Equal Opportunity & Workplace Policies

Equal Employment Opportunity Policy

CGN News is an equal opportunity employer. We are committed to providing a newsroom, workplace, and professional environment free from unlawful discrimination, harassment, and retaliation, and to ensuring equal employment opportunity for all applicants and employees.

This policy applies to all terms, conditions, and privileges of employment, including but not limited to recruitment, hiring, assignment, promotion, transfer, compensation, benefits, training, discipline, and termination.

1. Policy Statement

CGN News strictly prohibits discrimination or harassment against applicants, employees, or any individual based on:

• Race
• Color
• Religion
• Sex, including pregnancy, childbirth, or related medical conditions
• Sexual orientation
• Gender identity or expression
• National origin
• Age
• Disability, physical or mental
• Genetic information
• Veteran or military status
• Citizenship or immigration status
• Any other characteristic protected under federal, state, or local law

This policy extends to conduct occurring in CGN News offices, remote work settings, newsroom operations, bureau activity, reporting assignments, company-sponsored events, and other work-related settings.

2. Anti-Harassment Policy

CGN News prohibits all forms of unlawful harassment, including sexual harassment, whether by supervisors, coworkers, contributors, vendors, sources, guests, or others who interact with CGN News personnel in a work-related setting.

Harassment includes verbal, physical, visual, written, digital, or online conduct that creates an intimidating, hostile, or offensive work environment or interferes with an individual’s work performance.

Examples include, but are not limited to:

• Unwelcome sexual advances or propositions;
• Inappropriate physical contact;
• Derogatory comments, slurs, or epithets;
• Offensive jokes, displays, images, messages, or digital communications;
• Retaliation against individuals who report harassment or participate in investigations.

3. Reasonable Accommodation

CGN News provides reasonable accommodations to qualified applicants and employees with disabilities, as required by the Americans with Disabilities Act and applicable state or local law.

CGN News also accommodates sincerely held religious beliefs, observances, and practices unless doing so would impose an undue hardship.

Employees or applicants in need of accommodation should contact Human Resources at CGN News.

4. Reporting and Complaint Procedures

Any applicant or employee who believes they have experienced or witnessed discrimination, harassment, or retaliation should report the conduct immediately to Human Resources at CGN News.

Reports may be made verbally or in writing. CGN News will promptly review complaints in a confidential and impartial manner to the extent possible, consistent with a thorough review.

Retaliation is strictly prohibited. CGN News will not tolerate retaliation against any individual who in good faith reports discrimination or harassment or participates in a review or investigation.

5. Enforcement and Corrective Action

Violations of this policy may result in appropriate corrective action, up to and including termination of employment, consistent with applicable laws.

6. Applicable Law

This policy is intended to comply with applicable federal laws, including but not limited to:

• Title VII of the Civil Rights Act of 1964;
• Americans with Disabilities Act;
• Age Discrimination in Employment Act;
• Genetic Information Nondiscrimination Act;
• Uniformed Services Employment and Reemployment Rights Act;
• Equal Pay Act;
• Vietnam Era Veterans’ Readjustment Assistance Act, where applicable;
• Rehabilitation Act, where applicable.

It also complies with relevant state and local equal employment opportunity and anti-discrimination laws.

7. Policy Distribution

This Equal Employment Opportunity Policy is made available on the CGN News website and may be included in employee materials, onboarding materials, newsroom policies, and internal company documentation.

Veteran-Owned Business & Veteran Employment Policy

1. Policy Statement

CGN News is a veteran-owned business operated by Cook Services Company, LLC. CGN News recognizes the value, judgment, leadership, public-service commitment, and discipline that veterans bring to the workplace.

It is the policy of CGN News to provide equal employment opportunity to all qualified persons, including veterans, and to take appropriate steps to ensure applicants and employees are treated fairly without regard to military or veteran status.

CGN News is committed to recruiting, hiring, training, supporting, and promoting qualified veterans and service members consistent with applicable law.

2. Covered Veteran Categories

For purposes of this policy, veteran means an individual who served on active duty in the ground, air, naval, or space service of the United States and who was discharged or released therefrom under conditions other than dishonorable.

This policy recognizes protected veteran categories used in federal law and related regulations, including:

3. Equal Employment Opportunity for Veterans

CGN News prohibits discrimination against any applicant or employee because of military or veteran status.

Employment decisions are based on merit, qualifications, experience, newsroom needs, business needs, and applicable law.

This policy applies to:

• Recruitment;
• Hiring;
• Onboarding;
• Assignments;
• Compensation and benefits;
• Training and development;
• Promotion opportunities;
• Discipline;
• Termination;
• Any other terms and conditions of employment.

No applicant or employee will be subject to harassment, intimidation, retaliation, or adverse treatment based on military or veteran status.

4. Veteran Outreach

CGN News may support veteran employment and professional opportunity through:

• Veteran-focused recruiting and outreach;
• Consideration of military leadership, public affairs, communications, logistics, intelligence, technical, security, and operational experience;
• Support for qualified veterans transitioning into journalism, media, technology, business, administration, and newsroom operations;
• Reasonable accommodation for veterans with disabilities where required by law.

5. Confidentiality

Information provided by applicants or employees regarding veteran status will be maintained confidentially and used only for legitimate business, employment, reporting, accommodation, or compliance purposes.

6. Questions and Reporting

Questions regarding this policy, or concerns about potential violations, may be directed to Human Resources at CGN News.

Employees may also contact the U.S. Department of Labor, Office of Federal Contract Compliance Programs, or the U.S. Equal Employment Opportunity Commission for additional information about veteran rights and protections.

Workplace Safety / OSHA Policy

1. General Safety Policy

CGN News is committed to providing a safe, healthy, and professional work environment for employees.

CGN News complies with applicable federal, state, and local workplace safety and health laws, including the Occupational Safety and Health Act where applicable.

Employees are expected to:

• Work safely and follow health and safety rules;
• Report unsafe conditions promptly;
• Use equipment responsibly;
• Participate in safety training when required;
• Follow newsroom, office, travel, event, and field-reporting safety procedures;
• Cooperate with Human Resources and CGN News management regarding workplace safety matters.

2. Newsroom, Office, Remote Work, and Field Safety

CGN News work may include office work, remote work, live coverage, field reporting, travel, events, interviews, photography, video production, weather coverage, public meetings, courts, government buildings, demonstrations, emergency scenes, sports venues, airports, and other reporting environments.

Employees are expected to use reasonable judgment and follow safety instructions when covering events or working in public or field settings.

Safety considerations may include:

• Weather conditions;
• Transportation and travel safety;
• Crowd conditions;
• Law enforcement or emergency scenes;
• Electrical, camera, lighting, audio, and production equipment;
• Ergonomic workstation setup;
• Emergency evacuation procedures;
• Security or access-control rules at public and private venues;
• Avoiding unnecessary risk while gathering news.

3. Hazard and Incident Reporting

Any workplace injury, illness, accident, near miss, unsafe condition, or credible safety concern should be reported promptly to Human Resources or CGN News management.

Prompt reporting helps ensure appropriate review, medical attention when needed, corrective action, and compliance with applicable law.

4. Medical Treatment and Workers’ Compensation

Where required by law, CGN News maintains workers’ compensation coverage for eligible employees.

In the event of a workplace injury, CGN News will coordinate reporting, documentation, and authorized medical treatment consistent with applicable law.

Employees are expected to cooperate with medical providers, claims administrators, and company safety procedures.

5. Right to Raise Safety Concerns

Employees have the right to raise workplace safety concerns without retaliation.

Where an employee reasonably believes work presents an imminent danger to health or safety, the employee should notify Human Resources or CGN News management promptly, remain available for safe alternative work when appropriate, and cooperate in any safety review.

6. Drug-Free and Weapon-Free Workplace

CGN News maintains a drug-free and weapon-free workplace consistent with applicable federal, state, and local law.

The use, possession, distribution, or sale of illegal drugs, controlled substances, unauthorized weapons, or other prohibited items while working, on company property, or during company business is prohibited.

7. Enforcement

Failure to follow safety rules and procedures may result in corrective action, up to and including termination of employment, consistent with applicable law.

Alcohol & Drug-Free Workplace Policy

Purpose

CGN News is committed to a safe, healthy, professional, and productive workplace. This policy sets expectations regarding alcohol, drugs, controlled substances, impairment, testing circumstances where lawful, confidentiality, and consequences for violations.

1. Scope and Definitions

This policy applies to all applicants and employees of CGN News and Cook Services Company, LLC while on company property, during work time, while performing company business, while operating company equipment, while representing CGN News, or while participating in company-sponsored activities.

For purposes of this policy, “drugs” include:

• Marijuana or cannabis in any form or route of administration, whether recreational or medical, where prohibited by company policy or applicable law;
• Hemp-derived intoxicating cannabinoids, including delta-8 THC, delta-10 THC, HHC, THCP, and similar compounds;
• Controlled substances under federal or state law when used, possessed, or present in the body inconsistent with a valid prescription or in a manner that may impair work;
• Misused prescription or over-the-counter medications, including medications taken in excess of prescribed doses or for non-medical purposes.

Alcohol use, possession, sale, distribution, or being under the influence during work time, on company property, while performing company business, or while operating company equipment is prohibited, except at authorized company events with prior approval and responsible conduct.

Impairment includes presenting signs of impairment or having a confirmed positive test result for alcohol or drugs as defined in this policy, where testing is lawful and applicable.

2. Prohibited Conduct

The following conduct is prohibited:

• Possession, use, sale, purchase, distribution, manufacture, or being under the influence of alcohol or drugs during work time, on company property, while performing company business, or while operating company equipment;
• Reporting to work impaired or unfit for duty;
• Refusing a lawful required test;
• Adulterating or substituting a specimen;
• Failing to cooperate in a lawful testing or review process;
• Misusing legally prescribed or over-the-counter medications that could impair safe or professional performance;
• Operating vehicles, camera equipment, production equipment, or other work-related tools while impaired.

3. Prescription and Over-the-Counter Medications

Employees must use medications only as prescribed or directed and should consult a medical provider or pharmacist about possible side effects that may impair work.

If a medication may impair safe or professional performance, employees should promptly notify Human Resources at CGN News to discuss temporary adjustments, reassignment, or other appropriate measures.

Employees should not disclose medical diagnoses unless legally required. Fitness-for-duty information may be requested where appropriate and lawful.

4. Testing Circumstances

Where permitted by law, CGN News may require testing in the following situations:

• Pre-employment, where applicable and lawful;
• Reasonable suspicion, based on specific, contemporaneous observations such as appearance, behavior, speech, odors, unsafe conduct, or other objective facts;
• Post-accident or incident, where impairment may have contributed to a workplace accident, injury, near miss, or safety event;
• Return-to-duty or follow-up, where applicable under a lawful agreement or safety review;
• Safety-sensitive duties, where lawful and appropriate.

Testing methods may include urine, saliva, breath, blood, hair, or other lawful methods administered by a qualified collector or laboratory. A Medical Review Officer may verify positive results and review lawful prescription explanations where applicable.

5. Results, Refusals, and Consequences

A verified positive test, refusal to test, adulteration, substitution, obstruction of the testing process, or other violation of this policy may result in corrective action, including withdrawal of an employment offer, removal from duty, suspension, discipline, termination, or ineligibility for future employment, consistent with applicable law.

6. Assistance and Resources

CGN News encourages employees to seek help for substance-use concerns before performance, safety, or professional conduct is affected.

Where available, employees may use company resources, health resources, community programs, or employee assistance resources on a voluntary basis.

Seeking assistance does not excuse policy violations or prevent appropriate action where workplace safety, performance, or conduct has already been affected.

7. Searches

Where permitted by law, CGN News may conduct reasonable searches of company work areas, equipment, lockers, vehicles on company property, personal items brought onto company property, or other areas when there is reasonable suspicion of a violation.

Refusal to cooperate in a lawful search may result in corrective action.

8. Confidentiality and Records

Testing records and related information will be maintained confidentially and disclosed only to those with a legitimate business need or as required by law.

9. State and Federal Law; Accommodation

Nothing in this policy permits on-duty use, possession, impairment, or unsafe conduct involving illegal drugs or controlled substances.

CGN News will consider reasonable accommodations for disabilities consistent with applicable law. However, accommodation does not require permitting on-duty use, possession, impairment, or unsafe performance.

10. Policy Administration

Questions about this policy should be directed to Human Resources at CGN News.

CGN News may revise this policy at any time, consistent with applicable law.

Reporting Concerns

Any applicant or employee who has questions about these policies or believes they have experienced discrimination, harassment, retaliation, unsafe working conditions, workplace impairment concerns, or other policy violations may contact Human Resources at CGN News.

Reports may be submitted by email to:

legal@cgnnews.net

CGN News prohibits retaliation against any individual who makes a good-faith report, participates in a review, requests accommodation, raises a workplace safety concern, or exercises rights protected by law.

Contact Information