Code of conduct
Code of Conduct/Values
Zero Gravity is committed to fostering a safe and comfortable work environment that encourages open communication, collaboration, understanding, creativity, and support. In addition to the sexual harassment and anti discrimination policies clearly outlined below, all employees are expected to adhere to these company values to the fullest extent, and any behavior outlined in this document will not be tolerated. This applies to interactions both on and off duty.
Some interactions may not rise to the level of harassment, but still communicate bias and perpetuate or emphasize stereotypes. Aside from the formal complaint procedures, if you are approached as having (consciously or otherwise) acted in a way that made your teammates feel uncomfortable, unwelcome, or disrespected, it is expected that you will receive that feedback with an open mind and avoid becoming defensive. It is important to listen to your teammates, hear their perspectives, acknowledge your mistakes, apologize, and move forward with the intention to do better. That said, repeated or severe violations of this code can and will be addressed by leadership, and can lead to disciplinary actions, including termination.
Honoring the expectations, procedures, and values outlined in this document is required of all Zero Gravity employees. Our collective work as a team is not only to do our jobs, but to ensure that our work environment and culture (both on and off the clock) is inclusive and encouraging of all people and that each team member is appreciated and valued for their contributions.
Sexual Harassment Policy
Sexual harassment in the workplace is unlawful and is prohibited by Zero Gravity Craft Brewery. This policy covers all employees. The Company will not tolerate, condone or allow sexual harassment, whether engaged in by fellow employees, supervisors, associates, customers or other non-employees who conduct business with the Company.
Sexual harassment is defined as a form of sex discrimination and means unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: (i) submission to that conduct is explicitly or implicitly a term or condition of employment; (ii) submission to or rejection of such conduct by an individual is used as a component of the basis for employment decisions affecting the individual; or (iii) the conduct creates an intimidating, hostile or offensive work environment, or has the purpose or effect of substantially interfering with an individual’s work performance.
Examples of sexual harassment include, but are not limited to the following, when such acts or behavior come within one of the above definitions:
● Either explicitly or implicitly conditioning any term of employment (e.g. continued employment, wages, evaluation, advancement, assigned duties or shifts) on the provision of sexual favors
● Derogatory or provoking remarks or harassing behavior about or relating to an employee's sex, sexual orientation, gender, or gender identity
● Continuing to ask an employee to socialize or have one on one communication on or off-duty when that person has indicated they are not interested
● Referring to or calling a person a sexualized name if it is known or should be known that the person does not welcome such behavior
● Physical or simulated contact with a sexual part of an employee's body or physical or simulated contact any part of an employee's body without consent or after that person has indicated, or it is known, that such physical contact is unwelcome
● Displaying or transmitting sexually suggestive pictures, objects, cartoons, or posters, or telling sexual jokes if it is known or should be known that the behavior is unwelcome
● A pattern of inappropriate social contact, such as requesting/assuming inappropriate levels of intimacy with others
● Off-duty conduct which falls within the above definition and affects the work environment.
ZG prohibits retaliation against any employee because the employee has complained, may complain, or is about to make a complaint of unlawful harassment or discrimination, including sexual harassment. ZG also prohibits retaliation against any employee because the employee has cooperated, may cooperate, or is about to cooperate in an investigation of harassment or discrimination, including sexual harassment.
Employees who have complaints of sexual harassment or retaliation should (and are encouraged to) report such complaints to their supervisor as soon as possible. If this person is the cause of the offending conduct, the employee may report this matter directly to the Human Resources Manager, Lisa Matanle (802) 310-5893, 716 Pine Street Burlington, VT 05401. Reasonable steps will be taken by ZG to promptly investigate the complaint. Confidentiality of reports and investigations of sexual harassment will be maintained to the greatest extent possible, except as may be reasonably be necessary to successfully complete an investigation. ZG is committed as well as required by law to take action if it learns of potential sexual harassment, even if the aggrieved employee does not wish to formally file a complaint. Failure by a supervisor to appropriately report or address such complaints or suspected acts of sexual harassment shall be considered to be in violation of this policy. Any manager, supervisor, or employee who, after appropriate investigation, is found to have violated this policy will be subject to disciplinary action, up to and including immediate termination of employment.
Employees are encouraged to file their complaints through ZG’s internal complaint procedure, but an employee is not required to do so before contacting any of the following state or federal agencies:
● Vermont Attorney General's Office, Civil Rights Unit, 109 State Street, Montpelier, VT 05609, tel: (802) 828-3171 (voice/TDD).
● Equal Employment Opportunity Commission, John F. Kennedy Federal Building, 475 Government Center, Boston, MA 02203, tel: 1-800-669-4000 (voice), 1-800-669-6820 (TTY).
A copy of this policy is provided to all employees upon hire and upon request from the HR Manager.
Equal Opportunity Employment & Anti-Discrimination Policy:
Zero Gravity Craft Brewery is an equal opportunity employer and complies with all applicable federal and state fair employment practices laws. We prohibit and do not tolerate discrimination against applicants or employees on the basis of race, color, ethnicity, religion, ancestry, national origin, sex, gender, sexual orientation, gender identity, pregnancy, place of birth, age, veteran or uniformed/military service status, disability, physical or mental condition, neuro(a)typicality, genetic information, citizenship status, physical appearance, body size, or any other characteristic protected under applicable federal or state law (“Protected Categories”).
Employment opportunities will be provided on a non-discriminatory basis and employment decisions such as hiring, promotions, training, wages, discipline, benefits, and all other privileges, terms and conditions of employment will be made only for legitimate business reasons based upon qualifications and other non-discriminatory factors.
All employees must comply with applicable regulations and laws regarding non-discrimination and equal employment opportunity. Management personnel will be expected to understand their responsibilities under this policy.
The Company also prohibits and does not tolerate unlawful harassment, whether engaged in by fellow employees, supervisors, associates, customers or other non-employees who conduct business with the Company. Such harassment can include, but is not limited to:
● Harassment that is verbal (e.g., epithets or derogatory statements, comments or jokes), physical (e.g., assault), or visual (e.g., derogatory posters, cartoons, or gestures)
● 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
● 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
● 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
● 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
● Off-duty conduct which falls within the above definition and affects the work environment
If you believe you have witnessed or been a victim of discrimination or harassment in violation of this policy, you are encouraged to promptly report it to your supervisor or, if you feel it would be inappropriate or ineffective to do so, to the Human Resources Manager, Lisa Matanle (802) 310-5893, 716 Pine Street Burlington, VT 05401. Any supervisor or manager who receives a complaint of discrimination or harassment on the basis of a Protected Category, or who has reason to suspect such discrimination or harassment is occurring, must notify the the Human Resources Manager immediately. The Company prohibits retaliation against any employee for good faith reporting of incidents believed to violate this policy or for cooperating in a related investigation. Any employee found to have violated this policy will be subject to discipline, up to and including termination of employment.