We are all human beings with dignity, worthy of respect and human rights.

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.

• Verbal harassment includes comments that are offensive or unwelcome regarding a  person's national origin, race, color, religion, age, sex, sexual orientation, pregnancy, appearance, disability, gender identity or expression, marital status or other protected status, including epithets,  slurs and negative stereotyping.
• Nonverbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion, or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status or other protected status.
• Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under this company’s  anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as "unwelcome sexual  advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when, submission to or rejection of such conduct is used as the basis for employment decisions, or such conduct has the  purpose or effect of creating an intimidating, hostile or offensive  working environment."

Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:

• Is made explicitly or implicitly a term or condition of  employment.
• Is  used as a basis for an employment decision.
• Unreasonably  interferes with an employee's work performance or creates an intimidating, hostile or otherwise offensive environment.

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:

• Verbal sexual harassment includes innuendoes,  suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks and threats; requests for any type of sexual favor (this includes  repeated, unwelcome requests for dates); and verbal abuse or "kidding" that is oriented toward a prohibitive form of harassment, including that which is sexual in nature.
• Nonverbal  sexual harassment includes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons  that are sexually suggestive or show hostility toward an individual or  group because of sex; suggestive or insulting sounds; leering; staring;   whistling; obscene gestures; content in letters, notes, facsimiles,  e-mails, photos, text messages, tweets and Internet postings; or other forms of communication that are sexual in nature and offensive.
• Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling, and forced sexual intercourse or assault.

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:

• Filing or responding to a bona fide complaint of  discrimination or harassment.
• Appearing as a witness in the investigation of a complaint.
• Serving  as an investigator of a complaint.

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 casitabrewingco@gmail.com using the anonymous staff reporting account casitaanonymousreporting@gmail.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:

1. Complaints should be submitted as soon as possible  after an incident has occurred, preferably in writing.
2. The  ownership should initiate an investigation to determine whether there is a  reasonable basis for believing that the alleged violation has occurred.
3. If necessary, the complainant and the respondent should be separated during  the course of the investigation, either through internal transfer or  administrative leave.
4. During  the investigation, the ownership, together with legal counsel or other management employees, should interview the complainant, the respondent and  any witnesses to determine whether the alleged conduct occurred.
5. Upon conclusion of an investigation, the owner or other person conducting the investigation should submit a written report of his or her findings to the  company. If it is determined that a violation of this policy has occurred, the ownership will recommend appropriate disciplinary action. The appropriate action will depend on the following factors:

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.