Brewery HR Best Practices

HR Foundations:

  • Talent Management and Workforce Planning

  • Recruitment

  • Culture and Engagement

  • Employee Relations

  • Compliance and Safety

  • Total Rewards (Compensation and Benefits)

  • Learning and Development

  • Performance Management

  • Diversity, Equity and Inclusion

Sexual Harassment Prevention Best Practices:

(BA Training Webinar with Nikki Larchar, Define The Line)

  1. Policies

    1. Anti-Harassment Policy

      1. Provide clear examples of harassing or discriminatory behaviors, even if not unlawful in and of themselves

        1. Ex. Prohibited Conduct

          1. Unwanted sexual advances or requests for sexual favors

          2. Verbal sexual advances or propositions

          3. Sexual, derogatory, or discriminatory jokes, comments, or innuendo

          4. Unwelcome physical interaction

          5. Physical conduct that includes touching, assaulting, or impeding or blocking movements

          6. Insulting or obscene comments or gestures

          7. Offensive email, voicemail, text messages, and social media posts

          8. Derogatory, discriminatory, and suggestive or sexually explicit posters, calendars, photographs, graffiti, or cartoons

          9. Making or threatening retaliation after a negative response to sexual advances

          10. Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive, derogatory, or discriminating objects or images

          11. Any other visual, verbal, or physical conduct or behavior deemed inappropriate by the organization  

      2. The policy should cover any staff interaction with colleagues, supervisors, customers, vendors, suppliers, contractors, account reps, etc.

      3. On-site and off-site incidents should follow the same guidelines

    2. Complaint Process Policy

      1. Promote third-party anonymous reporting resources (NotMe,WeVow, Speakfully, Red Flag Reporting, Empower Work) 

        1. Make available to employees, customers, vendors, suppliers, contractors, accounts

      2. Designate multiple points-of-contact for reporting (manager and executive level, different gender identities)

      3. Track incidents and watch for patterns or repeat complaints against a particular individual

  1. Response

    1. Thank the victim for reporting

    2. Ask if they feel comfortable sharing more details (who, what, when, where)

    3. Take immediate action to protect employees

      1. Ex: Leave of Absence during the investigation, schedule changes to prevent further interaction, or termination of the harasser

    4. Ask the victim how the organization can best support them (medical and/or mental health resources, legal resources, paid leave)

    5. Provide a timeline for the next steps and follow up with the victim

    6. Remind victim to report any form of retaliation

      1. Ex: reduction in hours/pay, exclusion from team meetings or internal communications, negative performance reviews, hostile interactions, or threats

    7. Begin investigation process

      1. Compile all evidence/documentation provided by the victim or accessible to the employer (video footage, photos, text messages, emails, screenshots, timeclock entries, witness statements, performance documentation, etc.)

      2. Interview everyone who was involved in or witnessed the incident. Conduct the interviews individually in a private setting

      3. Bring in a third-party investigator if the company does not have internal/external HR resources OR the allegations involve executives/owners/investors

  1. Communication

    1. Start today, admit mistakes or oversights, and commit to continuing the conversation

    2. Conduct regular pulse surveys, focus groups, and 1-on-1 interviews to inform new policies and procedures

    3. Establish mandatory annual anti-harassment and DEI training for all staff

      1. Harassment Training Resources: Safe Bar Network, Not On The Menu, Safe Bar Network, ServSafe, Define The Line Comic

        1. Legally required in California, Connecticut, Delaware, Illinois, Maine, New York, New York City, District of Columbia (Tipped employees), Washington (Hotel, motel, retail, security guard entity or property services contractor)

      2. DEI Training Resources: Beer Diversity, Crafted For All

    4. Monthly reminders of the anti-harassment policy, including discussions/training in regular team meetings

    5. Make a plan and stick to it, share progress with staff and ask for feedback

      1. Trust is only earned with follow-through and consistent attention 

  1. Financial Considerations

    1. Employees that feel safe and supported are more productive and engaged, which reduces turnover and hiring costs

    2. Prevention is the best way to protect the company from lawsuits

    3. Bad publicity = decline in sales and brand reputation

    4. Thorough investigation and corrective actions, with the assistance of a third-party, protects public image and helps the company avoid paying hefty legal fees and fines