Highland Park Brewery understands that victims of harassment are often embarrassed and reluctant to report acts of harassment for fear of being blamed, concern about being retaliated against, or because it is difficult to discuss sexual matters openly with others. However, no employee should have to endure harassing conduct, and Highland Park Brewery therefore encourages employees to promptly report any incidents of harassment so that corrective action may be taken.
Any incidents of harassment, including work-related harassment by any Company personnel or any other person, should be reported to a manager or ownership, who are responsible for investigating harassment complaints. Additionally, Highland Park Brewery has contracted with WeVow, an anonymous tip option for reporting incidents completely confidentially. Highland Park Brewery encourages employees to write down all details of the incidents, including a description of the incident, any attempts to try to stop the harassment, the location, date, presence of any witnesses, and the effect the incident had on the employee’s ability to perform work duties. The employee may also go through the incident verbally with management or ownership, and with the employee’s consent, a contemporaneous written account or audio recording will be made.
Any employee or other person who believes they have been harassed by a coworker, supervisor, manager, agent of the employer or a nonemployee should promptly report the facts of the incident or incidents and the names of the individuals involved to management or ownership. It is the responsibility of each employee, independent contractor, and other person to immediately report any violation or suspected violation of this policy to one or more of the individuals identified above. Failure to do so may, in some circum- stances, result in discipline.The U.S. Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing also accept complaints.
Supervisors should immediately report any alleged incidents of harassment to management or ownership, who will promptly investigate all such claims and take appropriate corrective action, including appropriate options for remedial actions and resolutions, such as possible disciplinary action, when it is warranted. If reporting to management is inappropriate under the circumstances, the report may be made to Robert Kunz. Failure to make a full and complete report will result in disciplinary action, up to and including termination. A complaint will be designated as confidential, to the extent possible, but cannot be kept completely confidential. It will lead to a fair, impartial, thorough, and timely investigation by qualified individuals, documentation and tracking for reasonable progress and timely closure based on the evidence collected.The complaining employee will be provided with a written disposition at the conclusion of the investigation.
Employees should feel free to report claims and participate in any investigation without fear of retaliation of any kind. Employees will not be subject to retaliation for registering a complaint of unlawful harassment, retaliation or discrimination. If you have any questions concerning this policy, please feel free to contact any member of management.