Grounded roots. Open waters. It’s the philosophy behind every beer we make, but it’s also our guide for the culture we cultivate here at Sloop Brewing Co. (“Sloop”). Sloop is committed to creating a safe, inclusive, and welcoming environment. We remain grounded in the idea that everyone deserves a workplace that makes them feel safe and heard and we welcome conversations that allow us to improve on that culture.
We believe that it is everyone’s responsibility to behave in a way that makes our employees, customers, and guests feel welcome. All employees are expected to have read and to abide by our Sexual Harassment, Discrimination, and Retaliation Prevention Policy. Our policies and expectations regarding non-discrimination, non-harassment, and non-retaliation apply to employees as well as to non-employees. Harassing or discriminatory behavior that violates our policies has no place here at Sloop.
In addition to our policies, we’ve developed an extensive, industry-specific training program provided to all employees once a year and upon hire that outlines specific expectations, reminds employees about our reporting processes, and affirms the importance of preventing harassment and discrimination at Sloop. If you ever have any questions about the policy or the training, you are encouraged to contact HR.
We believe that creating a safe and inclusive environment starts with treating coworkers, vendors, customers, and everyone else we may encounter while working with respect and dignity. This can look like:
- Using inclusive language.
- Respecting people’s pronouns and preferred names.
- Not using gendered, sexually explicit, or racially derogatory terms and phrases.
- Pointing out non-inclusive language when you hear it and being gracious if you are asked to use more inclusive language.
- Helping to cultivate a safe work environment.
- Keeping our workplace free from sexually explicit, racially derogatory, or otherwise offensive material.
- Keeping spaces physically accessible where possible and in accordance with our policies and requirements.
- Pointing out and discouraging discriminatory or otherwise inappropriate behavior if you see it.
- Showing equal respect to all employees, contractors, clients and guests.
- Not engaging in behaviors that could be considered “bullying,” not intimidating, or deliberately making others uncomfortable through actions or words.
- Respecting others’ privacy with regards to their personal lives and choices.
- Not making assumptions about others’ capabilities or roles based on their perceived gender, race, orientation, or appearance.
- Being open to feedback and respecting requests to stop a behavior. If someone lets you know that you are behaving in a way that makes them feel uncomfortable, listen to their feedback and commit to doing better in the future.
Of course, depending on the seriousness of the matter and the severity of the behavior, discipline may be imposed for engaging in conduct that we determine violates our policies, up to and including separation from employment.
Please note that these expectations apply in the workplace as well as at company-sponsored events, off-premise events, and any time you’re interacting with coworkers, vendors, or customers.
Reporting Concerns to Sloop
If you experience or witness any behavior that makes you uncomfortable or that you believe violates our policies, we ask that you report it to us as soon as possible. We can’t address what we don’t know about, so reporting is a huge component of our ability to address concerns and to be able to maintain an inclusive and welcoming space at Sloop. Our reporting processes are outlined in detail in our Harassment, Discrimination, and Retaliation Prevention policy that’s given out upon hire, but here are some of the basics:
- If you’re comfortable, you can directly address the person about concerning behaviors toward yourself or others. You can also ask your supervisor or HR to help facilitate a conversation or to address the matter on your behalf.
- If you experience or witness behavior that makes you uncomfortable, and you do not feel comfortable addressing the person directly, please report it as soon as you can to your supervisor or HR. You might be asked to document the behavior in writing and we ask you to provide us with as much information as possible to help us look into the concern properly.
- HR and management will investigate any concerns that are brought to our attention. This might also include interviews with those involved, reviewing any supporting documents (screenshots, emails, pictures, etc.), and anything else that will help us conduct a thorough investigation.
- Depending on the nature of the complaint and the outcome of the investigation, employees engaging in behavior that we determine violates our policies will be disciplined accordingly. Discipline can include verbal and/or written warnings, suspension, or other discipline, up to and including termination of employment, at Sloop’s discretion.
- Sloop will not tolerate retaliation of any kind against an employee for raising a concern in good faith or for participating in our investigation into a complaint, in accordance with our policies.
We understand that if something seems resolved after you address it, or if something happens just once, you might be hesitant to document or report it. We ask that employees report any instances of inappropriate behavior they experience or witness to HR, no matter how small, and even if you feel you have addressed it yourself. It is important for Sloop to have as much relevant information as possible about a concern and notifying HR about matters (even ones that may not seem significant) allows us to address concerns better as they may build or escalate.
Examples of Unacceptable Behavior
The following is a list of some of the behaviors that we do not tolerate at Sloop Brewing Co. This list is by no means exhaustive. Please refer to the Employee Handbook for more information about the policies and expectations for our employees, and as they may be updated from time to time. We expect employees to abide by the policies that apply to them at all times. If you have any questions about what is expected of you, please feel free to contact HR!
- Violence or threats of violence.
- Illegal or unethical activity and/or activity that presents a conflict of interest.
- Discriminatory or offensive language, including the use of gendered insults, racial slurs, unwelcome comments, etc. This includes verbal, written, and electronic communication.
- Harassing behavior, including unwelcome verbal or written communications or physical contact, assault, etc.
- Deliberate misgendering or misnaming (including deliberately using “dead names”).
- Engaging in any behaviors that risk the health, safety and/or security of our employees, contractors, clients and guests, our property and/or confidential/proprietary information you are privy to as employees of Sloop.
The information in this Code of Conduct is intended to summarize some of the important rules and requirements in how employees conduct themselves. This is intended to supplement, and does NOT replace, Sloop’s policies (including the policies contained in the Employee Handbook or as may otherwise be implemented or issued by Sloop) relating to employee expectations and/or conduct. Please reach out to HR with any questions!