Privacy Policy
Effective Date: June 5th 2026
Cosmo Street Editorial “We”/”The Company” respects your privacy and is committed to protecting any information related to visitors of our website.
1. INFORMATION WE COLLECT
The Site is intended primarily as an informational and portfolio website.
We do not intentionally collect personal information from visitors through the Site.
However, certain technical information may be collected automatically by our website hosting provider or internet infrastructure providers, such as:
• IP address
• Browser type
• Device information
• Server log information
• Date and time of access
Such information is generally used for security, maintenance, and operational purposes.
2. COOKIES AND TRACKING TECHNOLOGIES
The Company does not use advertising cookies, marketing pixels, behavioral tracking technologies, or analytics platforms to track visitor activity.
However, certain essential technical cookies may be utilized by our hosting provider or website platform for security, functionality, or performance purposes.
3. HOW INFORMATION IS USED
Any technical information collected may be used solely to:
• Maintain website security
• Diagnose technical issues
• Protect against unauthorized access
• Operate and maintain the Site
4. INFORMATION SHARING
We do not sell, rent, or trade personal information.
Information may be disclosed if required by law, court order, or governmental authority.
5. THIRD-PARTY WEBSITES
The Site may contain links to third-party websites. We are not responsible for the privacy practices of those websites.
6 .DATA SECURITY
We take reasonable measures to protect the Site and associated systems. However, no internet transmission or electronic storage method can be guaranteed to be completely secure.
7. CHILDREN'S PRIVACY
The Site is not directed toward children under the age of 13, and we do not knowingly collect personal information from children.
8. YOUR PRIVACY RIGHTS
Depending on your jurisdiction, you may have certain rights regarding information associated with you, including rights of access, correction, or deletion where applicable by law.
9. CHANGES TO THIS POLICY
We may update this Privacy Policy from time to time. Changes will be posted on this page with an updated Effective Date.
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HARRASMENT PREVENTION
It is Company policy that all employees enjoy a happy, healthy, and safe work environment that is free from discrimination,
harassment, and retaliation. This policy requires that you and your colleagues treat each other and every individual with whom you are in contact during your employment with courtesy and respect.
Cosmo Street Editorial will not tolerate harassment of its employees, whether committed by a fellow employee, a member of
management, or a visitor to our workplace, such as a vendor, customer, or client. Due to the company’s commitment to creating a
positive working environment for its employees, all employees undergo anti-harassment training. All employees are responsible forensuring that the workplace is free from harassment, especially when such conduct is based upon an individual’s gender, race,
age, religion, national origin, ancestry, disability, or other protected categories. This includes sexual harassment, gender
harassment, and harassment due to pregnancy, childbirth, or related medical conditions. Other harassment includes harassment
due to physical or mental disability, marital status, age, sexual orientation, veteran, current, or future military status, protected
medical leaves, domestic violence victim status, political affiliation, off-duty and off-premises use of cannabis, or any other basis
protected by federal, state, or local law, ordinance, or regulation, including statuses referenced in the EEO section of the
handbook. All employees will be subject to disciplinary action for any act of harassment they commit, up to and including
termination from employment.
Harassment is defined as verbal, visual, or physical conduct that belittles, demeans, or shows hostility or aversion toward an
individual for reasons including, but not limited to his/her gender, race, religion, color, national origin, age, sexual preference, or
disability, or that of his/her relatives, friends, or associates, and that:
Has the purpose or effect of creating an intimidating, hostile, humiliating or otherwise offensive work environment.
• Has the purpose or effect of unreasonably interfering with an individual’s work performance.
• Otherwise adversely affects an individual’s employment opportunities.
Examples of prohibited unlawful harassment include, but are not limited to, any of the following when they relate to any of the
protected characteristics listed above:
• Verbal conduct such as derogatory jokes, comments, or slurs.
• Visual conduct, such as derogatory and/or sexually oriented posters, photography, cartoons, drawings, or gestures.
• Physical conduct, such as unwanted touching, blocking normal movement, interfering with work, or assault.
• Unwanted sexual advances or invitations, threats or demands to submit to sexual requests as a condition of continued
employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors.
• Retaliation for having reported or threatened to report harassment.
• Communication via electronic media of any type that includes any conduct that is prohibited by state and/or federal law or by
company policy.
If you believe you have been the subject of harassment or if you have knowledge of harassment of a co-worker, you should let the
other person know that their behavior is unwelcome. You may try to resolve the problem with the other person or persons.
Otherwise, bring it to the attention of your supervisor as soon as possible after the incident. If for any reason you do not feel
comfortable discussing the matter with your supervisor, contact Human Resources or any member of management whom you feel comfortable approaching. Please provide all known details of the incident or incidents, names of individuals involved and names of any witnesses. It would be best to communicate your complaint in writing, but this is not mandatory. All reports will be promptlyinvestigated as confidentially as possible so that the complaint can be quickly and fairly resolved. Based upon the findings of the investigation, the Company will take prompt and appropriate action to remedy any violations of this policy. Offenses by vendors, clients, or customers will be handled through the offender and his or her company, if appropriate.
No employee who brings a good faith report of harassment to the attention of the Company will suffer retaliation or other adverseemployment action as a consequence. Any employee, including managers or supervisors, who is found to have retaliated againstan employee who reported a violation of this policy in good faith will be subject to discipline up to and including termination from employment. It is important for employees to report incidents of harassment, because without your assistance, violations could go undetected and unremedied.
You are encouraged to use the company’s procedure as outlined below for reporting any incidents of harassment so that
complaints can be quickly and fairly resolved. However, you should also be aware that the Federal Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing, and other state fair employment agencies investigate and prosecute complaints of prohibited harassment, discrimination, and retaliation in employment. If you think you have beenharassed or that you have been retaliated against for making a complaint, you may file a complaint with the appropriate agency. The nearest office can be found by visiting the agency websites at www.dfeh.ca.gov and www.eeoc.gov.
Anti-Retaliation
The Company will not retaliate against you for filing a complaint or participating in any workplace investigation and will not tolerate or permit retaliation by management, employees, or co-workers.
Complaint Process
When the Company receives allegations of misconduct, it will immediately undertake a fair, timely, thorough and objective
investigation of the allegations in accordance with all legal requirements.
The Company will reach reasonable conclusions based
on the evidence collected. The Company will maintain confidentiality to the extent possible. However, the Company cannot promise complete confidentiality.
The employer's duty to investigate and take corrective action may require the disclosure of information to individuals with a need to know.
Complaints will be:
• Responded to in a timely manner.
• Kept confidential to the extent possible.
• Investigated impartially by qualified personnel in a timely manner.
• Documented and tracked for reasonable progress.
• Given appropriate options for remedial action and resolution.
• Closed in a timely manner.
If the Company determines that harassment, discrimination, retaliation, or other prohibited conduct has occurred; appropriate and effective corrective and remedial action will be taken in accordance with the circumstances involved. The Company also will take appropriate action to deter future misconduct. Any employee determined by the Company to be responsible for harassment, discrimination, retaliation, or other prohibited conduct will be subject to appropriate disciplinary action, up to, and including termination. Employees should also know that if they engage in unlawful harassment, they can be held personally liable for the misconduct.
In addition to our internal complaint procedure, employees may also contact either the Equal Employment Opportunity
Commission (EEOC), the California Civil Rights Department (CRD) or the agency in their state that handles reports of unlawful
harassment. You must file a complaint with the CRD within three years of the alleged unlawful action. The EEOC and the CRD
serve as neutral factfinders and will attempt to assist the parties to voluntarily resolve their disputes. For more information, contact the Office of Human Resources or the nearest EEOC or CRD office.
Filing of Complaints Outside Company
You may file formal complaints of discrimination, harassment, or retaliation with the agencies listed below. Contact these agencies directly for more information about filing processes.
California Civil Rights Department
651 Bannon Street, Suite 200
Sacramento, CA 95811
Voice: 800-884-1684
TTY: 800-700-2320
California Relay Service: 711
Email: contact.center@calcivilrights.ca.gov
Main website: https://www.calcivilrights.ca.gov
Online sexual harassment training courses: https://www.calcivilrights.ca.gov/shpt/
U.S. Equal Employment Opportunity Commission
450 Golden Gate Avenue 5 West
P.O. Box 36025
San Francisco, CA 94102-3661
Phone: 800-669-4000
Fax: 415-522-3415
TTY: 800-669-6820
ASL Video Phone: 844-234-5122
https://www.eeoc.gov/field-office/sanfrancisco/location
CONTACT
If you have questions regarding this Privacy Policy, please contact:
Cosmo Street Editorial
