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Commitment to Change

We are committed to cultivating a collaborative workplace that is safe, healthy, and fulfilling for all of us. One where employees are positively empowered in their roles and take pride in working here each day. In addition to fostering these values within the brewery, it's our goal to promote diversity and inclusion in our community as well as within the craft beer industry.

We know this work will take time. But we are dedicated to seeing it through. Actions speak louder than words and this page highlights our ongoing commitment to being better and doing better. We encourage you to check back often for updates.

Ideas? Questions? We want to hear from you, because this isn't just about us; it's about our community. Shoot us a note at progress@boulevard.com.

For all media and press inquiries, please contact media@boulevard.com.


 

TRAINING BEGINS, FORWARD MOMENTUM

MARCH 29, 2021

Today FineLine HR Consulting began the rollout of harassment prevention training for company employees. A variety of managers across the company attended the two-hour session. A wide range of topics were covered including types of discrimination and harassment, examples of prohibited behaviors, and real-life scenarios in the workplace. In the coming weeks, FineLine HR will hold additional trainings to ensure all employees have the same educational experience.

Also, the company's top candidate for the Director of Human Resources role accepted the position today. She starts in mid-April and brings more than 20 years of expertise in the human resources field and is ready to get started. We look forward to introducing her on this page once she has settled in.

TRAINING BEGINS, FORWARD MOMENTUM

INVESTIGATION FINDINGS SHARED

MARCH 10, 2021

Earlier today FineLine HR Consulting shared their non-confidential insights with company employees. Brewery leaders also shared their immediate next steps as the company commits to ensuring a safe, healthy, and fulfilling work environment for all.

As an immediate next step, the company has parted ways with three additional employees. An outside HR consultant is currently working with Boulevard leadership to hire a new HR Director for the brewery. Additionally, trainings and new standards will be implemented in the near future to establish clear definitions of proper conduct and re-establish company culture.

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INVESTIGATION FINDINGS SHARED

THIRD PARTY INVESTIGATION CONCLUDES

MARCH 5, 2021

This week, FineLine HR Consulting held additional, final interviews and communicated their insights to brewery leadership based on their findings as a result of the investigation that has taken place over the past few weeks. Broad, non-confidential learnings and immediate next steps the brewery will take to begin employee education, training, and an improved company work environment will be shared with all employees next week. We will also communicate key information here.

THIRD PARTY INVESTIGATION CONCLUDES

THIRD PARTY INVESTIGATION CONTINUES

FEBRUARY 15, 2021

The brewery is in its third week of a month-long independent external investigation with FineLine HR Consulting. This week they are wrapping up confidential interviews with dozens of current and past employees. After these are complete, a detailed assessment and recommended next steps will be provided to our management team. John McDonald, founder and president of the company, has informed employees they will have insight into those results in the coming weeks.

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THIRD PARTY INVESTIGATION CONTINUES

A MESSAGE FROM JOHN MCDONALD

FEBRUARY 3, 2021

Boulevard Brewing Company founder John McDonald has returned to the brewery in a leadership role to help implement and oversee the actions outlined in our prior statement, and ensure the return to a brewery culture where all employees feel happy, safe, healthy and heard.

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A MESSAGE FROM JOHN MCDONALD

THE JOURNEY FORWARD

JANUARY 26, 2021

Boulevard has issued a statement reflecting on the past, acknowledging mistakes, and noting immediate steps that will be taken on our journey forward. Those initial actions include hiring an independent third party human resources firm to undertake an independent investigation of all issues that have been raised, instituting new procedures for reporting workplace concerns, and instituting enhanced and mandatory harassment, bias and discrimination training.

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THE JOURNEY FORWARD