Code of Conduct

Inclusion/Safety Statement: 

We at Manantler Brewing Company would like to welcome you to our space. We open our space to all people regardless of age, ability, appearance, creed, gender, race, religion, sexual orientation or anything else that makes you, you. There is no space for abuse, bullying, discrimination, harassment, or any kind of hate. If any of these or other forms occur, please bring it to the attention of our staff and we will not hesitate to deal with it by removing the person(s) from the premises to ensure your safety in our space.

CODE OF CONDUCT:

Table of Contents

  1. Manantler’s Values
  2. Harassment
  3. Sexual Harassment
  4. Discrimination
  5. Relationships between Employees
  6. Technology use
  7. Expectations of company culture and behaviour
  8. Unacceptable Behaviours
  9. Reporting Complaints
  10. Disciplinary Action

 

1.Values

 Manantler Craft Brewing Co.’s core values are as follows:

 Community – Manantler prides itself on being a pillar of their community and providing a place of belonging for all. Being involved and supporting local artists, musicians and businesses is an integral part of what Manantler Brewery stands for. We strive to contribute and promote a positive beer culture at all times.

 Innovation – Manantler works hard to continuously challenge themselves to release creative and innovative brews. We love to collaborate with other breweries and organizations to continue to push the envelope with our beer creations.

 Quality – Quality is a focus of all steps in our process, from brewing to production to packaging and service.

 Inclusive – Manantler is committed to being an inclusive, diverse and equitable employer. 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. 

 

  1. Harassment

 Harassment is unwelcome conduct (physical, verbal or non-verbal) based on an individual’s protected status that creates an environment that is intimidating, hostile, or abusive, or a situation where enduring such conduct is a condition of employment. Harassment can be one severe incident or a series of less severe incidents. In addition, harassment can range from extreme forms such as violence, threats, or physical touching to less obvious actions like ridiculing, teasing, or jokes. Sexual harassment is addressed separately below. Other types of harassment may include the following types of conduct: 

  • derogatory or insensitive jokes, pranks, or comments
  • slurs
  • nonverbal behavior such as staring, leering, or gestures
  • ridiculing or demeaning comments
  • innuendos or veiled threats
  • offensive comments about appearance, or other personal or physical characteristics, such as comments on someone’s physical disability or religious attire
  • unnecessary or unwanted bodily contact such as blocking normal movement, or physically interfering with the work of another individual 

This list of examples is not exhaustive, and there may be other behaviors that constitute unacceptable harassment under the policy. All employees have an obligation to comply with this policy and if you observe or become aware of conduct that might violate this policy, you should immediately report it. Manantler may consider conduct to be a violation of this policy even if it falls short of unlawful harassment under applicable law.

  1. Sexual Harassment

Sexual harassment is unwelcome conduct (physical, verbal or non-verbal) of a sexual nature and includes, but is not limited to, conduct such as the following: 

  • making unwanted sexual advances and requests for sexual favors
  • making unwanted sexual advances and requests for sexual favors where submission to such conduct is made an explicit or implicit term or condition of employment
  • submission to or rejection of advances is used as the basis for employment decisions affecting an individual (sometimes these are referred to as a “quid pro quo” form of sexual harassment)
  • unwanted conduct that has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment, even if it does not lead to tangible or economic job consequences (sometimes these are referred to as a “hostile work environment” form of sexual harassment)
  • unwanted comments about appearance, or other personal or physical characteristics, such as sexually charged comments, words, signs, jokes, pranks, intimidation, or physical violence that is of a sexual nature or directed at an individual because of that individual’s sex
  • unwanted verbal or physical advances, sexually explicit derogatory statements, or sexually discriminatory remarks made by someone that are offensive or objectionable to the recipient, that cause the recipient discomfort or humiliation, and/or that interfere with the recipient’s job performance
  • unnecessary or unwanted bodily contact such as groping or massaging
  • threats or demands that a person submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment-related benefits in return for sexual favors

 Sexual harassment can happen regardless of the gender, gender identity, orientation or gender expression of the individuals involved, and can, for example, occur between same-sex individuals as well as between opposite-sex individuals. It does not require that the harassment conduct be motivated by sexual desire. In some instances, sexual harassment may not only be a violation of company policy but also is a form of workplace discrimination and is against the law. When determining whether conduct constitutes harassment or sexual harassment, we consider whether a reasonable person could conclude that the conduct created an intimidating, hostile, or offensive workplace environment. “I didn’t mean it,” “it was just a joke” and/or “I was drinking” are not excuses for engaging in inappropriate conduct. Manantler staff are held to the same standards of conduct regardless of impairment by alcohol or controlled substances. 

  1. Discrimination

In keeping with the Human Rights Code, Manantler prohibits discrimination in any form – verbal, physical or visual – on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability. 

  1. Relationships between Employees

Certain relationships within Manantler staff may compromise or be seen to compromise your ability to perform your job responsibilities, may create uncomfortable or conflicted positions, and may raise issues of fairness, favoritism, or harassment. Therefore, be mindful of how your relationships with other staff members could impact or be perceived by others. Romantic, or physical relationships are not permitted between two staff members where one individual is in a position to exercise authority or supervision over the other. 

  1. Technology use

Staff who have access to a Manantler email account will use said account only for business purposes and will remain professional and kind in their correspondence. 

Front of house staff should only access their personal cell phones during their shift if there are no customers in the tasting room or in case of an emergency. Cell phone use should be minimal while working.  

  1. Expectations of Company Culture and Behaviour

At Manantler, we expect all employees to treat all staff and all patrons with kindness. We strive to facilitate an enjoyable experience for all through quality product and exemplary service. We are an inclusive establishment and have a zero tolerance for discrimination and harassment of any kind. When anyone visits Manantler we want them to feel comfortable and like they belong. 

  1. Unacceptable Behaviours

Other behaviours that will not be tolerated at Manantler Craft Brewing Co. include, but are not limited to:

  • 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. 
  1. Reporting Complaints

All Manantler staff have an obligation to comply with this policy and are expected to foster a workplace culture that is free of harassment, discrimination, abusive conduct and retaliation. If you observe or become aware of such improper conduct that might violate this policy, you should immediately report it. This includes any behavior that you observe or become aware of involving an employee, vendor or customer. 

Staff can report a complaint directly to Matt Allott, or anonymously through email to matt@tiltedglass.ca

Manantler prohibits retaliation against any staff member who reports or participates in an investigation of a possible violation of our Code, policies, or the law.

If the complaint is against ownership, Manantler Brewery will hire a third party HR company to investigate the complaint and determine reasonable action. 

  1. Disciplinary Actions 

After a complaint is made, we will gather information about the issue — to do that, we’ll need to talk with you and others such as any individual(s) against whom the concerns are being raised, as well as people who may have witnessed the events at issue related to your concern, had similar experiences or who may have relevant information.

Once we have gathered the information needed, we will reasonably conclude what is believed to have happened and whether any policies were violated. If it’s decided that corrective action is appropriate, this could include but is not limited to: coaching, training, a verbal warning, a written warning, impact to performance ratings, impact to compensation, demotion, suspension, or termination of employment. If the complaint is against ownership, Manantler Brewery will hire a third party company to investigate the complaint and determine reasonable action.