Team Code of Conduct

Equal Employment Opportunity

Wyndridge Farm provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, national origin, age, disability, gender, LGBTQ+ and BIPOC in accordance with all applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, leaves of absence, compensation and training.

Wyndridge Farm expressly prohibits any form of unlawful workplace harassment based on race, color, religion, sex, national origin, age, disability, gender information, veteran status, or any other characteristic protected by law.

Non-Harassment/Non-Discrimination

Wyndridge Farm prohibits discrimination or harassment of our customers, employees, visitors or job applicants. Any form of harassment related to an individual’s race, color, religion, creed, sex, national origin, age, disability, LGBTQ+ and BIPOC or genetic information will not be tolerated and will be treated as a disciplinary matter.

Harassment includes, but is not limited to, slurs, jokes, other verbal, graphic, or physical conduct relating to an individual’s protected characteristic. Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal, graphic, or physical conduct of a sexual nature including viewing inappropriate sites on the Internet. Harassment also includes making submission to or rejection of such conduct the basis of any employment-related decision and includes creating an intimidating, hostile, or offensive working environment by such conduct.

Workplace “bullying” and/or intimidation (whether related to a legally protected characteristic or not) will not be tolerated.

The Company encourages reporting of all perceived incidents of discrimination or harassment. Reporting should be made to the Human Resources team. It is the policy of Wyndridge Farm to promptly and thoroughly investigate such reports. Wyndridge Farm prohibits retaliation against an individual who reports, in good faith, discrimination or harassment or who participates in an investigation.

Grievance Policy Brief & Purpose

Our grievance procedure policy explains how employees can voice their complaints in a constructive way. The company encourages employees to communicate their grievances. That way we can foster a supportive and pleasant workplace for everyone.

Scope

This policy refers to everyone in the company regardless of position or status.

Grievance Definition

We define grievance as any complaint, problem or concern of an employee regarding their workplace, job or coworker relationships.

Employees can file grievances for any of the following reasons:

  • Workplace harassment
  • Health and safety
  • Supervisor behavior
  • Adverse changes in employment conditions

This list is not exhaustive. However, employees should try to resolve less important issues informally before they resort to a formal grievance.

Employees who file grievances can:

  • Reach out to their direct supervisor or Human Resources team
  • File a grievance form explaining the situation in detail
  • Refuse to attend formal meetings on their own
  • Appeal on any formal decision

Employees who face allegation have the right to:

  • Receive a copy of the allegations against them
  • Respond to the allegations
  • Appeal on any formal decision

The company is obliged to:

  • Have a formal grievance procedure in place
  • Communicate the procedure
  • Investigate all grievances promptly
  • Treat all employees who file grievances equally
  • Preserve confidentiality at any stage of the process
  • Resolve all grievances when possible
  • Respect its no-retaliation, equal employment opportunity and code of conduct policy.

Employees are encouraged to talk to each other to resolve their problems. When this isn’t possible, employees should know how to file a grievance.

The HR department (or any appropriate person in the absence of an HR department) will follow the procedure below:

  • Ask employee to fill out a grievance form
  • Talk with the employee to ensure the matter is understood completely
  • Provide the employee who faces allegations with a copy of the grievance
  • Organize mediation procedures (arranging a formal meeting)
  • Investigate the matter or ask the help of an investigator when needed
  • Keep employees informed throughout the process
  • Communicate the formal decision to all employees involved
  • Take actions to ensure the formal decision is adhered to
  • Deal with appeals by gathering more information and investigating further
  • Keep accurate records

This procedure may vary according to the nature of a grievance. For example, if an employee is found guilty of racial discrimination, the company will begin disciplinary procedures.

Employees may obtain a copy of the Grievance Form from HR or through the Employee Portal.

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