Purpose and Scope

At Neighbourhood Pubs & Bars Ltd, we are dedicated to creating a safe, welcoming, and enjoyable experience for our guests, as well as a positive, respectful, and professional environment for our staff. This Code of Conduct outlines our expectations for behaviour to ensure our locations remain inclusive and pleasant spaces for everyone.

We expect all employees, guests, and third parties associated with Neighbourhood Pubs & Bars Ltd, to adhere to a shared standard of conduct while engaging with our business, both on and off our premises.

Neighbourhood Pubs & Bars Ltd, has a zero-tolerance policy toward unacceptable behaviour. We are committed to providing a respectful and secure environment for all patrons and staff. Any report or complaint of inappropriate conduct will be taken seriously, and we will address all incidents promptly and appropriately. If you experience or witness behaviour that goes against our standards, we encourage you to report it, knowing that Neighbourhood Pubs & Bars Ltd, will take decisive action to ensure a positive atmosphere for everyone.

Expected Behaviours

This Code of Conduct will be prominently featured on our company website, included in the employee handbook, and provided to all new employees, suppliers, and third-party contractors. This policy is applicable to all employees, Company Directors, guests, and third-party contractors. It extends to anyone on company property, during company time, at company events, as well as to those residing in or visiting company accommodations.

is committed to providing an environment that is comfortable and free from all forms of bullying and harassment. We do not tolerate harassment of our employees, guests, contractors or suppliers in any form.

Some examples of unacceptable behaviour that Neighbourhood Pubs & Bars Ltd refuses to tolerate to ensure we foster a safe, respectful and productive environment for everyone are set out below:

1. Discrimination and Harassment

• Any form of discrimination based on race, ethnicity, gender, age, religion, disability, sexual orientation, or any other protected characteristic.
• Harassment, including sexual harassment, bullying, intimidation, or any behaviour that creates a hostile or offensive work environment.

2. Violence and Threatening Behaviour

• Physical violence, threats of violence, or any aggressive behaviour that could harm others.
• Verbal abuse, including shouting, swearing, or derogatory remarks.

3. Substance Abuse

• Use, possession, or distribution of illegal drugs or substances on company property or during company time.
• Misuse of alcohol or prescription drugs that impairs an individual’s ability to work or poses a safety risk to themselves or others.

4. Dishonesty and Fraud

• Theft, embezzlement, or unauthorised use of company funds, property, or resources.
• Falsifying records, reports, or any other form of dishonesty that could harm the company or its stakeholders.

5. Confidentiality Violations

• Unauthorised disclosure of confidential company information, including trade secrets, financial data, or personal information about employees, clients, or partners.
• Misuse of proprietary information or intellectual property.

6. Conflict of Interest

• Engaging in activities that create a conflict of interest with the company’s interests, such as accepting gifts, payments, or other benefits from competitors or clients.
• Any conduct that could influence, or appear to influence, personal gain over company interests.

7. Safety Violations

• Failure to follow safety protocols or procedures, which could endanger oneself or others.
• Tampering with or neglecting safety equipment or protective gear.

8. Disruptive Behaviour

• Excessive absenteeism, tardiness, or behaviour that disrupts the workflow or affects team morale.
• Misuse of company time, including inappropriate use of company equipment, such as computers or internet access, for non-work-related activities.

9. Misuse of Company Property

• Unauthorised use of company equipment, or other resources for personal gain.
• Damaging or neglecting company property.

10. Unprofessional Conduct

• Engaging in behaviours that are unprofessional or that damage the company’s reputation, including inappropriate attire, unprofessional language, or insubordination.
• Violation of any company policies or procedures not explicitly listed here but integral to the company’s operation and culture.

Power Dynamics & Work Relationships

It is unrealistic to expect that people will not develop relationships at work, however Neighbourhood Pubs & Bars Ltd values professionalism and fairness in workplace relationships, particularly when power dynamics are involved, such as between managers and direct reports.

Employees must maintain boundaries to prevent personal relationships from impacting work performance or creating conflicts of interest. Relationships involving power imbalances should be disclosed to HR to ensure fair management. Any form of coercion or favouritism is prohibited, and employees are encouraged to report concerns confidentially. The company is committed to addressing issues promptly to uphold a respectful and equitable work environment.

Private Accommodation in a Place of Work

Enjoying a drink with colleagues after a shift can be a great way to unwind, but it’s important to recognise the difference between drinking in a public setting, like a pub, and in your private accommodation, especially if you live where you work. Living and working in the same place can blur the lines between personal and professional spaces, so it’s essential to set clear boundaries. Once you cross into a private setting, managing inappropriate or unacceptable behaviour can become more challenging, making it all the more important to maintain those distinctions.

The same professional conduct expected in the general workplace applies to any private accommodation areas. Inappropriate behaviour, including any conduct that violates the company’s respect, diversity, or harassment policies, is not tolerated in these spaces.

Any concerns or incidents related to private accommodation should be reported to management or HR. Reports will be handled confidentially, and violations of these policies may result in disciplinary action.

Reporting Concerns and Ensuring a Respectful Workplace

Everyone—whether employees or third parties—can easily and, if preferred, anonymously report their concerns. You can do this by contacting your site manager, a colleague, or any member of the senior team at Neighbourhood Pubs & Bars Ltd or hello@buffandbear.com

Every report is taken seriously, thoroughly investigated, and followed up with the individual who raised the concern. To maintain fairness, we may bring in independent investigators when necessary.

All management are expected to fully uphold and support the code of conduct. This will be demonstrated through actions, not just words.

Addressing Unacceptable Behaviour

If you believe you have been subjected to unacceptable behaviour, whether from a colleague, supplier, or a guest, we encourage you to take the following steps:

• Calmly ask the individual(s) to stop.
• Identify the behaviour and inform a member of management or a colleague you trust.

If the behaviour persists, management will conduct a full investigation. Complaints may be escalated within the business if needed.

Complaints of unacceptable behaviour are treated with the utmost seriousness and handled confidentially by all levels of management. Each complaint will be fully investigated. Should unacceptable behaviour be found, it will be considered a disciplinary offense and could lead to dismissal for gross misconduct. In some cases, such behaviour may be unlawful, potentially leading to criminal prosecution or civil action against both the employer and the individual responsible.

Neighbourhood Pubs & Bars Ltd is fully committed to creating a safe, respectful, and supportive environment for all colleagues and guests. Everyone deserves a workplace free from harassment, bullying, violence, intimidation, and discrimination of any kind.

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This document is not exhaustive, and we encourage everyone to participate in the ongoing development of our code of conduct.

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