CODE OF CONDUCT
BLIND LADY + PANAMA 66 ARE DEDICATED TO FOSTERING, CULTIVATING AND MAINTAINING A CULTURE OF DIVERSITY, EQUITY, INCLUSION, AND ANTI-RACISM
Our restaurant group, which includes Panama 66, Blind Lady Ale House and BLAH Draft Beer, is thoroughly committed to treating everyone with respect, dignity and compassion. We are dedicated to providing a safe working environment. This means acting in a responsible, ethical and professional manner at all times and this goes for absolutely everyone—for ourselves and other leaders of this organization, but also includes all of our Employees and Teammates. Additionally we uphold these same standards when dealing with our customers, vendors and the members of our community.
Because what we do and say, the way we behave and the way we treat each other, our products, our customers, and our community, matters.
Our VALUES are the basis for how we conduct ourselves and our work:
We are continually in pursuance of the highest standards of our work, of our food, of our drink, and of our relationships with one another.
We want to actively contribute to the quality of life of our community, from our Teammates to our Customers to our Neighbors.
We want to source from reputable, family-owned places, make food and drink with an eye towards less environmental harm, more environmental good.
We have a Zero Tolerance Policy that prohibits harassment or discrimination on the basis of sex, race, color, religion, national origin, age, ancestry, physical or mental disability, medical condition, genetic information, marital status, gender, gender identity, gender expression, sexual oritentation, military or veteran status, or any other protected characteristic.
We fully recognize that the only way we can achieve these goals is by doing so together. We are all partners in this pursuit. Our values, company and relationships are all stronger when every person has a voice and is encouraged to contribute. It is our duty to encourage and promote that contribution.
Equity, diversity, inclusion, and anti-racism are an on-going, active process that requires continuous commitment.
So let’s go over that COMMITMENT. We are committed to the following:
Having respectful communication and cooperation between all employees and customers.
Allowing and encouraging teamwork and participation that permits the representation of all group perspectives.
Supporting a work/life balance through flexible work schedules to accommodate employees’ varying needs.
Creating spaces that are safe and welcoming for all people.
Being aware of our own biases against people who are different from us, and to hold ourselves accountable for our actions and words, even if it is uncomfortable.
Providing on-going training and resources to all employees.
Exploring potential underlying, unquestioned assumptions that interfere with inclusiveness.
Engaging in respectful dialogue and language that is responsible and sensitive to the opinions of others and free of discriminatory and racist remarks, in and outside of the workplace.
Acknowledging and dismantling inequities within our policies, systems, programs, and services, and continually updating and reporting organization progress.
Intentionally and consistently act to address societal inequity and injustice in the broader community.
We see diversity, inclusion, equity and anti-racism as connected to our mission and critical to ensuring the well-being of our employees, customers and the communities we serve.
All employees and customers of our establishments have a responsibility to treat others with courtesy, dignity, and respect at all times through all types of communication. All employees are expected to exhibit conduct that reflects inclusion during work, and at work functions on or off the worksite.
Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action up to and including termination.
These policies apply to all members of our team, from owners, to supervisors, managers, co-workers and non-supervisory employees.
This also extends to harassment of or by vendors, independent contractors and others who do business with our business. If a vendor, customer, or other independent contractor harasses, bullies or makes one of our Teammates uncomfortable, we also expect that employee to speak up and we will investigate and resolve the issues in the same manner we would if it were a fellow employee. In other words, tell us, we have your back.
Additionally, our policies prohibit unlawful harassment of any form including verbal, visual or physical harassment and prohibits retaliation of any kind against individuals who file complaints in good faith or who assist in a company investigation.
Violations of these policies will result in corrective action up to and including termination and, if necessary, a reporting to government authorities.
Let’s define Harassment.
Harassment includes (but is not limited to) verbal, physical and/or visual conduct that creates an intimidating, offensive or hostile work environment or that interferes with an employee's work performance. Such conduct constitutes harassment when—
Submission to the conduct is made either an explicit or implicit condition of employment
Submission or rejection of the conduct is used as a basis for an employment decision
The harassment interferes with an employee's work performance or creates an intimidating, hostile or offensive work environment
Harassing conduct can take many forms and may include but is not limited to: slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement, pictures, drawings, cartoons, based upon an exmployee’s gender or gender identification, race, color, national origin, religion, age, physical or mental disability, medical condition, anscentry, marital status, sexual orientation, family care or medical leave status, veteran status, or any other basis that is proetected by fedeal or state laws. Sexual harassment can include any of these aformentioned prohibited actions but also other unwelcome conducts such as requests for sexual favors, conversations containing sexual comments, sexual coercian and sexual advances. Sexual harassment it should be noted can be made by a person of the same or another gender.
Bullying and other abusive conduct is also vehemently prohibited. This consists of conduct in the workplace that occurs with malice or any other inappropriate intent that is hostile or offensive and unrelated to our company’s legitimate business interests. For example, the following are prohibited:
Repeated infliction of verbal abuse, such as the use of derogatory remarks, insults and epithets.
Verbal or physical conduct that is threatening, intimidating or humiliating.
The gratuitous sabotage or undermining of a person’s work performance.
Unless it is especially severe and egregious, a single isolated act will not be considered “abusive conduct.”
Also important to understand: this policy is not intended to alter the at-will policies that also exist. The mistreatment or insensitive treatment of others in the workplace may result in disciplinary action up to and possibly including termination even if it doesn’t rise to the level of bullying or abusive conduct.
Reporting and Investigating Such Conduct
We understand that victims of harassment are often embarrassed or reluctant to report acts of harassment for fear of being blamed or retaliated against. However we strongly believe that no employee should have to suffer harassment or abuse at their place of work and so we vigorously encourage all our employees to promptly report any instances of harassment so we may take immediate corrective steps.
Any incidents of harassment should be reported to a manager or owner. We encourage our employees to write down any and all details of the incident, location, date and the effect. Additionally any employee can come to an owner or manager and verbally tell us all of the aforementioned information. But it is imperative that all employees who believe they have been harassed, or any employees who believe they have witnessed harassment, promptly report this to a Manager or Owner. It is the responsibility of the employees to immediately report these things. Failure to do so may result in discipline.
The California Department of Fair Employment and Housing also accepts complaints.
Supervisors MUST immediately report any alleged incidents of harassment to Owners, who pledge to always promptly investigate all such claims and take appropriate action, including appropriate options for resolutions. Failure to make a full and complete report will result in disciplinary action up to and including termination. A complaint will be designated confidential to the extent possible, but may not be able to be kept completely confidential. It will always lead to a fair, impartial, thorough and timely investigation by qualified individuals and will be documented and tracked for progress and closure. The employee who puts forth any claim will be provided with a written overview at the conclusion of any investigation. Employees should feel free to report the claim and participate in any investigation without fear of retaliation. If you have any questions about these policies, as always, do not hesitate to reach out to a Manager or Owner.
Wanna tell us something? Email us at CofC@blindladyalehouse.com