Code Of Conduct

The following Code of Conduct (COC) will apply to all employees, vendors, and customers while on company property, on company time, and at company-sponsored events. It includes the following scenarios:

  1. Employees interacting with each other
  2. Employees interacting with managers
  3. Employees interacting with customers
  4. Customers interacting with customers



We, as members of Goodfire Brewing Co., LLC and associated businesses believe in creating an environment that is welcoming to all human beings and joyful to both our employees and our customers. We encourage all humans to enjoy our tasting room and qualified individuals to take interest in employment. We do not condone any actions from employees or customers that exclude or discourage others from experiencing our space.



We are dedicated to providing a harassment-free experience for everyone, regardless of gender, sexual orientation disability, physical appearance, body size, race, or religion. We do not tolerate harassment of employees, customers, or vendors in any form.

As employees of Goodfire, we have a responsibility to ourselves and our customers to be the stewards of these values. 

If you bear witness to such behaviors, please alert your co-workers, and then attempt to intervene with de-escalation techniques.



We hope that you will not need to rely on memorizing this list, but rather will be able to discern a clear boundary for appropriate workplace and after work behavior. As personal social media accounts are an extension of our public reputation, our expectations extend to our virtual community as well. 

Some examples include, but are not exclusive to:

  • Belittling or subtle expressions of bias
  • Verbal, physical, or written abuse or assault 
  • Bullying, intimidation, or victimization
  • Inappropriate use of company property or assets
  • Failure to comply with company values
  • Illegal activity
  • Harassment, including: 
    • Offensive comments related to gender, gender identity and expression, sexual orientation, disability, mental illness neuro(a)typicality, physical appearance, body size, age, race, or religion
    • Unwelcome comments regarding a person’s lifestyle choices and practices, including those related to food, health, parenting, drugs, and employment
    • Deliberate misgendering or use of ‘dead’ or rejected names
    • Gratuitous or off-topic sexual images or behavior in spaces where they’re not appropriate
    • Physical contact and simulated physical contact (eg., textual descriptions like “hug” or “backrub”) without consent or after a request to stop
    • Threats of violence
    • Incitement of violence towards any individual, including encouraging a person to commit suicide or engage in self-harm
    • Deliberate intimidation
    • Stalking or following
    • Harassing photography or recording, including logging online activity for harassment purposes
    • Sustained disruption of discussion
    • Unwelcome sexual attention
    • Pattern of inappropriate social contact, such as requesting/assuming inappropriate levels or intimacy with others. 
    • Continued one-on-one communication after requests to cease
    • Deliberate “outing” of any aspect of a person’s identity without their consent expect as necessary to protect vulnerable people from intentional abuse
    • Publication of non-harassing private communication



It is unrealistic to expect that people will not develop relationships at work, sometimes even intimate relationships. But these can also create specific issues at work. 

Power dynamics, especially in boss/subordinate relationships, can have significant impacts on the work environment. An intimate relationship with power dynamics involved blues the lines of a consensual relationship.

If you begin a relationship with a fellow employee, you are obligated to disclose that information to your next more senior employee, and the next most senior employee above him/her/them.



If your are approached as having (consciously or otherwise) acted in a way that might make your colleagues feel unwelcome, listen with an open mind and avoid becoming defensive. Remember that if someone offers you feedback, it likely took a great deal of courage for them to do so. The best way to respect that courage is to acknowledge your mistake, apologize and move on — with a renewed commitment to do better. 

That said repeated or severe violations of this code can and will be addressed by our leadership, and can lead to disciplinary actions, including termination. 



Goodfire has an anonymous reporting system available through suggestion ox, and at the following web address:

You may post any feedback anonymously via this portal. Alternatively you may identify yourself or leave an email address if you would like a response.