Odell Brewing Co. is working to create spaces that are safe and enjoyable for all race & ethnicities, all ages, all languages, all countries of origin, all religions, all abilities, all LGBTQIA2S+ and all backgrounds and experiences.
We’ve been building community through beer since we were founded in 1989, and we’re committed to the long-term work of fostering a culture of diversity, equity, inclusion and anti-racism in our spaces and in the communities we serve.
We embrace, encourage, and celebrate our co-workers’, customers’ and collaborators’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other backgrounds and expereinces that make our co-workers and customers unique.
Odell’s diversity, equity, inclusion, and anti-racism initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; and the ongoing development of a work and service environment built on the premise of gender and diversity equity.
At Odell, we see diversity, inclusion, equity and anti-racism as connected to our mission and critical to ensuring the well-being of our co-workers, customers and the communities we serve. We’re committed to providing on-going training and resources to all co-workers.
All co-workers and customers of Odell have a responsibility to treat others with courtesy, dignity, and respect at all times through all types of communication. All co-workers are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the worksite, and at all other organization-sponsored and participative events.
Any co-worker found to have exhibited inappropriate conduct or behavior against others may be subject to corrective action up to and including termination. Co-workers who believe they have been subjected to any kind of discrimination or harassment can and should report incidents to their supervisor, any member of leadership, and/or Human Resources. Odell co-workers also have access to an anonymous reporting resource – Red Flag Reporting, monitored and administered by a trusted third-party company.
Customers who believe they have been subjected to any kind of discrimination or harassment, from a co-worker or fellow customer can and should report incidents to a team member in any of our taprooms.
Selected Code of Conduct information below is excerpted from our full Co-Worker Handbook, which is updated regularly in compliance with local, state and federal laws.
ANTI-VIOLENCE AND ANTI-BULLYING
Odell Brewing Company intends to provide a safe environment for all co-workers and customers. Any actions that are determined inappropriate to the workplace, will not be tolerated. Such behaviors may include, but are not limited to, physical and/or verbal intimidating, threatening, or violent conduct, vandalism, sabotage, arson, use of weapons, and bullying. Bullying is repeated mistreatment through verbal abuse, offensive conduct/behaviors and work interference.
Co-workers or customers should directly contact law enforcement and/or emergency services if they believe there is an imminent threat to the safety and health of themselves or others.
PROHIBITED DISCRIMINATION AND HARASSMENT
Odell Brewing Company is committed to providing a work environment that is free of unlawful discrimination and harassment. Actions, words, jokes, or comments based on an individual’s race, creed, age (40 or over), religion, color, sex, national origin, ancestry, genetic information, physical or mental disability, military status, sexual orientation, or any other legally-protected category will not be tolerated. As an example, sexual harassment (both overt and subtle) is a form of co-worker misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.
Harassment because of one’s race, creed, age (40 or over), religion, color, sex, national origin, ancestry, genetic information, physical or mental disability, military status, or sexual orientation, or other protected characteristic is defined as:
Verbal or physical conduct that (1) denigrates or shows hostility or aversion toward an individual because of co worker’s race, creed, national origin, age over 40, religion, color, sex, ancestry, genetic information, sexual orientation or disability of that of the individual’s relative, friends or associates, and (2) has the purpose or effect of creating an offensive work environment, unreasonably interferes with an individual’s work performance, or otherwise adversely affects an individual’s work performance.
The use of information systems (including e-mail or the Internet) for the display or transmission of sexually explicit images, messages, off-color jokes, or anything that may be construed as harassment or showing disrespect for others, is prohibited.
Co-workers who believe they have been subjected to any form of discriminatory or harassing behavior by anyone, including supervisors, co-workers, customers, clients, or visitors, are encouraged to let the other party know clearly, calmly, and without any doubt, that they object.
Co-workers uncomfortable with this approach, or who find that the behavior continues, are urged to bring the matter to the attention of their supervisor, the Human Resources Department, a member of the leadership team, or utilize the Red Flag Reporting tool, so that we may investigate and deal with the problem appropriately. Co-workers can raise concerns and make reports without fear of reprisal. Retaliation in any form, will not be tolerated.
Odell Brewing prohibits retaliation against a co-worker for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or your participation in the investigation, please immediately follow the complaint procedure outlined above. The situation will be investigated.
If Odell Brewing Company determines that a co-worker’s behavior is in violation of this policy, corrective action may be taken, up to and including termination of employment.
The brewery will investigate all complaints and will endeavor to handle these matters quickly in a professional manner so as to protect the parties involved. All members of management are responsible for promoting a working environment free of discrimination or harassment. If a supervisor is advised, or becomes aware, of an alleged incident, the supervisor should immediately report it to the Human Resources Department. If the results of an investigation confirm the offense, appropriate corrective action, up to and including termination may occur.
Examples of Unacceptable Behaviors:
- Belittling, or expressions of bias
- Verbal, physical, or written abuse or assault
- Bullying, intimidation, or victimization
- Inappropriate use of company property or assets
- Failure to comply with company values
- Illegal activity
- Harassment including:
- Offensive comments including those 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 deadnaming (used to intentionally dismiss, deny or reject a person’s gender identity).
- 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.
- 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.
Odell Brewing Company prohibits sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when:
- Submission to such conduct is made explicitly or implicitly a term or condition of employment.
- Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment.
- Such conduct has the purpose or effect of substantially interfering with an Individual’s work performance or creating an intimidating, hostile, or offensive work environment.
All co-workers are expected to conduct themselves in a respectful manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in:
- Written form, such as cartoons, posters, calendars, notes, letters, e-mails.
- Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping or questions about another’s sex life, or repeated unwanted requests for dates.
- Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another’s body.
EQUAL EMPLOYMENT OPPORTUNITY/UNLAWFUL HARASSMENT
Odell Brewing Company is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or co-workers on the basis of age 40 and over, race, sex, color, religion, national origin, disability, military status, genetic information, or any other status protected by applicable state or local law. This prohibition includes unlawful harassment based on any of these protected classes. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. This policy applies to all employees, including managers, supervisors, co-workers, and non-employees such as customers, clients, vendors, consultants, etc.
ADA AND RELIGIOUS ACCOMMODATION
The Company will make reasonable accommodation for qualified individuals with known disabilities unless doing so would result in an undue hardship to the Company or cause a direct threat to health or safety. Odell Brewing Company will make reasonable accommodations for co-workers whose work requirements interfere with a religious belief, unless doing so poses undue hardship on the company. Co-workers needing such accommodation are instructed to contact their supervisor or Human Resources immediately.