Equal Opportunity

Cadence OneFive provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, religion, age, disability, genetic information, service in the military, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

Cadence OneFive expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.

Cadence OneFive will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual’s physical or mental disability, sincerely held religious beliefs and practices, and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon Cadence OneFive’s business operations.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the HR manager. The company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. Employees who feel they have been subjected to any such retaliation should bring it to the attention of the HR manager.

Retaliation means adverse conduct taken because an individual reported an actual or a perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to:

(1) Shunning and avoiding an individual who reports harassment, discrimination, or retaliation;

(2) Express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination, or retaliation; or

(3) Denying employment benefits because an applicant or employee reported harassment, discrimination, or retaliation or participated in the reporting and investigation process.

Other examples of retaliation include firing, demotion, denial of promotion, unjustified negative evaluations, increased surveillance, harassment, and assault.

Complaints of discrimination should be filed according to the procedures described in the Harassment and Complaint Procedure.

Americans with Disabilities Act (ADA) and Reasonable Accommodation

Cadence OneFive is committed to the fair and equal employment of individuals with disabilities under the ADA. It is Cadence OneFive’s policy to provide reasonable accommodation to qualified individuals with disabilities unless the accommodation would impose an undue hardship on the company. Cadence OneFive prohibits any harassment of, or discriminatory treatment of, employees or applicants based on a disability or because an employee has requested a reasonable accommodation.

In accordance with the ADA, reasonable accommodations will be provided to qualified individuals with disabilities to enable them to perform the essential functions of their jobs or to enjoy the equal benefits and privileges of employment. An employee or applicant with a disability may request an accommodation from the HR department and should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation, to the extent permitted and in accordance with applicable law. The company then will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation can be made, or if any other possible accommodations are appropriate.. If requested, the employee is responsible for providing medical documentation regarding the disability and possible accommodations. All information obtained concerning the medical condition or history of an applicant or employee will be treated as confidential information, maintained in separate medical files, and disclosed only as permitted by law.

It is the policy of Cadence OneFive to prohibit harassment or discrimination based on disability or because an employee has requested a reasonable accommodation. Cadence OneFive prohibits retaliation against employees for exercising their rights under the ADA or other applicable civil rights laws. Employees should use the procedures described in the Harassment and Complaint Procedure to report any harassment, discrimination, or retaliation they have experienced or witnessed.

Non-Discrimination and Anti-Harassment

Cadence OneFive values its employees and is committed to creating a work environment in which all individuals are treated with respect and dignity and provides a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including unlawful discrimination, harassment and retaliation.  We expect that all relationships among employees, including any co-worker, intern, non-employee such as vendor, applicants, contractor, client and/or any third party involved in any company operations will be business-like and free of improper bias, prejudice, unlawful discrimination, harassment and/or retaliation. 

It is Cadence OneFive’s policy to prohibit any form of unlawful discrimination or harassment based on actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws. Such conduct will not be tolerated by Cadence OneFive.

Unlawful Harassment Prohibited

The company prohibits all types of unlawful harassment based upon a person’s protected status and characteristics as detailed in this policy above or as defined by state and/or local laws. 

“Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, a hostile, or an offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

Harassment (including sexual harassment) can take many forms, including but not limited to the following, when based on the protected characteristics described above: epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or another characteristic protected by state or federal law.

Prohibited unlawful workplace discrimination and harassment can occur as a pattern of behavior, or, in some cases, as a result of a single serious incident.  In either case, it violates Company policy and the Company will not tolerate such behavior. 

Unlawful harassment can occur in one-on-one situation or in a group setting and can involve an employee, vendor, client, contractor, intern, visitor, manager or any other third party that does business with the Company and sexual harassment can also occur in the context of a relationship that was once consensual but has changed so that the behavior is no longer welcome by one person.

We encourage all employees to make a point of paying attention to other’s reactions and stated requests or preferences and to be courteous, professional and respectful to every individual, regardless of any race, religion, nationality, age, sexual orientation, sexual identity or expression or any other protected characteristics as defined by federal and state law and mentioned above.

Sexual-Harassment Prohibited

While all forms of harassment are prohibited, special attention should be paid to sexual harassment. “Sexual harassment” can include all of the above actions (“hostile work environment”), as well as other unwelcome conduct (“quid pro quo”), and is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature whereby:

  • Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions.

  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, a hostile, or an offensive work environment.

Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:

  • Unwanted sexual advances, whether they involve physical touching or not;

  • Sexual epithets; jokes; written or oral references to sexual conduct; gossip regarding one’s sex life; comments about an individual’s body; and comments about an individual’s sexual activity, deficiencies, or prowess;

  • Displaying sexually suggestive objects, pictures, or cartoons;

  • Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments;

  • Inquiries into one’s sexual experiences; and

  • Discussion of one’s sexual activities.

All employees should take special note that retaliation against an individual who has complained about sexual or other harassment and retaliation against individuals for cooperating with an investigation of sexual or other harassment complaints violate Cadence OneFive’s policy.

Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this policy.  Hostile acts towards an employee because of their gender or gender identity can amount to sexual harassment regardless of whether the treatment is motivated by sexual desire.

Reproductive Health Decisions

The Company will not access an employee’s personal information regarding the employee’s or the employee’s dependent’s reproductive health decision making, including but not limited to, the decision to use or access a particular drug, device or medical service without the employee’s prior informed affirmative written consent.  The Company also specifically prohibits discrimination and retaliatory action against an employee with respect to compensation, terms, conditions, or privileges of employment because of or on the basis of the employee’s or dependent’s reproductive health decision making, including, but not limited to, a decision to use or access a particular drug, device or medical service.

Reporting a Complaint of Inappropriate Workplace Conduct, Including Discrimination or Harassment

If you believe you have been subject to or have witnessed unlawful discrimination, including sexual or other forms of unlawful harassment, or other inappropriate conduct, you are requested and encouraged to make a complaint. You may complain directly to your immediate supervisor or department manager, the HR director, or any other member of management with whom you feel comfortable bringing such a complaint, either verbally or in writing. Similarly, if you observe acts of discrimination toward or harassment of another employee, you are requested and encouraged to report this to one of the individuals listed above. To submit a complaint in writing, email the confidential HR inbox.

Investigation of Complaint

All complaints will be investigated by the company promptly, and confidentiality will be protected to the extent possible and will take appropriate remedial measures, as appropriate.

Aside from the company’s internal process, employees may choose to pursue legal remedies with the U.S. Equal Employment Opportunity Commission (EEOC), the New York State Division of Human Rights (DHR), the New York City Commission on Human Rights (NYCCHR) or state or federal courts.  Complaints with DHR may be filed at any time within three years of the discrimination or harassment occurrence.  Each may have a time in which a claim must be filed and some agencies have online portals where you can open a claim. Alternatively, you can file a claim at the local office or your town or city that you live in.

The EEOC has district, area and field offices where complaints can be filed.  Contact the EEOC by calling 1-800-669-4000 (1-800-669-6820 (TTY)), visiting their website at www.eeoc.gov or via email at [email protected].

Contact DHR at (718) 741-8400  or visit www.dhr.ny.gov/complaint for more information about filing a complaint.  You may also call the DHR sexual harassment hotline at 1(800) HARASS3 for more information about filing a sexual harassment complaint. 

For NYCCHR complaints, contact the Law Enforcement Bureau of the NYC Commission on Human Rights, 40 Rector Street, 10th Floor, New York, New York; call 311 or (212) 306-7450; or visit www.nyc.gov/html/cchr/html/home/home.shtml.

No Retaliation

No reprisal, retaliation, or other adverse action will be taken against an employee, former employee or independent contractor for making a good faith complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above. No person covered by this policy shall be subject to adverse action because the employee reports an incident of inappropriate workplace conduct, including unlawful discrimination, harassment (including sexual harassment) and/or retaliation, provides information, or otherwise assists the Company in any investigation of a discrimination, harassment and/or retaliation complaint.  Any employee who retaliates against anyone involved in an investigation under this policy may be subjected to disciplinary action, up to and including termination of employment.