Great Notion Brewing Code of Conduct

Types of Harassment

SEXUAL HARASSMENT constitutes discrimination and is illegal under federal, state and local laws.  It includes many forms of offensive behavior and includes harassment of a person of the same sex as the harasser.  Depending on the circumstances, the following behaviors may constitute sexual harassment: unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail, text messages, instant messages and social media); and other physical, verbal or visual conduct of a sexual nature.  

Unwelcome sexual advances, requests for sexual favors, and any other verbal, written, or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

HARASSMENT ON THE BASIS OF ANY OTHER PROTECTED CHARACTERISTIC also is strictly prohibited under federal, state and local laws.  Verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of their race, color, national origin, religion, age, disability, citizenship status, marital status, gender identity, sexual orientation, or any other characteristic protected by law constitutes harassment when such conduct:  (1) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities.    

Reporting Discrimination or Harassment

If you have questions or concerns about the discrimination or harassment procedure, you are encouraged to bring these issues to the attention of your manager.

Reports of harassment or discrimination should be directed to 1) your manager or the 2) leadership team including owners or 3) our HR Consultant when you are unable to report to your manager. Reports can be made via email, phone call, or in person.

If you believe you have been the victim of harassment or discrimination, or know of another employee who has, you should report it immediately.  Employees can raise concerns and make reports without fear of reprisal.  Employees are not subject to discipline or retaliation of any kind for reporting a legitimate good-faith complaint of discrimination or harassment, or honestly assisting in the investigation of such a complaint.

All reports of misconduct, including unlawful harassment, is to be documented by the person(s) receiving the report. Employees are encouraged to document as well. Documentation will be retained for a period of five (5) years.

Complaint and Investigation Procedures

Any employee, including those in a supervisory role, who becomes aware of possible discrimination, harassment, retaliation, workplace safety or other important employment issues must promptly take steps to ensure the appropriate Company representative(s) is advised of the issue.  This is to ensure that potentially harmful, illegal or otherwise improper conduct is corrected immediately.  

Every effort will be made to provide confidentiality; however even when an employee shares information but asks for no action to be taken, a manager must seek additional information from the appropriate Company representative(s) before agreeing not to take action.    

All employees of Great Notion Brewing are expected to follow this policy, avoiding any type of harassment or retribution towards others who report concerns.  We encourage employees to report incidents and/or violations of this policy and to cooperate in the investigation of such matters.  

Investigations

Employee complaints will be investigated promptly, and appropriate steps taken to resolve valid concerns of discrimination, harassment, retaliation, workplace safety or other important employment issues without fear of retribution.  During the investigation, Great Notion Brewing will maintain confidentiality to the degree possible, consistent with the Company’s need to thoroughly investigate the incident and issue appropriate corrective action.  Employees found to be engaging in unlawful discrimination, harassment or retribution will be subject to disciplinary action, up to and including termination of employment.  

Additional OWFA Key Points

  • Great Notion Brewing may not require or coerce an employee to enter into non-disclosure or non-disparagement agreements. However, employees may voluntarily enter into such agreement and seven (7) days to revoke the agreement after signing.

​Restrictions on Non-Disclosure and Related Provisions: Terminology

  • Non-disclosure (confidentiality) agreement: Any agreement by which one or more parties agree not to discuss or disclose information regarding any complain of work-related harassment, discrimination, or sexual assault.
  • Non-disparagement agreement: Any agreement by which one or more parties agree not to discredit or make negative or disparaging written or oral statements about any other party of the company.
  • No-rehire provision: Any agreement that prohibits an employee from seeking reemployment with the company and allows a company to not rehire that individual in the future.
  • Employees have a five (5) year period from the alleged conduct in which to file a claim of sexual harassment, sexual assault, prohibited discrimination, or violations of the law on certain terms in employment agreements.
  • Employees reporting misconduct will be provided with a copy of this policy.
  • Notice of this policy can be accessed at all times in the handbook and common areas.