At EMBC it’s always been about Community, Camaraderie, and Craft. We make beer and other handcrafted goods. Why? To bring people together. No matter our craft, our work is about fostering connection with our team, customers, and partners.
HARASSMENT AND DISCRIMINATION POLICY
In the interest of creating an open and welcoming environment, we pledge to make participation in our community a harassment- and discrimination-free experience for everyone, regardless of age, body size, disability, ethnicity, gender identity and expression, level of experience, nationality, personal appearance, race, religion, or sexual identity and orientation, and all other demographics protected by city, state and federal law. This policy applies to all employees while on duty, whether on or off Company property, and always while on Company property.
We expect all employees, customers and vendors to:
- Use welcoming and inclusive language.
- Be respectful of differing viewpoints and experiences and address conflicts in a positive and constructive manner.
- Refer to people by their preferred pronouns and use gender-neutral pronouns when uncertain.
- Speak out without fear of retaliation when the actions of others violate this Code of Conduct or the rights of any individuals or groups.
- Commit to, and value diversity, fairness and equal employment opportunities.
- Discrimination: unfairly treating a person or group of people differently from other people based on personal characteristic or status (ex. purposefully treating someone less favourably based on a personal characteristic).
- Harassment: any unwelcome and inappropriate verbal or physical conduct, gestures, actions, or coercive behavior, where the behavior is known or reasonably ought to be recognized as unwanted or unwelcome (ex. unwanted conduct towards an individual).
- Belittling, or subtle expressions of bias.
- Verbal, physical, or written abuse or assault.
- Bullying, intimidation, or victimization.
- Illegal activity.
- Trolling, insulting/derogatory comments, public or private harassment.
- Not being respectful to reasonable communication boundaries, such as ‘leave me alone,’ ‘go away,’ or ‘I’m not discussing this with you.’
- The usage of sexualized language and unwelcome sexual attention or advances.
- Other conduct which you know could reasonably be considered inappropriate in a professional setting.
- Harassment including:
- Offensive comments related to gender, gender identity and expression, sexual orientation, disability, mental illness, neuro(a)typicality, physical appearance, body size, age, race, or religion.
- Deliberate misgendering or use of “deadname” or rejected names.
- Gratuitous or off-topic sexual behavior in inappropriate spaces.
- Physical contact and simulated physical contact (eg, textual descriptions like “*hug*” or “*backrub*”) without consent or after a request to stop.
- Threats of violence.
- Incitement of violence towards any individual, including encouraging a person to commit suicide or to engage in self-harm.
- Deliberate intimidation.
- Stalking or following.
- Unwelcome sexual attention.
- A pattern of inappropriate social contact, such as requesting/assuming inappropriate levels of intimacy with others.
- Continued one-on-one communication after requests to cease.
- Deliberate “outing” of any aspect of a person’s identity without their consent except as necessary to protect vulnerable people from intentional abuse.
If you are an employee of EMBC and are being harassed by a coworker, customer, or vendor please report the harassment using one of the following methods:
- Report the incident to your direct supervisor, the HR department, or any member of senior leadership.
- Use our anonymous complaint form.
If customers violate the Code of Conduct, EMBC staff reserve the right to refuse service and ask customer/s to leave the property. If you are a customer or vendor being harassed by a member of EMBC or another customer or vendor, notice that someone else is being harassed, or have any other concerns, please contact us at email@example.com.
All claims will be investigated as confidentially as possible and appropriate corrective action taken, up to and including termination if warranted. Every employee is obligated to cooperate in an investigation, and understand it is a violation of company policy to retaliate against or penalize the employee asserting a valid claim.
** This is a working document and will continue to be refined over the course of 2021 **