We’re participating in Brave Noise, a collaboration brew that emerged from the wave of reports of sexual harassment and discrimination in the craft brewing industry this year. You can read more about Brave Noise here and more about the movement that created it here.

 

A portion of proceeds from our Brave Noise beer will be donated to Seward Longfellow Restorative Justice. ​​Their mission is to build community by providing the opportunity to repair harm by involving the victim, offender, and community in solutions that promote healing, accountability, and reconciliation.

 

Brave Noise also asks that participating breweries make their code of conduct public. Our code of conduct is below.

 

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2.1 ALL ARE WELCOME HERE
Fair State believes that all people are entitled to equal employment opportunity. We follow state, local, and federal laws prohibiting discrimination in hiring and employment. Fair State prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Fair
State conforms to the spirit as well as to the letter of all applicable laws and regulations.
It is our policy and our responsibility to provide every Fair State employee with a workplace that is welcoming, inclusive, and safe. Any harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
Any action which undermines our workplace morale and our commitment to treat each other with dignity and respect will not be tolerated.
Harassment can take many forms, including but not limited to:

• Touching or other unwanted physical contact;
• Posting offensive cartoons or pictures;
• Using slurs or other derogatory terms;
• Misgendering and/or refusing to use correct pronouns and preferred name;
• Telling offensive or lewd jokes and stories;
• Sending email messages with offensive content.
• Unwanted sexual advances;
• Requests for sexual favors;
• Sexually suggestive gestures, jokes, propositions, email messages, or other communications.
• Acts or statements that could be reasonably interpreted as microaggressions.

If you experience or witness any form of harassment in the workplace, please immediately notify your immediate supervisor. As above, if you do not feel safe or secure in bringing it to your supervisor, reach out to another supervisor or a member of the leadership team. We encourage you to come forward with complaints; the sooner we learn about the problem, the sooner we can take steps to resolve it.

Fair State will not retaliate, or allow retaliation, against anyone who complains of harassment, assists in a harassment investigation, or files an administrative charge or lawsuit alleging harassment. All managers are required to immediately report any incidents of harassment, as set forth in our policies. Complaints will be investigated quickly. Those who are found to have violated this policy will be subject to appropriate disciplinary action, up to and including termination.