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Expected Behavior Norms for Employees & Third Parties with Whom we Interact



Our CoC applies to all employees, vendors, and customers while on company property, on company time, and at company-sponsored events. Some interactions may not rise to the level of harassment, but still communicate bias, perpetuate stereotypes, or emphasize stereotypes. These issues can be just as problematic because they create awkwardness or may make an employee feel uncomfortable at work. 


Situations in the scope of our CoC include: employees interacting with each other, employees interacting with managers, employees interacting with customers, customers interacting with each other, and employees interacting with vendors.



Nod Hill Brewery values the right of all employees, customers, managers, and owners to a safe and inclusive workplace, where everyone’s unique contributions are valued on a non-discriminatory basis. We commit to diversity, equity and inclusion in both our workforce and the environment of our taproom.



We are dedicated to providing a harassment-free experience for everyone, regardless of gender, sexual orientation, disability, physical appearance, body size, race, or religion. We do not tolerate harassment of employees, customers, or vendors in any form. 



The following behaviors are unacceptable and will not be tolerated at Nod Hill Brewery:

• Belittling, or subtle expressions of bias

• Verbal, physical, or written abuse or assault

• Bullying, intimidation, or victimization

• Discrimination

• Inappropriate use of company property or assets

• Failure to comply with company values

• Illegal activity

• 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.

° Unwelcome comments regarding a person’s lifestyle choices and practices, including those related to food, health, parenting, drugs, and employment. 

° Deliberate misgendering or use of ‘dead’ or rejected names.

° Gratuitous or off-topic sexual images or behavior in spaces where they’re not appropriate.

° 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.

° Harassing photography or recording, including logging online activity for harassment purposes

 ° Sustained disruption of discussion. 

° Unwelcome sexual attention. 

° 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.

° Publication of non-harassing private communication



It’s unrealistic to expect that people will not develop relationships at work, sometimes even intimate relationships. But these can also create specific issues at work. Power dynamics, especially in boss/subordinate relationships, can have significant impacts on the work environment. An intimate relationship with power dynamics involved blurs the lines of consensuality. Creating the appearance of favoritism can also create a negative impact. Nod Hill Brewery has chosen to enact a “one-shot” rule where an employee can ask out another employee once. If an employee says no, the other party is not allowed to ask again. 



If you are approached as having (consciously or otherwise) acted in a way that might make your teammates feel unwelcome, listen with an open mind and avoid becoming defensive. Remember that if someone offers you feedback, it likely took a great deal of courage for them to do so. The best way to respect that courage is to acknowledge your mistake, apologize, and move on — with a renewed commitment to do better. That said, repeated or severe violations of this code can and will be addressed by our leadership, and can lead to disciplinary actions, including termination. 



Violations to our CoC can be submitted, anonymously if preferred, to our team which handles these issues with sensitively and great consideration.  The team designated for this is varied to meet the many comfort levels of those in need. We have consistently and openly communicated this with our staff. We are also working towards having a third-party app where violations can be reported.

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