Code of Conduct
What is expected of everyone
The Code of Conduct (‘Code’) applies to all of us working for Pandasaurus Games worldwide regardless of our location or role. This includes all employees and owners. Our suppliers, distributors, agents, consultants, and contractors are subject to these same principles that guide Pandasaurus Games.
There are no exceptions due to competitive pressures, commercial demands, or industry customs. No one, no matter how senior in the organization, is entitled to violate the Code or to give you instructions to do so. Failure to comply with the Code by any employee is treated very seriously and may result in disciplinary action, up to and including dismissal.
This code is expected to be adhered to in all situations in which an employee, supplier, distributor, agent, consultant, contractor, or owner is representing the company. This includes during work hours, and while travelling on behalf of the company at conventions or marketing engagements, including networking events off-site and on-site at conventions or during travel. Specifically, any meetings with colleagues, other employees, or vendors after-hours should be considered a company activity unless ownership has explicitly given an exemption where a previous outside-of-business relationship may exist.
If there is any question if the employee is representing the company, the employee should assume that this Code applies to that situation and environment.
Vendors or outside parties that violate the spirit of this code are subject to termination of current business relationships or discontinuing of ongoing or future business relationships. Pandasaurus Games takes our reputation within the tabletop gaming industry as a welcoming inclusive company seriously and will take all necessary steps to protect that reputation.
If you are aware of violations of this Code, it is your responsibility to raise your concerns to management.
Pandasaurus Games will protect against retaliation any employee or 3rd party who raises concerns in good faith of violations of this code by Pandasaurus Games employees. Good Faith Reporting does not mean you need to be correct when a concern is raised, only that you believe in good faith that the information you are providing is accurate.
Any colleague, including owners, who retaliates against an employee who has raised concerns under the Code, or who discourages or prevents another employee from making a report or seeking assistance, will be subject to disciplinary action.
It is a violation of the Code to knowingly make a false accusation, lie during an investigation, or interfere with an investigation into a violation of the code.
Digital Code of Ethics
When you participate in social media, do not state personal opinions on behalf of the Company unless you are authorized to do so. Do not attack or malign personally or as a group any person, product, customer supplier, colleague, or stakeholder. Our team is expected to maintain a high standard of ethics including but not limited to our Human Rights, Diversity and Inclusion policy, and our sexual harassment policies.
If there is any question if the employee is representing the company while engaging in social media or could be reasonably assumed by a 3rd party that the employee is representing Pandasaurus Games in their interactions, it should be assumed that this Code applies to those interactions.
Ownership (or an independent investigator if ownership is involved in allegations) will investigate as appropriate, all allegations of potential violations of the Code in accordance with Pandasaurus Games protocols and guidelines. Reports of such allegations and investigations, including the outcome of investigations, are provided periodically to the senior management.
Human Rights, Diversity and Inclusion
We value and advance the diversity and inclusion of the people with whom we work. We are committed to equal opportunity and are intolerant of discrimination and harassment. We work to maintain workplaces that are free from discrimination or harassment on the basis of race, sex, color, national or social origin, ethnicity, religion, age, disability, sexual orientation, gender identification or expression, political opinion, or any other status protected by applicable law.
We do not tolerate disrespectful or inappropriate behavior, unfair treatment, or retaliation of any kind. Harassment is not tolerated in the workplace and in any work-related circumstance outside the workplace.
Pandasaurus Games prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate, or coerce an employee, co-worker, or any person working for or on behalf of Pandasaurus Games.
The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:
Verbal harassment includes comments that are offensive or unwelcome regarding a person's national origin, race, color, religion, age, sex, sexual orientation, pregnancy, appearance, disability, gender identity or expression, marital status, or other protected status, including epithets, slurs, and negative stereotyping.
Nonverbal harassment includes distribution, display, or discussion of any written or graphic material that ridicules, denigrates, insults, belittles, or shows hostility, aversion, or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status, or other protected status.
Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under Pandasaurus Games’ anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature ... when ... submission to or rejection of such conduct is used as the basis for employment decisions ... or such conduct has the purpose or effect of ... creating an intimidating, hostile or offensive working environment."
Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:
Is made explicitly or implicitly a term or condition of employment.
Is used as a basis for an employment decision.
Unreasonably interferes with an employee's work performance or creates an intimidating, hostile, or otherwise offensive environment.
Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:
Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks, and threats; requests for any type of sexual favor (this includes repeated, unwelcome requests for dates); and verbal abuse or "kidding" that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome.
Nonverbal sexual harassment includes the distribution, display, or discussion of any written or graphic material, including calendars, posters, and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, e-mails, photos, text messages, tweets, and Internet postings; or other forms of communication that are sexual in nature and offensive.
Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling, and forced sexual intercourse or assault.
Courteous, mutually respectful, pleasant, noncoercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.
Consensual Romantic or Sexual Relationships
Pandasaurus Games explicitly barres as a condition of employment romantic or sexual relationships between a manager, owner, or other supervisory employee and an employee who reports directly or indirectly to that person, because such relationships create compromising conflicts of interest or the appearance of such conflicts. Moreover, given the uneven balance of power within such relationships, consent by the staff member is suspect and may be viewed as having been given as the result of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation, coercion, or exploitation undermines the spirit of trust and mutual respect that is essential to a healthy work environment. If there is such a relationship, the parties need to be aware that one or both may be moved to a different department or other actions may be taken.
If any employee of Pandasaurus Games enters a consensual relationship that is romantic or sexual in nature with an employee who reports directly or indirectly to that employee, or if one of the parties is in a supervisory capacity in the same department in which the other party works, the parties must notify the ownership. Because of potential issues regarding quid pro quo harassment, Pandasaurus Games has made reporting mandatory.
Once the relationship is made known to Pandasaurus Games, the company will review the situation considering all the facts (reporting relationship between the parties, effect on co-workers, job titles of the parties, etc.) and will determine appropriate next steps which may include an investigation for potential violation of the code of conduct, disciplinary action, reassignment, or termination of employment.
Protection of Information and Operational Assets
Pandasaurus Games relies on its business data and information systems to achieve its business objectives. All client data, partner data, and firm data must be reasonably protected, limiting risks of any leakage or loss of business data or customer data, and any damage to or misuse or company data or systems.
Outside employment on your own time could potentially result in a conflict of interest and therefore must be reported and approved if the work is connected to our business in any way or if it takes so much of your time and energy that your work for Pandasaurus Games could be affected. If you would like to take outside employment on your own time that could potentially result in a conflict of interest, you must receive prior approval from Ownership. We will aim to be as flexible as possible on outside employment engagements.
These rules apply to all forms of employment, including full- and part-time positions, self-employment, consultancy, or one-time arrangements such as speeches or presentations.
Dress Code and Personal Hygiene Policy
Pandasaurus requires all employees to present themselves in a professional manner, with respect to clothing, personal hygiene and appearance. These standards commensurate with our organizational practices of appropriate business conduct and professionalism.
Employees are expected to adhere to established hygiene requirements which ensure that employees are presenting themselves to our customers appropriately and that Pandasaurus Games is being properly and professionally represented as an organization. The following hygiene requirements are applicable to all employees:
Maintain personal cleanliness by bathing regularly.
Oral hygiene (brushing of teeth) required.
Use deodorant/antiperspirant to minimize body odors.
No heavily scented perfumes, colognes, and lotions. These can cause allergic reactions, migraines and respiratory difficulty for other employees and customers.
Clean and trimmed fingernails.
Clothing must be clean, pressed, and in good condition.
All complaints and investigations are treated confidentially to the extent possible, and information is disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the parties involved during the investigation, and the HR director will take adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. All information pertaining to a complaint or investigation under this policy will be maintained in secure files within the HR department.
Pandasaurus Games has established the following procedure for lodging a complaint of harassment, discrimination, or retaliation. The company will treat all aspects of the procedure confidentially to the extent reasonably possible.
Complaints should be submitted as soon as possible after an incident has occurred, preferably in writing. The HR director may assist the complainant in completing a written statement or, in the event an employee refuses to provide information in writing, the HR director will dictate the verbal complaint.
Upon receiving a complaint or being advised by a supervisor or manager that violation of this policy may be occurring, the HR director will notify senior management and review the complaint with the company's legal counsel.
The HR director will initiate an investigation to determine whether there is a reasonable basis for believing that the alleged violation of this policy occurred.
If necessary, the complainant and the respondent will be separated during the course of the investigation, either through internal transfer or administrative leave.
During the investigation, the HR director, together with legal counsel or other management employees, will interview the complainant, the respondent and any witnesses to determine whether the alleged conduct occurred.
Upon conclusion of an investigation, the HR director or other person conducting the investigation will submit a written report of their findings to the company. If it is determined that a violation of this policy has occurred, the HR director will recommend appropriate disciplinary action. The appropriate action will depend on the following factors:
a) the severity, frequency, and pervasiveness of the conduct;
b) prior complaints made by the complainant;
c) prior complaints made against the respondent; and
d) the quality of the evidence (e.g., firsthand knowledge, credible corroboration).
If the investigation is inconclusive or if it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the HR director may recommend appropriate preventive action.
Senior management will review the investigative report and any statements submitted by the complainant or respondent, discuss results of the investigation with the HR director and other management staff as appropriate, and decide what action, if any, will be taken.
Once a final decision is made by senior management, the HR director will meet with the complainant and the respondent separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be executed.
Alternative legal remedies
Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state or federal agencies, or the courts.