WHO ARE WE, YOU ASK?

Proclamation Ale Company, aka PROC, was founded in early 2014, with one purpose: to provide delicious and exciting beer to a local market that was clamoring for something besides an amber ale.

Many thousands of pounds of hops and adjuncts later, our goals and philosophies have broadened; and while brewing, serving and selling creative and delicious beer is still our purpose, there are many other values and ideals that have come into focus.

These five core values are the life blood of PROC and we will strive to always stay true to them.

Code of Conduct

Proclamation Ale Company is committed to providing a safe, respectful, and equitable space for all employees, patrons, and future applicants. We will not discriminate against any person based on race, color, gender identity or expression, sexual orientation, religion, national origin, age, physical or mental disability, or genetic information.

We have a zero tolerance policy for any type of discrimination or harassment. We take all claims of discrimination or harassment seriously, no matter how trivial they may appear.

Employees, patrons, and bystanders can submit complaints and incidents to management or through the third party app #NotMe. All complaints will be investigated promptly, thoroughly, and impartially. We prohibit retaliation against any person who files, pursues, or provides information for a claim.

Equal Employment Opportunity

Proclamation Ale Company is committed to providing equal employment opportunities (EEO) to all employees and applicants. We will not discriminate against any employee or applicant based on race, color, gender identity or expression, sexual orientation, religion, national origin, age, physical or mental disability, genetic information, or any other protected class under federal, state, or local law.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Americans with Disabilities Act

The federal Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, fringe benefits, job training, and other terms, conditions and privileges of employment. The ADA does not alter Proclamation Ale Company’s right to hire the best-qualified applicant, but it does prohibit discrimination against a qualified applicant or employee because of his or her disability, or because of a perceived disability. As a matter of Company policy, Proclamation Ale Company prohibits discrimination of any kind against people with disabilities.

Disabled Defined

An applicant or employee is considered disabled if he or she (1) has a physical or mental impairment that substantially limits one or more major life activities; (2) has a record or past history of such an impairment; or (3) is regarded or perceived (correctly or incorrectly) as having such impairment.

A qualified employee or applicant with a disability is an individual who satisfies the requisite skill, experience, education and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position.

Reasonable Accommodation

A reasonable accommodation is any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment.

Qualified applicants or employees who are disabled should request reasonable accommodation from Proclamation Ale Company in order to allow them to perform a particular job. If you are disabled and you desire such reasonable accommodation, contact your immediate supervisor, designated manager, or human resources. On receipt of your request we will meet with you to discuss your disability. We may ask for information from your health care provider(s) regarding the nature of your disability and the nature of your limitations, or take other steps necessary to help us determine viable options for reasonable accommodation. We will then work with you to determine whether your disability can be reasonably accommodated, and if it can be accommodated, we will explore alternatives with you and endeavor to implement a mutually agreeable accommodation.

Reasonable accommodation may take many forms and it will vary from one employee to another. Please note that according to the ADA, Proclamation Ale Company does not have to provide the exact accommodation you want, and if more than one accommodation works, we may choose which one to provide. Furthermore, Proclamation Ale Company does not have to provide an accommodation if doing so would cause undue hardship to the company.

General Harassment & Discrimation

We prohibit any form of harassment or discrimation of an employee by another employee, management, or third party (ie; patrons, guests, business partners, vendors, and other visitors.) Harassment of third parties by our employees is also prohibited. The purpose of policy is not to regulate morality but instead to make sure all employees and third party visitors feel safe and are not subject to harassment and other inappropriate behavior while working at or visiting Proclamation Ale Company.

We have a zero tolerance policy for any harassment or discrimation based on race, color, gender identity or expression, sexual orientation, religion, national origin, age, genetic information, disability, or veteran status. This includes, but is not limited to, intimidation, abuse of power or employment status, exclusionism, racism, homophobia and transphobia, jokes about gender identity or sexual expression, or deliberate misuse of pronouns. The conduct prohibited by this policy includes harassment in any form including, by not limited to, email, voice mail, text messages, pictures, drawings, writings, words, or gestures.

Any employee who believes that they have been harassed or discriminated against should report the behavior or incident immediately to management or utilize the third party reporting system, through the #NotMe app. Any person who believes they have witnessed any of these acts taking place should report behaviors or incidents immediately to a staff member, management, or through #NotMe. The #NotMe app can also be used by patrons or third party visitors to report claims against Proclamation staff.

Proclamation Ale Company takes claims of harassment and discrimination seriously, no matter how trivial a claim may appear. All complaints of harassment, sexual harassment, other inappropriate sexual conduct, or discrimination will be promptly, thoroughly, and impartially investigated. To the extent possible, all complaints and related information will remain confidential, except to those individuals who need the information to investigate, educate, or take action in response to the complaint. Each response and steps taken will be case specific but may include immediate suspension of harasser, bystander or witness accounts, legal involvement, mediation, education/trainings, and if necessary, termination. If applicable, Proclamation Ale may pay for claimant’s legal representation. Proclamation Ale Company prohibits retaliating or taking adverse action against anyone for making a bona fide report of harassment or discrimination or provides information concerning an act of harassment or discrimination.

This harassment and discrimation policy applies to all employees without exception. Everyone who works at Proclamation Ale Company is responsible for ensuring that the workplace is free from all forms of harassment and discriminatory conduct. Failure to comply with this policy will subject the employee to disciplinary action, up to and including the termination of employment.

Sexual Harassment

Proclamation Ale Company has a zero tolerance policy for any type of sexual harassment.

The conduct prohibited by this policy includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature including, but not limited to, sexually-related drawings, jokes, teasing, emails, text messages, uninvited touching, or other sexually related comments and/or gestures, engaging in any other conduct with sexual overtones which is made either explicitly or implicitly a term or condition of an individual’s employment advancement, interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

Any employee who believes that they have been sexually harassed should report the behavior or incident immediately to management or utilize the third party reporting system, through the #NotMe app. Any person who believes they have witnessed any of these acts taking place should report behaviors or incidents immediately to a staff member, management, or through #NotMe. The #NotMe app can also be used by patrons or visitors to report claims against Proclamation staff.

Violations of this policy will not be tolerated and will subject the employee to disciplinary action, up to and including termination of employment.

Other Forms of Discrimination or Harassment

We are committed to an environment in which all individuals are treated equally and with respect and dignity. Each individual has the right to work in and visit a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices and harassment. Therefore, we expect that all relationships among persons at all employment levels, as well as employee to third party relationships and encounters, be business-like and free of bias, prejudice, and harassment. We also expect that all employees act in the same way when representing Proclamation Ale Company at external events.

Communication & Suggestions

We strive to maintain a work atmosphere where communication is open, honest, and constructive; where problems can be discussed and resolved in a mutually respectful way.

We want all people to feel safe and supported as part of the Procfam. All employees will be supported no matter their lifestyle, pronoun, or chosen name.

While each employee is treated as an individual member, we seek to create a team environment where all members are all working together towards the same end goals; great products and great service.

We are always looking for ways to continually improve our policies, environment or operations, and therefore encourage constructive ideas, suggestions, and initiative