the incident(s)
      • Names of anybody who witnessed the incident(s)

      Report an incident using EthicsPoint here.

      Investigations
      Ideal will respond to complaints made under this policy in a timely manner.

      Ideal will keep any complaint made under this policy as confidential as possible. However, Ideal may need to disclose certain information on a need-to-know basis, including in connection with an investigation into a complaint.

      All workers are expected to cooperate fully with any investigation of a complaint under this policy. Failure to cooperate may result in disciplinary action, up to and including suspension or termination of employment.

      If an investigation of a complaint produces evidence of inappropriate behavior, appropriate corrective action will be taken, including disciplinary action up to and including immediate termination of employment.

      Retaliation Prohibited
      Ideal will not tolerate retaliation or reprisal against any worker for making a good faith complaint or cooperating with an investigation under this policy. If you feel you have been subjected to unlawful retaliation, please promptly follow the reporting procedure outlined above. Report an incident using EthicsPoint here.