Message from the Owners
Community Cultures Yeast Lab (CCYL) is Texas' original full-service brewer’s yeast and fermentation lab, located in the heart of San Antonio. We specialize in rare and newly discovered strains, sourced directly from the beautiful Texas landscape, as well as a wide variety of traditional commercial strains, custom blends, and bacteria. We offer yeast for brewers, distillers, wineries, kombucha, baking, and fermented foods. With over 20 years combined research and lab technique, yeast development, production experience, customer service, and administrative and business expertise, we are here to support and build the craft beer community with fresh and superior yeast cultures, fast and affordable shipping, full laboratory services, yeast banking, microbiological assistance, contamination resolution, and brewery lab consultation.
Community Cultures is committed to providing its employees, clients, and vendors, with a workplace free from discrimination and harassment. CCYL does not discriminate against or allow harassment of any employee based on the employee’s race, ethnicity, religion, color, sex, age, national origin, sexual orientation, disability, gender identity or expression, ancestry, pregnancy, or any other basis prohibited by law, or based on the employee’s protected activity under the anti-discrimination statutes. CCYL reaffirms that it will not tolerate discrimination or harassment in any form. This prohibition covers any discrimination or harassment in the workplace, regardless of whether the discrimination or harassment is committed by a supervisor, officer, co-worker , intern, or nonemployee, such as a vendor, consultant, or employee or officer of an affiliate, or invitee to a sponsored activity, event or meeting.
Community Cultures was built to support the craft beer community, the homebrewing community, the food and beverage community, and the fermented foods community. In acknowledging our commitment to these communities, we recognize that everything we do will be and should be measured against the highest possible standards of business conduct.
Mara Young and Rob Green
Contents
Ethical Principles and Core Values 3
External Communication on Behalf of the Company 9
Competition, Fair Dealings and Antitrust 11
Business Opportunities Found Through Work 12
Bribery and Facilitation Payments 13
Protection and Proper Use of Company Assets 15
Corporate Social Responsibility 18
Code of Conduct Acknowledgement 19
Introduction
The Community Cultures Yeast Lab (CCYL) Code of Conduct applies to all employees, managers, owners, suppliers, vendors, and contractors. We expect all our employees, interns, owners, and Managing Members to know and follow the Code. Failure to do so can result in disciplinary action, including termination of employment. We expect members of our extended workforce (temps, vendors, and independent contractors) and others who may be temporarily assigned to perform work or services for CCYL to follow the Code in connection with their work for us. Failure of a member of our extended workforce or other covered service provider to follow the Code can result in termination of their relationship with CCYL.
Ethical Principles and Core Values
· Commitment to Quality
· Repeatability and Consistency
· Research and Creativity
· Collaboration
· Responsibility to our clients, our team, and to our environment, through education, support, and accountability.
Guiding Principles
Community Cultures Yeast Lab has an unwavering commitment to prohibiting and effectively responding to harassment, discrimination, misconduct, abusive conduct, and retaliation. To that end, CCYL adheres to these Guiding Principles:
Commitment: CCYL sets a tone at the top of commitment to a respectful, safe, and inclusive working environment for all employees and members of the extended workforce.
Care: CCYL creates an environment with an emphasis on respect for each individual at all levels of the organization, including specifically by offering assistance and showing empathy to employees and members of the extended workforce throughout and after the complaint process.
Transparency: CCYL is open and transparent as an organization regarding the frequency with which complaints arise regarding harassment, discrimination, misconduct, abusive conduct, and retaliation, and the Company’s approach to investigating and responding to those allegations.
Fairness & Consistency: CCYL ensures that individuals are treated respectfully, fairly, and compassionately in all aspects of CCYL interactions and applies policies, procedures, and outcomes consistently regardless of who is involved.
Accountability: CCYL holds all individuals responsible for their actions, and ensures that where appropriate, those individuals hold others accountable too.
Decision Making and Reporting
Employees must report suspected unethical, illegal or suspicious behavior immediately. The company does not tolerate retaliation against anyone who makes a good faith report of suspected misconduct or otherwise assists with an investigation or audit.
To report a concern:
· Talk to your manager or supervisor
· Talk to the Owners at CCYL
· Make a confidential and/or anonymous report online at info@ccyeastlab.com
If you have a question or concern, we want to hear from you. You can contact your manager or one of the company owners. You can also submit a question or raise a concern of a suspected violation of our Code or any other CCYL policy through an anonymous email at info@ccyeastlab.com , or mail.
Community Cultures Yeast Lab
1202 West Elsmere Place
San Antonio TX 78212
No Retaliation
Community Cultures Yeast Lab prohibits retaliation against any worker at CCYL who reports or participates in an investigation of a possible violation of our Code, policies, or the law. CCYL encourages all employees to ask questions and raise issues without fear of retaliation and is committed to treating reports seriously and investigating them thoroughly.
Employees who report a concern in good faith cannot be subjected to any adverse employment action including:
· Unfair dismissal, demotion or suspension
· Unfair denial of a promotion, transfer or other employment benefit
· Bullying and harassment, either in person or online
· Exclusionary behavior
Equal Opportunity
At Community Cultures Yeast Lab we strictly prohibit unlawful discrimination or harassment on the basis of race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation, or any other characteristics protected by law. We also make all reasonable accommodations to meet our obligations under laws protecting the rights of the disabled.
Harassment
Community Cultures Yeast lab expects all employees, interns, managing members, and owners to treat fellow employees, customers, clients, business partners, vendors, and other stakeholders with dignity and respect at all times. Any type of harassment, including physical, sexual, verbal or other, is prohibited and can result in disciplinary action up to, and including, termination.
Harassment can include actions, language, written words, joking, or objects that create an intimidating or hostile work environment, such as:
· Yelling at or humiliating someone
· Physical violence or intimidation
· Unwanted sexual advances, invitations or comments, including sexually explicit jokes or joking that is considered unwanted or inappropriate.
· Visual displays such as derogatory or sexually oriented pictures or gestures
· Physical conduct including assault or unwanted touching
· Threats or demands to submit to sexual requests as a condition of employment or to avoid negative consequences
Bullying
Harassment and bullying are never allowed. CCYL prohibits discrimination, harassment and bullying in any form – verbal, physical, or visual. If you believe you’ve been bullied, harassed, or discriminated against by anyone at CCYL, or by a CCYL partner or vendor, you must immediately report the incident to your supervisor, a company Owners(s) or both. Similarly, supervisors and managers who learn of any such incident must immediately report it to the company owners.
Bullying can include:
· Spreading malicious rumor or gossip
· Excluding or isolating someone socially
· Intimidation
· Impeding someone’s work
· Unfairly denying training, leave, or promotion
· Sending offensive jokes or emails
· Criticizing or belittling someone constantly
· Tampering with a person's personal belongings or work equipment
Health and Safety
Health and safety are a crucial element at CCYL, and it’s important to keep all employees, clients, vendors, contractors, and interns safe at all times. This includes the proper handling of equipment, cleaning chemicals, and lab instruments. Behavior that poses risk to the safety, health, or security of CCYL employees, our extended workforce, or visitors is prohibited. If you become aware of a risk to the safety, health, or security of our workplace, you should report it to your supervisor or to the owners immediately. If it is life-threatening or an emergency, call your local police, fire, or other emergency responders first, and then report it to CCYL ownership.
The company conducts business in accordance with all applicable health and safety requirements and strives for continuous improvement in its health and safety policies and procedures.
All employees are expected to perform their work in compliance with applicable health and safety laws, regulations, policies and procedures and always apply safe work practices in all locations.
Applicable safety and health requirements must be communicated to visitors, customers or contractors at any company location.
Employees are required to immediately report workplace injuries, illnesses or unsafe conditions, including “near-misses.”
Drug and Substance Use
Drug and substance abuse is incompatible with the health and safety of our employees, and we don’t permit it. Consumption of alcohol is not banned at our offices but use good judgment and never drink in a way that leads to impaired performance or inappropriate behavior, endangers the safety of others, or violates the law. Illegal drugs in our offices or at sponsored events are strictly prohibited. If a manager has reasonable suspicion to believe that an employee’s use of drugs and/or alcohol may adversely affect the employee’s job performance or the safety of the employee or others in the workplace, the manager may request an alcohol and/or drug screening. A reasonable suspicion may be based on objective symptoms such as the employee’s appearance, behavior, or speech.
Personal Relationships at Work
Certain relationships within CCYL may compromise or be seen to compromise your ability to perform your job responsibilities, may create uncomfortable or conflicted positions, and may raise issues of fairness, favoritism, or harassment. Therefore, be mindful of how your relationships within CCYL could impact or be perceived by others. Romantic, physical or familial relationships are not permitted where one individual is in a position to exercise authority or supervision over the other. This prohibition includes any situation where one person is in the reporting line of the other, or, for example, a situation where one person is a project or a technical lead on a project on which the other person is working.
Conflicts of Interest
It’s important for employees to disclose any relationships, associations or activities that could create actual, potential, or even perceived, conflict of interest to their manager. When you are in a situation in which competing loyalties could cause you to pursue a personal benefit for you, your friends, or your family at the expense of CCYL or our users, you may be faced with a conflict of interest.
When considering a course of action, ask yourself whether the action you’re considering could create an incentive for you, or appear to others to create an incentive for you, to benefit yourself, your friends or family, or an associated business at the expense of CCYL. If the answer is “yes,” the action you’re considering is likely to create a conflict-of-interest situation, and you should avoid it.
Below, we provide guidance in areas where conflicts of interest often arise:
Sharing of proprietary information and intellectual property
Outside employment, advisory roles, and starting your own business
Business opportunities found through work
Inventions, ideas, and “trade secrets”
Friends and relatives; co-worker relationships
In each of these situations, the rule is the same – if you are considering entering a business situation or friendship that creates a conflict of interest, don’t. If you are in a business situation that may create a conflict of interest, or the appearance of a conflict of interest, review the situation with your manager. Make sure that information that is classified as “Proprietary” or “Intellectual Property” is handled accordingly and continue to talk with your managers as situations and circumstances change. Taking pictures at CCYL is allowed but it is up to you to be sure that those pictures don’t disclose confidential information and trade secrets. Finally, some of us will find ourselves having family or other personal relationships with people employed by our competitors or business partners. As in most cases, common sense applies. Don’t tell your significant other or family members anything confidential, and don’t solicit confidential information from them about their company.
External Communication on Behalf of the Company
Only the company owners are authorized to represent the company to media and/or legal authorities. Employees should refer all requests for information or interviews to the owners or their direct supervisor.
Confidentiality
Community Cultures Yeast Lab and its employees maintain the confidentiality of all proprietary information. Proprietary information includes all non-public information that might be harmful to the company and its customers and business partners if disclosed.
Confidential information can include:
· Client lists
· Supplier lists
· Pricing information
· Terms of contracts
· Company policies and procedures
· Financial statements
· Marketing plans and strategies
· Trade secrets
· Intellectual Property
· Inventions and Research
· Any other information that could damage the company or its customers or suppliers if it was disclosed
Clients trust us with their company information, test results, recipes, and more. Preserving that trust requires that each of us respect and protect the privacy and security of that information. Know your responsibilities, and collect, use, and access client information only as authorized by Privacy Policies.
Privacy
Community Cultures Yeast Lab complies with the requirements of the country’s privacy laws. All employees sign an agreement that contains provisions for information confidentiality and non-disclosure. Employees store all personal information securely, mark it as confidential and store it only for as long as it is needed for the purpose for which it was collected. When providing personal information, employees limit access to only those with a clear business need for the information.
Employees are required to report any breaches of privacy, including the loss, theft of or unauthorized access to personal information, to their manager.
The company and its employees do not disclose any private, personal information of:
· Employees
· Customers
· Suppliers
· Competitors
· Third parties
Competition, Fair Dealings and Antitrust
While the company competes aggressively for new business, relationships with business partners are built upon trust and mutual benefits and compliant with competition/antitrust laws.
Employees are required to:
· Communicate the company’s products and services in a manner that is fair and accurate, and that discloses all relevant information
· Familiarize themselves with the company’s fair competition policies and remain aware of the consequences of any violation of policies or laws governing fair competition
· Refrain from price fixing, bid rigging, and any other anti-competitive activities
· Use only publicly available information to understand business, customers, competitors, business partners, technology trends, and regulatory proposals and developments
· Advise their manager immediately of possible violations of fair competition practices
We respect our competitors and want to compete with them fairly. We don’t want their confidential information. The same goes for confidential information belonging to any CCYL’s former employers and clients. Should you happen to come into possession of a competitor’s confidential information, contact your supervisor.
Avoid accepting employment, advisory positions, or board seats with CCYL competitors or business partners when your judgment could be, or could appear to be, influenced in a way that could harm CCYL. Additionally, you should notify your manager before accepting a board seat with any outside company. Do not start your own business if it will compete with CCYL.
Business Opportunities Found Through Work
Business opportunities discovered through your work here belong first to CCYL, except as otherwise agreed to by CCYL.
Inventions
Developing or helping to develop inventions that a) relate to CCYL’s existing or reasonably anticipated products and services, b) relate to your position at CCYL, or c) are developed using CCYL corporate resources may create conflicts of interest and be subject to the provisions of CCYL’s Confidential Information and other employment agreements. If you have any questions about potential conflicts or intellectual property ownership involving an outside invention or other intellectual property, consult your supervisor. CCYL’s intellectual property rights (our trademarks, logos, copyrights, trade secrets, intellectual property, “know-how”, and patents) are among our most valuable assets. Unauthorized use can lead to their loss or serious loss of value. You must respect all copyright and other intellectual property laws, including laws governing the fair use of copyrights, trademarks, and brands. You must never use CCYL’s (or its affiliated entities’) logos, marks, or other protected information or property for any business or commercial venture without pre-clearance from the owners. We strongly encourage you to report any suspected misuse of trademarks, logos, or other CCYL intellectual property to the owners.
Likewise, respect the intellectual property rights of others. Inappropriate use of others’ intellectual property may expose CCYL and you to criminal and civil fines and penalties. Please seek advice before you solicit, accept, or use proprietary information from individuals outside the company or let them use or have access to CCYL proprietary information.
Bribery and Facilitation Payments
Community Cultures Yeast Lab will not attempt to influence the judgement or behavior of a person in a position of trust by paying a bribe or kickback. This applies to persons in government and in private business.
The company does not permit facilitation (or “grease”) payments to government officials or private business in order to secure or speed up routine actions.
Employees are to:
· Select third parties carefully and monitor them continuously to ensure they comply with the company’s anti-bribery policies
· Keep accurate books and records at all times and monitor that funds are not being used for bribery or facilitation payments
· Refuse any offer or request for an unlawful payment and report the incident to the company’s ethics and compliance officer
Gifts and Entertainment
While gifts and entertainment among business associates can be appropriate ways to strengthen ties and build goodwill, they also have the potential to create the perception that business decisions are influenced by them. The company is committed to winning business only on the merits of its products, services and people and complies with all legal requirements for giving and receiving gifts and entertainment.
Employees are to:
· Use sound judgment and comply with the law, regarding gifts and other benefits
· Never allow gifts, entertainment or other personal benefits to influence decisions or undermine the integrity of business relationships
· Never accept gifts or entertainment that are illegal, immoral or would reflect negatively on the company
· Never accept cash, cash equivalents, stocks or other securities
Employees may accept occasional unsolicited personal gifts of nominal value such as promotional items and may provide the same to customers and business partners.
Accepting gifts, entertainment, and other business courtesies from a CCYL competitor or business partner can easily create the appearance of a conflict of interest, especially if the value of the item is significant. Generally, acceptance of inexpensive “token” non-cash gifts is permissible.
In addition, infrequent and moderate business meals and entertainment with clients and infrequent invitations to attend local sporting events and celebratory meals with clients can be appropriate aspects of many CCYL business relationships, provided that they aren’t excessive and don’t create the appearance of impropriety.
Political Contributions
Community Cultures Yeast Lab does not make political contributions.
Employees are free to support any political party or entity on a personal level. However, this must be kept separate from company business.
Charitable Contributions
Community Cultures Yeast Lab may make charitable contributions to causes and organizations that are not politically affiliated.
Employees should check with the owners before making any charitable contributions on behalf of the company.
Record Keeping
Community Cultures Yeast Lab keeps its books, records, accounts and financial statements in a complete, fair, accurate, understandable, detailed and timely manner.
All documents, databases, voice messages, mobile device messages, computer documents, files and photos are records.
Employees are required to:
· maintain these records and protect their integrity for as long as required
· maintain official record keeping systems to retain and file records required for business, legal, financial, research or archival purposes
· dispose of your records according to the company’s records retention and disposition schedule
Employees should never destroy documents in response to, or in anticipation of, an investigation or audit.
Protection and Proper Use of Company Assets
Community Cultures Yeast Lab requires all employees to protect its assets. All assets should be used for legitimate purposes, efficiently, and for company business only.
Assets include facilities, equipment, computers and information systems, telephones, employee time, confidential and proprietary information, corporate opportunities and company funds.
Suspected incidents of fraud, theft, negligence, and waste should be reported to the company owners.
Money Laundering
Community Cultures Yeast Lab complies with anti-money laundering laws. Money laundering is the process of concealing illicit funds by moving them through legitimate businesses to hide their criminal origin. Employees must never knowingly facilitate money laundering or terrorist financing and must take steps to prevent inadvertent use of the company’s business activities for these purposes. Employees are required to immediately report any unusual or suspicious activities or transactions such as:
· attempted payments in cash or from an unusual financing source
· arrangements that involve the transfer of funds to or from countries or entities not related to the transaction or customer
· unusually complex deals that don’t reflect a real business purpose
· attempts to evade record-keeping or reporting requirements
Insider Trading
Employees may learn information about the company, associates, clients, business partners or other companies that is not publicly available. It is illegal for any individual to use information obtained in this way for personal gain or to share it with others.
Employees are prohibited from:
· Buying or selling securities based on non-publicly available knowledge gained in the course of business
· Providing information or tips, or encourage another person to buy or sell securities based on inside information
Employees are required to report suspected insider trading immediately to the company owners.
Environment
Community Cultures Yeast Lab is committed to minimizing the environmental impact of all its activities used to deliver services to its customers. Owners, employees, and interns are expected to operate in an environmentally responsible manner, from the provision of products and services to the operation of its offices and facilities and selection of suppliers and other business activities.
Employees and interns are strongly encouraged to seek out and conduct new research in areas of sustainability and are expected to work with their team and supervisors to complete and publish their results where appropriate.
The company complies with all applicable environmental laws and regulations as well as self-directed commitments to sustainable practices and environmental protection.
Sustainability, environmental impact, and sustainability research is a vital part of the Community Cultures mission, and the Environmental Impact Committee meets monthly to discuss and execute potential and ongoing environmental projects.
Information Technology
Community Cultures Yeast Lab expects its employees to help it safeguard all computer equipment and data against intentional malicious acts by individuals inside or outside the company. Cyber-security training is provided to all employees to ensure compliance with computer security policies.
The company safeguards against inappropriate access by individuals or groups untrained in correct company policies or procedures
The company does not use software for which it does not have a license.
Internet Use
Community Cultures Yeast Lab understands that occasional personal use of the internet during work hours is a reasonable request and allows this, within reason. Employees can ask for clarification from their managers if in doubt.
However, the company does not allow internet use to support a personal business, political venture, or embarrass the company and its customers.
Use of Social Media
Social media provides opportunities to network and create exposure for the company and brand. But there are risks associated with employees’ use of it. Employees are accountable for what they post on social media and are expected to always represent themselves and CCYL in a professional manner. Employees are accountable for any information they publish online.
Employees are required to:
· Reveal their relationship with the company when commenting online on issues related to the company
· Respect the privacy of other employees and refrain from publishing photos of them without their consent
· Ensure any information they post related to the company is accurate
· Comply with the rules of the social media sites they use
Employees must not:
· “Pretext”, or pretend to be someone they are not online
· Speak on behalf of the company if they are not expressly authorized to do so
· Share confidential information about the company, its clients, stakeholders or suppliers
· Post comments or pictures that could harm the company’s brand, reputation or commercial interests
Corporate Social Responsibility
Community Cultures Yeast Lab understands that corporate social responsibility extends to our entire supply chain. This encompasses not only the products and services supplied but also the human rights, ethics and social practices of our company and its suppliers.
One goal of the corporate social responsibility procurement program is to build partnerships with like-minded organizations by actively seeking out business partners who are the most environmentally and workforce friendly.
Forced Labor: The company and its suppliers shall employ all employees under their own free will with no one being subjected to bonded or forced labor. This policy applies to not only the supplier’s business operations but also those of their supplier network with which the company conducts its business.
Child Labor: The company and its suppliers shall not employ any people under the minimum legal working age of the country in which they work.
Responsible Environmental Impact: The company and its suppliers shall produce measurable environmental impact reports and conduct ongoing efforts to reduce environmental pollution while increasing sustainability.
The company encourages and supports involvement in the community that has supported it. This includes supporting local business and talent by, for example, sourcing local products and services, where appropriate, and showcasing the work of local artists in the company’s public spaces.
Charitable involvement is important to the company and a charity committee meets twice a year to discuss and execute potential and ongoing charitable projects.
Code of Conduct Acknowledgement
By certifying to the Community Cultures Yeast Lab code of conduct, you acknowledge that:
· You have read the entire code of conduct and understand your responsibilities related to it.
· You have had the opportunity to ask questions to clarify any unclear aspects of the code.
· You agree to abide by its principles.
· You agree to report to the company any violations of the code.
· You agree to cooperate in any investigations of violations of the code.