Code Of Conduct


Almanac Beer Co is an environment that is welcoming to all.  We treat each other and everyone we interact with professionally and politely, with dignity and respect. 

We do not tolerate discrimination, harassment, bullying, or retaliation of any kind. These behaviors can take many forms—including—but not limited to: unwelcome, offensive, or derogatory words; gestures; jokes; pranks; teasing; pictures; photos; recordings; materials; postings; oglings; stalking; intimidation; physical contact; advances; propositions; threats; or violence. Unacceptable behavior is generally defined as any unwelcome or unwanted conduct that does any of the following:

  • Causes a negative impact or disruption to the workplace or business
  • Negatively impacts employee morale
  • Creates or contributes to a hostile work environment

This Code of Conduct applies to employees, contractors, vendors and customers. Behavior that appears to meet these definitions of inappropriate workplace behavior must be reported, and will be promptly and thoroughly investigated. Any verified violations of this Code will be addressed with immediate and appropriate corrective action. Corrective measures may include but are not limited to verbal warnings, written warnings, final warnings, suspensions and termination.

If you feel that you are being harassed by a customer, coworker, or vendor, or observe harassment in the workplace or while representing Almanac, please say something. We encourage you to promptly talk to your manager (or utilize an alternate method of communication outlined below) so we can be proactive in addressing inappropriate behavior head on. There are a variety of ways for staff to report incidents, and we encourage you to use whatever format you are most comfortable with. You can slack or email a manager; talk to a manager in person; or report incidents via Spot, our new third party & anonymous reporting tool. Almanac will thoroughly investigate all complaints. Please note that  filing groundless or malicious complaints is an abuse of this Code and will be treated as misconduct.



  • Notify your manager or one of the following persons verbally or in writing (ie, slack, email):
    • Your manager or senior leader
    • HR, Cindy Le,
    • CEO, Damian Fagan,
  • Use our reporting tool, Spot. Employees can submit an incident report via Spot on your phone or computer.
    • All reports are received by a specific leader of your choosing.
    • All reports CAN be submitted anonymously
    • In Spot, you can:
      • Give quick feedback/flag an issue
      • Raise an issue/document inappropriate behavior or concerns
      • Report COVID-19 concerns
      • Whistleblow for ethical/illegal activities at Almanac

While incidents can be reported anonymously, it is always helpful if you can provide your name and contact information, so we may contact you directly about the incident reported and gather basic information from you around the incident(s) and identify potential witnesses. Please keep in mind that if you submit your incident anonymously, it may be difficult or even impossible to thoroughly investigate or address the reported behavior. 

If a supervisor or manager becomes aware that harassment or discrimination is occurring—either from personal observation or as a result of an employee’s coming forward—the supervisor or manager MUST immediately report it to HR (Cindy Le) or the CEO (Damian Fagan).


Making a valid complaint will in no way be used against an employee or have an adverse impact on someone’s employment status. During the complaint process, the confidentiality of the information received, the privacy of the individuals involved, and the wishes of the complaining person will be protected to as great a degree as is possible. However, interests in confidentiality will be considered in the context of our legal obligation to act on the charge and the right of the charged party to obtain information. Also, any notes or documents written by or received by the person(s) conducting the investigation will be kept confidential to the extent possible and according to any existing state or federal law.


Almanac is committed to providing a prompt, fair & confidential investigation of claims arising out of alleged violations of the Code of Conduct and Harassment, Discrimination and Retaliation Policy. HR will conduct a prompt and thorough investigation, or designate an impartial investigator to conduct the investigation to determine whether the alleged violation has occurred. Upon completion of a timely investigation, and if it is determined that a violation of this policy or any other policy has occurred, prompt and appropriate corrective action will be taken. 


Almanac Beer Co, in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines:


Discrimination is when a person is treated less favorably than another in a comparable situation on grounds that are not related to their capability to do their job. It is a violation of this policy to discriminate in the provision of employment opportunities, benefits or privileges, to create discriminatory work conditions, or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person’s membership in a protected class. Protected classes include but are not limited to race, religion, color, sex, gender or gender identification, age, national origin, sexual orientation, disability, and veteran status.


Harassment is defined as any verbal, physical, or visual conduct designed to threaten, intimidate or coerce an employee, customer, or any other associate of Almanac Beer Co. This definition includes violence, threats of violence, verbal taunting, and any racial or ethnic slurs that, in the employee’s opinion, impairs their ability to perform their job. 


This is defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of such conduct is used as the basis for employment decisions or such conduct has the purpose or effect of creating an intimidating, hostile, chilling, or offensive working environment. This can take many forms, including:

  • “Quid pro quo” harassment (i.e. if you do this for me, I’ll do this for you), where submission to harassment is used as the basis for employment decisions or other considerations
  • Sexual advances, requests for sexual favors or unwelcome insistence of dates, sexually oriented jokes, pictures texts or email messages
  • Explicit or degrading comments about appearance
  • Display of sexually suggestive pictures or pornography


This is defined as repeated inappropriate behavior, either direct or indirect, whether verbal, physical, or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course and scope of employment, that is meant to intimidate or harm and that, in the complainant’s opinion, impairs their ability to perform their job.


This is defined as taking any negative action against any other employee or witness for reporting a possible deviation from any of these policies or for cooperating in an investigation, such as termination or retraction of benefits, demotion, lowering compensation, victimization, unsatisfactory marks on a work performance evaluation, exclusion from company events or meetings, or defamation of character. Retaliation or attempted retaliation in response to lodging a complaint or using our complaint procedure is a violation of this policy. 


Brewing and the sale of beer are heavily regulated. Team members must make reasonable efforts to understand and comply with all applicable legal requirements imposed on their operations by federal, state, and local authorities. Team members must not willfully violate or disregard the requirements of the law. A pattern of repeated violations may demonstrate willfulness.


Everyone deserves to operate and co-exist in an environment where each individual is treated with dignity and respect. All team members must:

  1. Treat all individuals and groups respectfully, recognizing their human dignity, regardless of their diverse human characteristics: race, color, sex, sexual orientation, gender expression, age, physical or mental disability, size or appearance, genetic pre-disposition, religion, ancestry, national origin, or veteran status.
  2. Contribute to a positive environment that is free of hostile and offensive behaviors; i.e., free from harassment. Harassment means any unwelcome and inappropriate verbal or physical conduct, or coercive behavior, where the behavior is known or reasonably ought to be recognized as unwanted or unwelcome.
  3. Speak out without fear of retaliation when the actions of others violate the rights of any individuals or groups.
  4. Respect the opinions of others and address conflicts in a positive and constructive manner.
  5. Respect others’ privacy in their personal lives.
  6. Treat all individuals and groups professionally and respect their personal property.


With regard to consuming alcoholic beverages, team members must adhere to principles of responsible consumption. Team members must protect the reputation of Almanac Beer Co by taking steps to ensure that their consumption of alcoholic beverages will never result in the breaking of any laws whether it be in the process of purchasing, sharing or consuming alcoholic beverages while being associated in any manner with Almanac Beer Co. Over-intoxication / inebriation is considered a violation of our Code of Conduct and will be treated as offending behavior accordingly. Acts of impropriety as outlined in this Code Of Conduct while intoxicated / inebriated will be considered grounds for immediate termination.


  • I will always behave in a professional manner and will respect the reputation of Almanac Beer Co and all other individuals and organizations with which I interact.
  • I will comply with federal, state and local laws and in all cases will not willfully violate any law.
  • I will respect the human dignity of all individuals and groups we interact with, regardless of race, color, sex, sexual orientation, gender expression, age, physical or mental disability, size or appearance, genetic pre-disposition, religion, ancestry, national origin, or veteran status.
  • I will promote positive and constructive  interaction and cooperation within the craft brewing industry, and between team members, customers, and suppliers.
  • I will respect the confidentiality of sensitive information about Almanac Beer Co’s business, such as information shared at all hands meetings.
  • As a condition of employment at Almanac Beer Co, and at any time while representing Almanac Beer Co formally or informally, I agree to abide by and uphold the terms and values as stated in this Code of Conduct.

  • I acknowledge I have read and understand this policy and I pledge to adhere to this Code of Conduct.

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