ScorePlay is committed to complying with all federal, state, and local equal employment laws. To that end, the company is dedicated to maintaining a work environment that is free from harassment and discrimination based on the following protected classes: age, race (including traits historically associated with race, which include, but are not limited to, hair texture and protective hairstyles such as braids, locks, and twists), creed, color, national origin (including ancestry), religion, gender or sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), disability, reproductive health decision-making (including, but not limited to, the decision to use or access a particular drug, device, or medical service), marital status, partnership status, caregiver status, domestic violence victim status, familial status, military status, unemployment status, credit history, salary history, citizenship or immigration status, genetic information (including genetic characteristics), or any other protected status under federal, state, or local laws. The company is dedicated to the fulfilment of this policy with respect to all aspects of employment, including, but not limited to, recruiting, hiring, placement, transfer, training, promotion, compensation, termination, and all other terms, conditions, and privileges of employment.
The company will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The company will take appropriate corrective action, if and where warranted. The company prohibits retaliation against team members who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.
We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your line manager, HR, or any other designated member of management.
ScorePlay has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's membership in a protected class. All forms of harassment of, or by, team members, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.
The company is committed to maintaining a workplace free from sexual harassment, which is unlawful and subjects the company to liability. The company prohibits any form of sexual harassment, and all employees are required to work in a manner that prevents sexual harassment.
For additional information on sexual harassment, including how to file a claim, see the Sexual Harassment Policy.
Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward an individual because of the individual's membership in a protected class.
Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:
If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify Chloe Mahtani or any member of management.
The company prohibits retaliation against team members who provide information about, complain about, or assist in the investigation of any complaint of harassment or discrimination.
The company will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, the company will retain the confidentiality of those who report suspected or alleged violations of the harassment policy.
Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped.