USBG Values Statement
The United States Bartenders’ Guild (or the “USBG” or the “Guild”) is committed to creating a welcoming, safe, rewarding, and collaborative environment free from harassment, discrimination, intimidation, and retaliation.
All people who participate in USBG online and in-person activities - including educational events, meetings, and social gatherings - must conduct themselves in accordance with the Guild’s values while contributing to a culture of hospitality.
As a member of the United States Bartenders' Guild, I will:
- Conduct myself with honesty, integrity and fairness.
- Understand, support, promote, and represent the Values, Vision, and Mission of the United States Bartenders’ Guild.
- Respect the dignity and rights of others regardless of social and occupational identity including race, ethnicity, nationality, religion, creed, gender identity, immigration status, mental and physical ability, sexual orientation, and veteran status.
- Whether in-person or online, refrain from engaging in misrepresentation and unethical practices such as discrimination, malicious and/or hateful speech; and from publicly disparaging or harassing fellow members.
- Be alert to situations that might cause a conflict of interest or have the appearance of a conflict of interest and provide full disclosure when a real or potential conflict of interest arises.
- Not knowingly misappropriate, divert or use chapter resources for personal gain or advantage.
- Understand the harm that substance abuse can cause to myself and my community and be willing to accept help if my substance use appears to be impacting my own health or the well-being of others.
- Advocate for workplace and USBG policies that increase safety and prevent harassment, discrimination, intimidation, and retaliation.
- Enthusiastically support, promote, and engage in contemporary best practices within the beverage industry.
Membership and its privileges may be temporarily suspended or permanently revoked for violation of this Code of Conduct in accordance with the USBG Bylaws.
If you feel that you have been subjected to or observed conduct which violates this Policy, you are urged to report the relevant facts immediately following the alleged incident. Every report of misconduct will be investigated, and remedial action will be taken where appropriate.
Direct such reports to any of the following:
- the chair of the activity or local USBG representative
- the designated national volunteer - National Board Chair - board (at) usbg (dot) org
- the designated staff liaison to the National Resolution Committee - resolutions (at) usbg (dot) org
- the Report a Concern option on the USBG Contact Us form
Adopted December 2020
The United States Bartenders’ Guild (referred to in this Policy collectively as the “Guild”) and the USBG National Charity Foundation (referred to in this Policy collectively as the “Foundation”) recognize the inherent worth of every person and group, and strive as part of their mission to foster dignity, understanding, and mutual respect, and embrace diversity. For these reasons, the Guild requires all Members of the Guild and all Officers and Directors of the Guild, the Foundation, and Chapters of the Guild to abide by this Policy Against Harassment. This Policy Against Harassment applies to all attendees (“Event Attendees”) of all Guild, Foundation, and Guild Chapter Activities including meetings, conferences, programs, or other events conducted, sponsored, co-sponsored by the Guild, Foundation, or Chapters of the Guild (collectively “Guild Activities”).
1. In General
All Guild Activities should provide an environment free of harassment. For purposes of this Policy, the term “harassment” means unwanted verbal or physical conduct relating to, race, color, national origin, alienage or citizenship status, ancestry, religion, age, sex (including pregnancy, childbirth, and pregnancy-related medical conditions), gender, sexual orientation, gender identity or expression, handicap or disability, marital or domestic partnership status, military service or veteran status, or any other legally protected status.
Examples of prohibited harassment include, but are not limited to:
- use of ethnic slurs or derogatory terms relating to an individual’s gender or sexual orientation;
- distribution of racially or sexually offensive e-mail or other electronic communications; and/or
- threatening, intimidating, or hostile acts directed at an individual because of his or her religion.
2. Sexual Harassment
Conduct that constitutes or could lead or contribute to sexual harassment is prohibited at all Guild Activities. While it is not always easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include, but are not limited to:
- repeated unwelcome sexual advances;
- intentional and uninvited inappropriate touching of an individual’s body; and/or
- sexually degrading words directed toward an individual.
B. Complaint Procedures
If you feel that you have been subjected to or observed conduct which violates this Policy you are urged to report the relevant facts immediately following the alleged incident. You should direct such reports to a chair of the event or, alternatively, you may direct reports to the volunteer designee, the Guild National Board Chair (email@example.com) and/or the staff designee, the Guild’s staff liaison to the National Resolution Committee (firstname.lastname@example.org).
Every report of harassment under this policy will be investigated, and remedial action will be taken where appropriate.
C. Policy Applicability
This Policy applies to Guild Activities and applies only to conduct in which the complaining party is a Member and/or Event Attendee and the subject of the complaint is a Member and/or Event Attendee. This Policy also applies to communications sent through official communication channels for any such activity or event, including Guild -sanctioned social media accounts. Please note that the Guild is not in a position to investigate or take action with respect to conduct or incidents not related to Guild Activities such as an individual Member’s employment-related matters.
If a complaint is made by or against any employee of the Guild, Foundation, or Guild Chapter employee, that complaint will be addressed under the applicable employee policy against discrimination and harassment.
D. No Retaliation
Threats or acts of retaliation against individuals who report inappropriate conduct pursuant to this Policy or provide information in connection with a report by another individual will not be tolerated. In the event you believe that you have been retaliated against for such action, you should use the above procedures to report the pertinent facts immediately. Every report of retaliation under this policy will be fully investigated, and remedial action will be taken where appropriate.
If you, or someone you know, is healing from interpersonal violence or abuse, please consider reviewing these resources that may be able to help: Mental Health Resources
The United States Bartenders Guild (the “Organization”) requires directors, officers and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the Organization, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns internally so that the Organization can address and correct inappropriate conduct and actions. It is the responsibility of all board members, officers, employees and volunteers to report concerns about violations of the Organization’s code of ethics or suspected violations of law or regulations that govern the Organization’s operations.
No one who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of the Organization shall suffer harassment, retaliation or adverse employment consequence. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
Employees, directors, volunteers, and officers are encouraged, in good faith, to report to a supervisor, manager, Executive Director, or Board Chair, any violations of law or policy, any financial irregularities, and any other suspected wrongdoing or conduct, including any attempts to conceal any such conduct, that could damage the Organization’s good name, interests, and relationships with supporters and the community at large. Complaints may be submitted via email to email@example.com.
The Organization’s Executive Director or Board Chair is responsible for ensuring that all complaints about unethical or illegal conduct are investigated and resolved. One of these two persons will advise the Board of Directors of all complaints and their resolution and will report at least annually to the Treasurer on compliance activity relating to accounting or alleged financial improprieties.
Accounting and Auditing Matters
The Organization’s Executive Director or Board Chair shall immediately notify the Board of Directors of any concerns or complaint regarding corporate accounting practices, internal controls or auditing and work with the committee until the matter is resolved.
Acting in Good Faith
Anyone filing a written complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Anyone who makes allegations in bad faith or without any reasonable basis, and which allegations prove to have been made maliciously or knowingly to be false may be subject to discipline.
Violations or suspected violations may be submitted on a confidential basis by the complainant. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Investigation and Handling of Reported Violations
The Executive Director or the Organization’s Board Chair will notify the person who submitted a complaint and acknowledge receipt of the reported violation or suspected violation. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation. A record of all material complaints and concerns shall be maintained.