By having all current and future staff sign this pledge, we are committing ourselves and our business to being a safer workspace for everyone.
This company will endeavor to create and sustain a safe workspace in which everyone is treated as a human being with dignity, worthy of respect and human rights. The culture of this brewery should be characterized by trusting in and supporting each other and without demoralizing, oppressing, or exploiting each other.
This company will not tolerate unlawful harassment, bullying, or discrimination of any kind. By upholding this pledge and through education of all staff, this company will seek to prevent, correct, and discipline behavior that violates the terms of this pledge.
All members of this company, in every position, are expected to commit to creating a safe workspace and to take appropriate measures to ensure that demoralizing, oppressive, and exploitative conduct does not occur here.
Appropriate disciplinary action will be taken against any member of this business who violates company policy. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, or termination of employment.
Managers and/or supervisors who knowingly allow or tolerate discrimination, harassment, or retaliation, including the failure to immediately report such misconduct to the ownership, will be subject to disciplinary action.
This company, and myself as a member of this company, in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, pledge to commit to the creation of a safe workspace and define a safe workspace as follows:
A Safe Workspace is Anti-Discrimination
Discriminatory work conditions and discriminatory evaluative standards will not be tolerated in a safe workspace.
Discriminatory treatment is when, in whole or in part, a person’s race, color, national origin, age, religion, ability or disability status, sex, sexual orientation, gender identity or expression, genetic information or marital status is the basis for decision-making regarding employment opportunities and opportunities for advancement.
Every employee in the company should have equal opportunities for professional development and advancement based on merit and work performance.
Discrimination of this kind may also be strictly prohibited by a variety of federal, state and local laws, including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990. This company will comply with the requirements stated in these anti-discrimination laws.
Discrimination in violation of the laws described in this pledge could result in disciplinary measures up to and including termination.
A Safe Workspace is Anti-Harassment
Harassment of any kind, including sexual harassment, will not be tolerated. Harassment is any verbal or physical conduct designed to threaten, intimidate, or coerce an employee, co-worker, any person working for or on behalf of this business, or any guest to this business.
Appropriate and immediate action in response to complaints or knowledge of harassment will be taken. The following examples of harassment are intended to be guidelines and are not exclusive when determining whether harassment has occurred.
Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:
Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether sexual harassment has occurred:
Courteous, respectful, pleasant, noncoercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment.
A Safe Workspace is Anti-Retaliation
No hardship, loss, benefit, or penalty should ever be imposed on an employee in response to:
Lodging a bona fide complaint should never be used against the employee or have a negative impact on the individual's employment status.
A Safe Workspace is Honest
Groundless or malicious complaints are also a form of abuse.
People who file false complaints could be subject to discipline up to and including termination of employment.
A Safe Workspace Holds EVERYONE Accountable
This company supports an empowered workforce. If the ownership violates any of the guidelines of this policy, we believe we should also be held accountable. Please make us aware of any comments we make or actions we take that violate the Safer Workspaces Initiative Pledge. We are open to learning and growing as employers, and we want you to know your voice and opinions matter to us. To submit comments, please reach out to your manager or supervisor in writing. If your complaint is about your manager or supervisor or the ownership, please contact firstname.lastname@example.org using the anonymous staff reporting account email@example.com.
A Safe Workspace Values Confidentiality
All complaints and investigations should be treated confidentially to the extent possible, and information disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the parties involved during an investigation, and the ownership should take adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. All information pertaining to a complaint or investigation should be kept secure.
A Safe Workspace has a Complaint Procedure
We are committed to an environment where every individual feels empowered to report any workplace complaints. An example of how a complaint could be handled is as follows:
a) the severity, frequency and pervasiveness of the conduct;
b) prior complaints made by the complainant;
c) prior complaints made against the respondent; and
d) the quality of the evidence (e.g., firsthand knowledge, credible corroboration).
If the investigation is inconclusive or if it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the ownership may recommend appropriate corrective and/or preventive action.
6. Once a final decision is made by the owner, all parties will meet with the complainant and the respondent separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be executed.
A Safe Workspace is a Healthier, Happier, More Productive Workspace
By moderating our own behaviors in accordance with these guidelines, we understand that we are contributing to the creation of a better work environment, a better culture in the craft beer industry, a better, safer Wilson and a better, safer world.
View the Safer Workspaces Initiative Packet by clicking the button below.