Employee Code of Ethics

ocean+main was founded on the principles of doing good with a desire to create calm for people and the planet.  The people component includes individuals both inside and outside our organization.  Since you are here, you probably share the same ideas! 

Supporting our Mission to do Better for People and the Planet:

Our mission is to reduce our negative impact and increase our positive impact on people and the planet. 

One of the founding pillars of the brand is local manufacturing and sourcing.  We believe in supporting our local community and are committed to manufacturing all our products in Los Angeles.  That means we are committed to hiring our entire  team locally.  All design, production, finishing and fulfillment are done in Los Angeles.  We source all our trim and fixtures locally and, any fabric that is not found locally, we utilize local fabric representatives to source our high quality fabrics.  The closer and more local we keep our supply chain, the better it is for people and the planet. 

As part of our team, we expect you to consider the idea of calm.  Are your actions and decisions helping create a sense of calm for both the business, for you and your co-workers and for our larger environment as a whole?   From paper waste to how we treat each other, our goal for you, the business and planet is to create more calm. 

As a member of the ocean+main team, we expect you to filter your decisions and actions through that same lens.

All our decisions and actions at ocean+main are based on two defining pillars: Protecting Biodiversity and our Environment and Inclusion.  Our mission is guided in part by the United Nations Sustainability Goals.  Listed below, we use these goals in evaluating every decision we make and each one contributes to our overarching goals of protecting people and our planet.


Protecting Biodiversity – how can we reduce our impact on the natural world.  More nuanced than the term ‘sustainability’ our ultimate goal is to protect and replenish our natural world.

Our commitment to UN SDG’s 13, 12, and 14, taking climate action, producing responsibly and protecting life below water, all lead to protection biodiversity.

Inclusion – Diversity is being invited to the party, inclusion is being asked to dance.  Our goal is to provide a workplace where all people feel included, safe, protected and seen at all times.

UN SDG’s 5 and 16, Gender Equality and Peace, Justice and Strong Institutions help us ensure inclusion is considered at every step.

Share your ideas! If you have ideas that will help us achieve our goals to support people and the planet, we’d love to hear!  Many times, we have implemented your ideas into our business practices. 

Ideas to support our mission include but not limited to:

  1. Steps that lower our carbon, waste, environmental and biodiversity impact
  2. Finding new resources or suppliers who share our sustainability and inclusive ethos
  3. Thinking outside the box – discovering new ideas, people or business practices that enhance our mission
  4. Utilizing technology to increase our positive impact and reduce our negative impact
  5. Ways to support people in our company -This could include compensation ideas, benefit ideas, hiring recommendations, promotion ideas, and recognizing and sharing achievements of others.
  6. Ways to support people in our community – this could include finding new creatives or vendors who share our mission, volunteering ideas, donation ideas, community involvement ideas, etc.
  7. Opportunities to expand our diversity and inclusion mission

As the business and our team grow, we look forward to including a compensation structure that rewards individual contributions to our mission. 

Respecting others:

Our company culture is based on respect as well as local and federal laws.

And it can be simplified into 7 core pillars:

  1. Respect
  2. Integrity
  3. Conflict of interest 
  4. Justice
  5. Lawfulness
  6. Accountability
  7. Teamwork

Please note: All these pillars apply both to our individual employees and the organization as a whole.

If you have any concerns about the ethicality of the organization’s behavior, please voice your concerns to hello@ocean-and-main.com

Respect is treating people like you want to be treated. For example, giving your coworker personal space, taking note of their personal boundaries, demonstrating empathy, and showing kindness are all signs of respect. 

At ocean+main, we expect everyone to treat others with respect at all times - even in the face of workplace disagreements.

And the following will not be tolerated and may trigger disciplinary action:

  • Bullying 
  • Rudeness
  • Victimization
  • Harassment
  • Discrimination

If you feel that your team members are not showing you respect, please talk to your supervisor or HR at hello@ocean-and-main.com.

Integrity is conducting your business as if it were your own. 

For example, imagine you're in a situation where you can cut a corner and think your supervisor won't notice, such as not marking discrepancies in inventory. Integrity is taking the extra minute to calculate the missing products and marking them down according to protocol. 

At ocean+main, the following will not be tolerated and may trigger disciplinary action: 

  • Petty or deceptive behavior
  • Retaliation
  • Cheating
  • Lying
  • Stealing

If you feel that your team members are not showing you respect, please talk to your supervisor or email HR at hello@ocean-and-main.com.

At ocean+main, we define a conflict of interest as any personal activity that doesn't align with the company's best interest or goals.

And as such, these circumstances can cloud the employee's judgment or commitment to the company. And consequently, negatively affect the organization. 

For example, conflicts of interest might include:

  • Using your position in the company for personal gain 
  • Participating in activities that directly or indirectly benefit a competitor 
  • Using company connections for your personal gain - without permission from the company
  • Utilizing company equipment for another business 

Note: This is just a few examples and not an exhaustive list. If you have questions about other activities that constitute a conflict of interest, please contact [HR].

By justice, we're referring to upholding the objectivity of our workplace. Meaning, that all individuals have equal opportunities to succeed at ocean+main - regardless of protected characteristics (race, religion, gender identity, and sexual orientation included). 

And that all employees in the same position are evaluated against the same expectations. AKA no favoritism. 

This applies to prospective candidates as well. For example, if you're involved in the hiring process, you should ask all candidates the same set of questions. That way, it's easier to make decisions based on capability and potential, not appearance. 

To help uphold this pillar, we ask that all employees be able to justify their decisions and leave a paper trail whenever possible. This will help expedite any HR investigations if a potential issue arises. 

If you feel that you have been discriminated against in any way, please contact us immediately.

You are required to follow all local and federal laws - both inside and outside of work. This includes, but is not limited to, all laws around assault, bribery, fraud, corruption, privacy protection, and cybersecurity. 

Depending on your role at ocean+main, you may have laws that pertain specifically to your position (such as accountants and medical professionals). In these cases, these laws will be outlined in our business playbook. And you are responsible for knowing and following them.

When drafting up contracts, clauses, or disclaimers, please check with [our legal team] before distributing them. 

If you have any questions about the legality of activity - your own, a coworkers, or a business partner's - please reach out to HR immediately.

We expect you to fulfill all your job obligations and responsibilities outlined in your interview and freelance contract and to communicate your progress to supervisor proactively.

This includes: 

  • Issues and obstacles as they arise
  • The status of the parts you own
  • Your available bandwidth
  • Any mistakes that you had a hand in
  • Taking advantage of development opportunities

At ocean+main, the following may trigger disciplinary action: 

  • Not meeting expectations as outlined
  • Underperforming - especially if it becomes routine
  • Consistently slacking off
  • Not owning your mistakes
  • Failing to address foreseeable obstacles  
  • Lacking dependability

We have teams for a reason. Work is a lot easier when people are looking out for you, your progress, and your projects. 

So, we expect all our employees to act as a team player. This looks like:

  • Working well together
  • Communicating effectively and proactively
  • Sharing tribal knowledge
  • Holding your team members accountable
  • Helping fix mistakes, meet deadlines, or get the project done
  • Being open to others ideas and feedback

If you have concerns about someone on your team's behavior, please talk to your supervisor.

Anti - Discrimination Policy

Work is a lot easier when we all work together, including looking out for each other in the work place. 

We expect all our employees to act as a team player. This looks like:

  • Working well together
  • Communicating effectively and proactively
  • Sharing group knowledge
  • Holding your team members accountable
  • Helping fix mistakes, meet deadlines, or get the project done
  • Being open to others ideas and feedback

If you have concerns about someone on your team's behavior, please talk to your supervisor. 

Harassment is ANY unwelcome conduct that is based on:

  • Race
  • Color
  • Religion
  • Sex (including pregnancy)
  • National origin
  • Age (40 or older)
  • Disability or genetic information
  • Marriage/civil partnership 
  • Gender identity/sexual orientation

Here are a few examples of what we consider to be discriminatory behavior:

  • Hiring managers disproportionately hiring/disqualifying male or female candidates due to their own biases, knowingly.
  • Managers that overlook employees with specific protected characteristics (such as race, religion) for raises/promotions and cannot prove they did so fairly.
  • Someone making sexist/racist comments.
  • Sending emails belittling an employee about any of their protected characteristics (such as race, religion, gender presentation, nationality, etc.).

Obviously, this is not an exhaustive list. If you feel you have been harassed or discriminated against, please let your supervisor know.




Unconscious Bias

Occasionally, these actions and comments are not meant to be discriminatory - unconscious bias is real and tricky. In such a situation, [HR] will provide training and guidance to help you overcome biased opinions after a formal reprimand. We do this so you can put your best foot forward and move toward a place of universal understanding.

Assault, sexual harassment, violence - either physical or mental - will in no way, under any circumstance, be tolerated. If an employee is found to have perpetrated any of these actions, they will be terminated immediately - no if's, and's, or but's.


First and foremost, we encourage a culture of inclusion and mutual respect.

To avoid potential harassment situations altogether, and to make sure we handle every case fairly and lawfully, we also:

  • Use inclusive language in all job ads and official company documents, making sure to have EEO (Equal Employment Opportunity) statements
  • Have a set series of rules that apply to job-related hiring, promoting, and rewarding employees to avoid accidental/purposeful discrimination
  • All compensation/benefits will be based on position, seniority, qualification, and performance - NOT based on protected characteristics
  • Make appropriate adjustments for all employees with disabilities
  • Require that managers keep a log of their decisions regarding promotion/demotion, or anything really, of current employees or job candidates 

All company activities promote this culture, and educational opportunities are provided to all employees to learn and develop anti-harassment and unbiased behaviors

If you are struggling with a bias, let your supervisor know. We will happily assist you in finding resources to eliminate these feelings so you can better yourself and your work environment.

If you or someone you know is being discriminated against or harassed - tell supervisor right away!

Your supervisor will spearhead an investigation of your claim, look into the situation, and then decide the best course of action for resolution for both victim and perpetrator.

We are here to help and protect YOU! So that we can ensure you feel safe and accepted at work, we are always on the lookout for situations where discrimination might occur. 

This will look like: 

  • Looking into all similar claims about an accused individual to see if the problem has become systematic.
  • Keeping an eye on data from the company - looking for discriminatory behaviors (such as hiring/firing employees of a certain race by a manager).
  • Evaluate social media content of the accused employee - checking for patterns of discriminatory language/behavior that visitors, job candidates, or former employees might have.
  • Conduct private and discrete interviews to gather information about the situation/individual accused.

NOTE: We will investigate all claims sensitively and privately. We will never disclose personal information that would further the harassment. Those who filed the complaint are protected - not even the department they work in will be disclosed to anyone. 

It is up to everyone - yourself included - to do everything necessary to report and avoid discrimination or harassment situations. You must unlearn any implicit biases you might have and be open to change. It is also up to you to speak up and help your coworkers when they are in need.


As we have previously mentioned, we have a zero-tolerance policy for harassment of any kind, and disciplinary action will be severe, usually ending in termination. Each case will be reviewed thoroughly and fairly to determine the appropriate outcome.

If an infraction is found to be criminal in nature, we will inform and fully cooperate with the authorities to investigate the incident.

Workplace Health and Safety Protocol


At ocean+main we believe everyone has the right to safe working conditions. And we do everything in our power to keep our workplace healthy and safe for all employees. This includes following all local health and safety guidelines.

In this policy, we’ll outline these efforts so you can hold us accountable and do your part to keep our workplace as safe as possible.




This policy applies to all employees (including full-time, part-time, and contractors) and all visitors.



Preventative action:

Preventative action refers to any measures we take to keep accidents or unhealthy conditions from happening in the first place. 

These measures are informed by routine risk assessments and analysis of our job hazards. And every time we find new information, we make sure to update our health and safety procedures accordingly. 

Some tasks at our company, however, come with higher risk. And if it is not in your job duties or is not entirely necessary, these tasks should be avoided.

For example: 

  • Working in spaces with unsafe air qualities
  • Environments with unhealthy temperatures 
  • Exposing yourself to harmfully loud noises
  • Handling toxic, flammable, or otherwise dangerous materials
  • Operating heavy machinery, such as the baler
  • Working at an unsafe height via a ladder or scaffolding

Please note that this list is not exhaustive. And that some risks may be unavoidable, depending on your position. 

In these cases, we have implemented the necessary safety steps to make your job as safe as possible

These include the following precautions:

  • Our cleaning team will sanitize all company workspaces and equipment per CDC recommendations
  • All buildings have working smoke alarms and sprinklers that are regularly checked by a [maintenance supervisor]
  • Evacuation plans are posted clearly near the emergency exit on each floor of the building. These exits are clearly marked
  • Multiple first aid kits that are always fully stocked and unexpired fire extinguishers are easily accessible on each floor
  • Fire extinguishers and first aid kits are available on each floor
  • We hold quarterly fire drills and practice emergency evacuations
  • Our safety and quality control team will inspect all equipment and framework at least [once a quarter]
  • All employees must be up to date on their training before they go to a job site
  • Field workers are required to attend [3 hours] of in-person health and safety training [per year]
  • Safety gear (including gloves, coveralls, helmets, and safety glasses) will be provided and must be worn in all work zones
  • Proper signage must be posted at all job sites before starting 
  • All fieldwork will be completed by teams of 2 or more employees
  • Non-authorized individuals (such as visitors) are not allowed on job sites
  • work
  • Technicians that are on call to quickly fix any blackouts, leaks, or any other potentially hazardous situation 
  • Smoking is not permitted on company property
  • Our substance abuse policy is always in effect during working hours and on company property

All preventative actions will also be included in the related training materials.

A review of health and safety measures will be conducted on a bi-annual basis.

Emergency Management

In the event of an emergency, certain protocols must be followed to ensure safety to personnel and property. Since not all emergencies are the same, we will provide the established protocols for scenarios that could potentially occur in our line of work and in our region. Understanding these protocols will ensure you know what to do if any of these scenarios occur. 

IMPORTANT: Obviously, it is impossible to plan perfectly for every potential emergency. Should one occur outside those outlined here, please follow directions provided by your immediate supervisor.


Additional ways we keep you safe:

We stay up to date with safety precautions and actively promote health and safety.

We promise to:

  • Keep updating our health and safety procedures according to local laws or after an incident prompts a new set of rules.  
  • Offer rewards for safe behavior to encourage you to do your job safely (such as using the correct protective gear). 
  • Look over past accidents to find out what went wrong and how to keep it from happening again.
  • Have a clear plan of action to report accidents.
  • Always adapt our guidelines to keep you as safe as possible!

Because we care about you so much, we also reach out to safety consultants to triple check that where you work follows all safety laws and guidelines. 



Disciplinary action:

Each team leader/manager responsible that team members follow all of these procedures. You MUST follow all of these guidelines, and if you don’t, there will be consequences.

You will be held accountable, and if you act unsafely multiple times, you can face termination. Health and safety at work are no joke, and all of these guidelines need to be respected. 


It’s up to everyone to keep each other safe - anyone who ignores these rules is putting lives on the line. Please take this seriously - we do!


Medical Emergencies

Per the CDC, if a medical emergency arises, do not move the victim unless absolutely necessary. And ensure the victim is in a safe place. Then...

 Call the appropriate medical emergency phone number:

  • Fire -911
  • Police -911
  • Paramedics - 911

 Provide the following information:

  • Nature of the medical emergency
  • Location of the emergency (address, building, room number, etc.)
  • Your name and the phone number from which you are calling


If CPR or first aid trained personnel are not available, as a minimum, attempt to prove the following basic assistance:

  • Stop bleeding by applying firm pressure on the wound with clean material (avoid contact with blood or other bodily fluids).
  • If choking, clear the air passage using the Heimlich maneuver.

Attempt first aid only if you are trained and qualified.

 Disease or Illness

In the event of a community outbreak of any illness, we will, first and foremost, follow the precautions and guidance of local health and governmental bodies.

Our general protocols will be as follows:

  • General hygiene and environmental cleaning
    • Employees should practice good hygiene by:
      • Regularly washing hands with soap and water
      • Coughing/sneezing into a tissue or upper sleeve, not in hands
  • We will routinely clean and disinfect all frequently touched surfaces, including:
    • Work stations
    • Countertops
    • Doorknobs
  • We will provide tissues and disinfecting disposable wipes

Pregnancy/Maternal/Paternal Support

We support growing families and ensure pregnant individuals have the support the need to stay healthy and well.  These include but are not limited to sufficient bathroom breaks, hydration, chairs or other forms of support to ensure they are comfortable in the work space.

With all freelance employees, we encourage flexible work hours and support them with as much maternity and paternity leave they feel is necessary and can be extended for the business.  We work with them to achieve their financial goals as well as find a work-life balance that supports their growing family and the needs of the business. 


  • Employees who are sick should stay home
  • Employees with ill family members should stay home
  • If an employee becomes sick at work, they will be separated from other employees and sent home

Work from home

  • If an outbreak becomes severe enough, a mandatory "Work from Home" policy may be implemented. And we will continue until conditions improve well within healthy limits per local health and/or governmental bodies


  • If an outbreak becomes severe enough, employee travel may be partially or fully restricted until conditions improve. In this event, we will use technology (such as Zoom) to continue work that would typically be conducted onsite


When a fire is discovered:

  • Activate the nearest fire alarm
  • Notify the local Fire Department by calling 911.
  • If the fire alarm is not available, notify the site personnel about the fire emergency by the following means:
    • Voice Communication
    • Phone Paging
    • Radio
    • Instant Messaging 

Fight the fire only if:

  • The Fire Department has been notified
  • The fire is small and is not spreading to other areas
  • Escaping the area is possible by backing up to the nearest exit
  • The fire extinguisher is in working condition, and personnel are trained to use it

Upon being notified about the fire emergency, occupants must:

  • Leave the building using the designated escape routes
  • Assemble in [the designated area]
  • Remain outside until the competent authority (designated official or designee) announces that it is safe to reenter

Supervisors must:

  • Disconnect utilities and equipment unless doing so jeopardizes their safety
  • Coordinate an orderly evacuation of personnel
  • Perform an accurate headcount of personnel reported to the designated area
  • Determine a rescue method to locate missing personnel
  • Provide the fire department personnel with the necessary information about the facility
  • Perform assessment and coordinate weather forecast office emergency closing procedures

Area Monitors must:

  • Ensure that all employees have evacuated the area/floor
  • Report any problems to [the designated official] at the assembly area

Assistants to physically challenged should assist all physically challenged employees in the emergency evacuation.


Severe Weather


  • When a warning is issued by sirens or other means, seek inside shelter
  • Consider the following:
    • Small interior rooms on the lowest floor and without windows
    • Hallways on the lowest floor away from doors and windows
    • Rooms constructed with reinforced concrete, brick, or block with no windows
  • Stay away from outside walls and windows
  • Use arms to protect the head and neck
  • Remain sheltered until the tornado threat is announced to be over


  • Stay calm and await instructions from safety officials
  • Keep away from overhead fixtures, windows, filing cabinets, and electrical power
  • Assist people with disabilities in finding a safe place
  • Evacuate as instructed by safety officials



If indoors:

  • Be ready to evacuate as directed by safety officials
  • Follow the recommended primary or secondary evacuation routes

If outdoors:

  • Climb to high ground and stay there
  • Avoid walking or driving through flood water
  • If the car stalls, abandon it immediately and climb to higher ground


The nature of a hurricane provides for more warning than other natural and weather disasters. A hurricane watch is issued when the hurricane becomes a threat to a coastal area. A hurricane warning is issued when hurricane winds of 74 mph or higher, or a combination of dangerously high water and rough seas, are expected in the area within 24 hours

Once a hurricane watch has been issued:

  • Stay calm and await instructions from safety officials
  • Moor any boats securely, or move to a safe place if time allows
  • Continue to monitor local TV and radio stations for instructions
  • Move early out of low-lying areas or from the coast, at the request of officials
  • If you are on high ground, away from the coast, and plan to stay, secure the building, moving all loose items indoors, and boarding up windows and openings
  • Collect drinking water in appropriate containers

Once a hurricane warning has been issued:

  • Be ready to evacuate as directed by safety officials
  • Leave areas that might be affected by storm tide or stream flooding

During a hurricane:

  • Remain indoors and consider the following:
    • Small interior rooms on the lowest floor and without windows
    • Hallways on the lowest floor away from doors and windows
    • Rooms constructed with reinforced concrete, brick, or block with no windows


If indoors:

Stay calm and await instructions from safety officials

  • Stay indoors!
  • If there is no heat:
    • Close off unneeded rooms or areas
    • Stuff towels or rags in cracks under doors
    • Cover windows at night
  • Eat and drink. Food provides the body with energy and heat. Fluids prevent dehydration. Wear layers of loose-fitting, light-weight, warm clothing, if available

If outdoors:

  • Find a dry shelter. Cover all exposed parts of the body

If outdoors and shelter is not available:

  • Prepare a lean-to, windbreak, or snow cave for protection from the wind
  • Build a fire for heat and to attract attention. Place rocks around the fire to absorb and reflect heat
  • Do not eat snow. It will lower your body temperature. Melt it first

If stranded in a car or truck:

  • Stay in the vehicle!
  • Run the motor for about ten minutes each hour. Open the windows a little for fresh air to avoid carbon monoxide poisoning. Make sure the exhaust pipe is not blocked
  • Make yourself visible to rescuers
  • Turn on the dome light at night when running the engine
  • Tie a colored cloth to your antenna or door
  • Raise the hood after the snow stops falling
  • Exercise to keep blood circulating and to keep warm

Bomb Threat

In case of a bomb threat, we will follow the bomb threat guidance outlined by the Department of Homeland Security

Phoned threat

  • Remain calm and do not hang up
  • If possible, signal other staff members to listen and notify the local police and fire departments
  • If the phone has a display, copy the numbers or letters on the window display
  • Write down the exact wording of the threat
  • Keep the caller on the line for as long as possible. You will want to use the Bomb Threat Checklist to gather as much information as you can
  • Record the call, if possible
  • Fill out the Bomb Threat Checklist immediately
  • Be available for interviews with the building’s emergency response team and law enforcement

Verbal threat

  • If the perpetrator leaves, note which direction they went
  • Notify authorities
  • Write down the threat word for word
  • Note the description of the person who made the threat:
    • Name (if known)
    • Race
    • Gender
    • Type/color of clothing
    • Body size (height/weight)
    • Hair and eye color
    • Distinguishing features
    • Voice (loud, deep, accent, etc.)

Written threat

  • Handle the document as little as possible
  • Notify the authorities
  • Rewrite the threat exactly as is on another sheet of paper and note the following:
    • Date, time, and location that the document was found
    • Any situations or conditions surrounding the discovery/delivery
    • Full names of any person who saw the threat
    • Secure the original threat and do not alter the item in any way
    • If small/removable, place in a bag or envelope
    • If large/stationary, secure the location

Emailed threat

  • Leave the message open on the computer
  • Notify the authorities
  • Print, photograph, or copy the message and subject line, noting the date and time 

In the event of extended power loss:

  • Unnecessary electrical equipment and appliances should be turned off if power restoration will cause damage to electronics or affect the equipment
  • Facilities with freezing temperatures should be turned off, and the following lines should be drained in the event of an extended power loss:
    • Fire sprinkler system
    • Standpipes
    • Potable water lines
    • Toilets
  • Add propylene-glycol to drains to prevent traps from freezing
  • Equipment that contains fluids that may freeze when exposed to freezing temperatures should be moved to heated areas, drained of liquids, or provided with auxiliary heat sources

Upon restoration of heat and power:

  • Electronic equipment should be brought up to ambient temperatures before energizing to prevent condensate from forming on circuitry
  • Fire and potable water piping should be checked for leaks from freeze damage after the heat has been restored to the facility and water turned back on


Per Department of Labor recommendations, we have classified our responses into 3 stages based on the threat posed.  

Level 1 (early warning signs)

The person is:

  • Intimidating or bullying
  • Discourteous or disrespectful
  • Uncooperative
  • Verbally abusive

Response when early warning signs reach Level 1

  • Observe the behavior in question
  • Report concerns to your supervisor to seek help in assessing and responding to the situation
    • If the offending employee is the reporting employee's immediate supervisor, the employee should notify the next level of supervision 
      • If the person is not an employee, the employee's supervisor is still the appropriate individual to receive and initially respond
  • Document the observed behavior in question
  • Supervisors should meet with the offending employee to discuss concerns. Follow these procedures:
    • Schedule private time and place
    • Coordinate any necessary union participation
    • Get straight to the point
    • Ask the employee for his or her input
    • Ask the employee what should be done about the behavior
    • Ask how you can help
    • Identify the performance or conduct problems that are of concern
    • Identify the steps you would like to see to correct problems
    • Set limits on what is acceptable behavior and performance
    • Establish time frames to make changes and subsequent consequences for failing to correct behavior or performance

Level 2 (escalation of the situation)

The person:

  • Argues with customers, vendors, co-workers, and management
  • Refuses to obey agency policies and procedures
  • Sabotages equipment and steals property for revenge
  • Verbalizes wishes to hurt co-workers or management
  • Sends threatening note(s) to co-worker(s) or management
  • Sees him/herself as victimized by management (me against them)

Response when the situation has escalated to Level 2

  • If warranted, call 911 particularly if the situation requires immediate medical and/or law enforcement personnel
  • Immediately Contact the supervisor and, if needed, the supervisor will contact other appropriate officials, such as functional area experts to seek help in assessing and responding to the situation
  • If necessary, secure your own safety and the safety of others, including contacting people who are in danger (make sure emergency numbers for employees are kept up-to-date and accessible)
  • Document the observed behavior in question
  • Supervisors should Meet with the employee to discuss concerns and, if appropriate, begin or continue progressive discipline. The supervisor should follow these procedures:
    • Call for assistance in assessing and responding, if needed
    • Avoid an audience when dealing with the employee
    • Remain calm, speaking slowly, softly, and clearly
    • Ask the employee to sit down; see if they can follow directions
    • Ask questions relevant to the employee's complaint such as:
      • What can you do to try to regain control of yourself?
      • What can I do to help you regain control?
      • What do you hope to gain by committing violence?
      • Why do you believe you need to be violent to achieve that?
    • Try to direct the aggressive tendencies into another kind of behavior so that the employee sees s/he has choices about how to react

Level 3 (further escalation - usually resulting in emergency response)

The person displays intense anger resulting in:

  • Suicidal threats
  • Physical fights
  • Destruction of property
  • Display of extreme rage
  • Utilization of weapons to harm others

Response when the situation reaches Level 3 emergency

  • Any individual observing violent or threatening behavior that poses an immediate danger to persons or property is expected to:
  • Call 911, especially if the situation requires immediate medical and/or law enforcement personnel
  • Remain calm and contact the supervisor
  • Secure your personal safety first
  • Leave the area if your safety is at risk
  • Cooperate with law enforcement personnel when they have responded to the situation

Once law enforcement personnel are on the scene, they will assume control of the situation. Witnesses should be prepared to provide a description of the violent or threatening individual. As well as offer details of what they observed, including the exact location of the incident.

Note: Supervisor, where needed, will contact functional area experts and follow the procedures described in the Level 2 section.


Whistle Blowing and Anti-Trust Policy


Honest communication and transparency are a cornerstone of ocean+main.  We expect all employees, suppliers and vendors and to adhere to our stated company guidelines and applicable laws and encourage anyone who suspects wrongdoing to come forward.  Our goal is to create a space where everyone feels safe and their integrity is valued.  If you see something or hear something, please say something.  Inappropriate or illegal behavior is detrimental to everyone.


Whistle Blowing


In keeping with the policy of maintaining the highest standards of conduct and ethics, ocean+main (“OCEAN+MAIN”) will investigate complaints of suspected wrongdoing occurring within its programs and services; fraudulent or dishonest use or misuse of its resources or property; violations of agency policy; and violations of local, state, and federal law (each, “Suspected Wrongdoing”). Employees, contractors, board members, volunteers, clients, and community members are encouraged[i] to report all suspected wrongdoing pursuant to the procedures set forth below.


This policy supplements, and does not replace, the OCEAN+MAIN’s unlawful harassment and discrimination policy and/or any other complaint resolution/grievance policy, and any procedures required by law, regulation, or funding source requirements.


Good Faith

A person reporting concerns under this policy must act in good faith and have reasonable grounds for believing that the information reported indicates that Suspected Wrongdoing has occurred. A person who makes an allegation maliciously or with good reason to believe that the allegation was false will be subject to disciplinary action, up to and including termination of employment.



 A person’s concerns about Suspected Wrongdoing should be reported to his/her immediate supervisor. If a person is not comfortable reporting to his/her supervisor, concerns may be reported to the OCEAN+MAIN’s owner.


If the Suspected Wrongdoing concerns a board member or the Executive Director, the report should be made to the Chairperson of the OCEAN+MAIN’s Board of Directors. If the Suspected Wrongdoing concerns the Chairperson of the OCEAN+MAIN’s Board of Directors, the report should be made to the Chairperson of the Board’s Audit Committee [or another similarly-situated board member/committee].


Reports of Suspected Wrongdoing should contain the names of the individuals involved, dates, and a description of the actions believed to be Suspected Wrongdoing. At no time should an individual who has reported or is considering reporting Suspected Wrongdoing undertake an independent investigation into the matter to obtain additional information.



OCEAN+MAIN encourages anyone reporting Suspected Wrongdoing to identify himself or herself when making a report to facilitate the investigation of the Suspected Wrongdoing. However, reports may be submitted anonymously by mailing a written statement to 2118 Wilshire Blvd, Suite 602 Santa Monica, CA 90403.  Reports of Suspected Wrongdoing will be kept confidential to the extent possible, but confidentiality cannot be guaranteed in light of the need to conduct an adequate investigation, to comply with all applicable laws, and to cooperate with law enforcement.



Reports of Suspected Wrongdoing will be promptly reviewed and analyzed by the OCEAN+MAIN’s designated compliance officer.  Appropriate corrective action will be taken if warranted by the investigation, and findings may be communicated to the reporting person, to the extent reasonably possible and consistent with any privacy and confidentiality limitation. Investigations may be conducted by independent persons such as auditors and/or attorneys at the discretion of the compliance officer.


Upon receipt of a good faith report, the compliance officer shall promptly notify the individual who reported the Suspected Wrongdoing (to the extent that the individual’s identity is disclosed or a return address is provided) that he/she has received the report and will investigate it.



No Retaliation

No employee, contractor, board member, volunteer, client, or community member who in good faith reports Suspected Wrongdoing, or who cooperates in the investigation of Suspected Wrongdoing, shall suffer harassment, retaliation, or adverse employment or other consequences. Any such retaliation should be reported, and the OCEAN+MAIN will promptly investigate the report, consistent with the procedures contained in this policy.


Anyone within the OCEAN+MAIN who retaliates against another individual for reporting Suspected Wrongdoing or cooperating with an investigation of suspected wrongdoing is subject to discipline up to and including termination of employment.









It is the undeviating policy of ocean+main to comply strictly with the letter and spirit of all federal, state, and applicable international trade regulations and antitrust laws. Any activities of ocean+main or Ocean+main-related actions of its officers, directors, committee chairs, members, or staff that violate these regulations and laws are detrimental to the interests of ocean+main and are unequivocally contrary to Ocean+main policy.


Implementation of the antitrust compliance policy of ocean+main includes, but is not limited to, the following:

  1. Meetings. Ocean+main membership meetings, and those of the Board of Directors, the Executive Committee, and other committees, are to be conducted pursuant to agendas distributed in advance to attendees; discussions should be limited to agenda items; there should be no substantive discussions of Ocean+main matters other than at official meetings; minutes shall be distributed to attendees promptly.
  2. Prohibited Subjects. All Ocean+main activities or discussions shall be avoided that might be construed as tending to (1) raise, lower, or stabilize prices; (2) regulate production or services; (3) allocate markets, customers, clients, or patients; (4) encourage boycotts; (5) foster unfair trade practices; (6) assist in monopolization; or (7) in any way violate federal, state, or applicable international trade regulations and antitrust laws.
  3. Authorization. No officer, director, or member of ocean+main shall make any representation in public or in private, orally or in writing, that states, or appears to state, an official policy or position of ocean+main without specific authorization to do so.


  1. Sanctions. Ocean+main members, officers, directors, or employees who participate in conduct that the Board of Directors, by a two-thirds majority vote, determines to be contrary to ocean+main antitrust compliance policy are subject to disciplinary measures up to, and including, termination.



Diversity, Equity, Inclusion and Accountability


Being able to acknowledge diversity is one of the most crucial steps for an inclusive workplace. We believe any member of our team, whether internal, external, freelance or contract supplier should have the opportunity to bring their full self to work without fear of discrimination.  We believe this builds stronger connections, leads to a diverse and engaged workforce, and allow everyone to feel valued and a part of something bigger.

Diversity is the presence of difference within a given setting. It is not one person, but a group of unique people from different backgrounds. It encompasses protected characteristics (differences) such as age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity. When there is a lack of diversity, it simply means that the group is homogenous in one or more of these areas.


In the words of Verna Myers, “Diversity is being invited to the party. Inclusion is being asked to dance.”  Here’s how we like to think of it - we want everyone at ocean+main to feel comfortable bringing their full, true selves to work without fear of discrimination. Everyone has something that makes them unique, and we think that’s great!


We define discrimination as:

Behaviors on the basis of protected characteristics: age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity

And including, but not limited to:

  • Denial of benefits, appropriate compensation, or growth / promotion
  • Job refusal or exclusion from employment
  • Termination of employment
  • Denial of use of company facilities or property
  • Preferential treatment
  • Exclusion or isolation by co-workers
  • Hostile work environment
  • Failure to understand and provide necessary accommodations due to disability (physical or mental)

We define harassment as:

Treatment in a way that is offensive, humiliating, intimidating, or threatening because of protected characteristics: age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity

And including, but not limited to:

  • Jokes
  • Comments
  • Name-calling
  • Hate speech
  • Insults
  • Intolerance
  • Perpetuation of stereotypes
  • Physical assault or violence

At ocean+main, we believe that we are only as strong as we are different. We celebrate everything that makes our employees unique, and we love how our varied backgrounds improve our team and our product.

This means that we:

  • Celebrate what makes us different (we’d throw a party every day if we could).
  • Speak with kindness and curiosity when we discuss our differences (YES it’s okay - encouraged, even - to talk about it! We love a kind discussion about what makes us unique.)
  • Discuss and respect boundaries. 
    • If someone unintentionally says or does something that feels disrespectful, it’s your responsibility to speak up and let them know. 
    • It’s their responsibility to apologize and make sure they understand why it was disrespectful and avoid such language or behavior in the future. This should be an open discussion with both sides assuming good intent and a chance to educate and learn from each other.

If there is a clear, intentional disrespect, discrimination, or harassment based on protected characteristics, discuss (with specific references) what your teammate has done to make you uncomfortable with their direct manager or your manager.

Our goal is for everyone at ocean+main to be accepting and kind. We hold each employee to these standards. 

We will take action against any employee found guilty of discrimination or harassment on the basis of protected characteristics (such as age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity), up to and including termination of employment. 

Bottom Line:

We have zero-tolerance for discrimination and harassment at ocean+main.


More than having a policy on paper, ocean+main is committed to putting this policy in action.  We have an open-door policy to employees, vendors or suppliers who think we are not doing enough.  Yearly, we will review our internal and external teams, suppliers, vendors to ensure inclusion, diversity and equity in all our business practices and report our progress.

California Transparency in Supply Chain/Anti-Slavery/Anti-Human Trafficking Policy


Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labor and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain. We have a zero-tolerance approach to modern slavery. We are committed to acting ethically and with integrity in all our business dealings and relationships, and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or our supply chains.


One of the founding pillars of ocean+main is domestic production.  By manufacturing all our products in Los Angeles, walking distance from our studio, we are availed a transparency unique in the apparel industry.  We know our production partners personally.  We know our sub-contractors personally and visit their facilities daily.  This allows us to ensure integrity in our human rights, anti-trafficking, and anti-slavery policies and commitments.


Those commitments include ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, consistent with the California Transparency in Supply Chain Act (SB657), UK Modern Slavery Act 2015 and in accordance with our commitment to UN Sustainability Goal 12: Responsible Production and Consumption.  We expect the same high standards from all of our employees, suppliers and business partners, and as part of our contracting processes, we include specific prohibitions against the use of forced, compulsory or trafficked labor, or anyone held in slavery or servitude, whether adults or children, and we expect our Suppliers to hold their own Suppliers to the same high standards.


The purpose of the California Transparency in Supply Chain law is to provide customers with the information they need to make responsible and informed purchasing decisions. The information provided explains how we are working to evaluate and address any risks of slavery and human trafficking in our supply chain.

This policy applies to our suppliers and all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, free-lance workers, interns, agents, contractors, external consultants, third-party representatives and business partners.

  1. Daily Site Visits Production Facilities:

Along with daily site visits to our production facilities, we require all our suppliers sign our Vendor Code of Conduct which clearly spells out our expectations and ethical code regarding human rights, anti-trafficking and anti-slavery activity.  We conduct regular site visits at the suppliers that manufacture ocean+main products to monitor compliance to our Vendor Code of Conduct and related laws and regulations. Any new suppliers are subject to inspection before any purchase orders are placed.


  1. Fabric and Trim suppliers:

Our responsible sourcing guidelines require us to source from mills and trim suppliers who sign and adhere to our Vendor Code of Conduct regarding human rights, anti-slavery and anti-human trafficking. 


  1. Third Party - Indirect Suppliers of Upcycled fabric and components:

As our sustainable model frequently uses upcycled fabric and trim, we have less visibility to the indirect suppliers that provide some fabric, trim and other components and even less visibility to the origin of some of these raw materials and components. We do, however, recognize that we have a responsibility to identify risks and work to improve working conditions throughout our supply chain.

Modern slavery and human trafficking are serious issues. Based on data from the International Labour Organization, there are currently as many as 21 million affected victims. We understand the importance of the requirements of Section 54 of the UK Modern Slavery Act.

At ocean+main, we are committed to strengthening our internal processes, working with our suppliers as well as industry groups, governments, and other stakeholders to develop strategies to address modern slavery and human trafficking in the global fashion supply chain.

Responsibility for the policy within ocean+main


Mary Price, Founder/Owner, shall be responsible for overseeing and implementing the Policy and shall sign and publish the company’s annual Modern Slavery statement.


Compliance with the policy


All employees must ensure that you read, understand and comply with this policy.


The prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. You are required to avoid any activity that might lead to, or suggest, a breach of this policy.


Employees of ocean+main must notify their manager as referenced in the Whistleblowing Policy as soon as possible if they believe or suspect that a breach of this policy has occurred, or may occur in the future. Suppliers must notify a representative of ocean+main.


Everyone is encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or supply chains of any supplier tier at the earliest possible stage.


If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your manager or through the confidential email at hello@ocean-and-main.com as referenced in the Whistleblowing Policy.


We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no employee suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavorable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform your manager immediately.


Communication and awareness of the policy

This Policy is available on the ocean+main website and training will be provided as necessary.


Our zero-tolerance approach to modern slavery must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate thereafter.


Breaches of this Policy


Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.


 We may terminate our relationship with other Suppliers, individuals and organizations working with us or on our behalf if they breach this policy.




Our Employees

ocean+main believes that employees should be treated with respect and dignity and work in an environment that is free from harassment and unlawful discrimination. The Company’s commitment to respect human rights in the workplace is manifested in our Employee and Vendor Code Conduct and policies, standards and practices. These policies state, among other things, that we value and promote workforce diversity and do not tolerate unlawful discrimination or harassment. We maintain an ethical work environment that reflects the core values of our Company, and we provide a safe and secure workplace.

Our employees have access to the ocean+main founder at hello@ocean-and-main where  concerns and questions can be raised and resolved effectively. Employees are strongly encouraged to raise ethics, discrimination, or harassment matters, and to report suspected violations of applicable laws, policies and/or our Employee and Vendor Code of Ethics.  Retaliation for raising concerns in good faith is prohibited per our Internal Reporting and Non-Retaliation Policy.

Our Suppliers 

ocean+main strives to respect human rights through its supply chain by encouraging actions that are consistent with and further the objectives of our Code of Conduct, and by using suppliers whose corporate values are consistent with ours.  All suppliers interested in pursuing business with ocean+main must provide their own signed Anti-Slavery and Human Trafficking Statement insuring they comply with all Federal and International Laws as well as ocean+main’s own Vendor Code of Conduct.  We see relationships with our suppliers as an opportunity to share best practices and to promote continual learning and improvement with respect to human rights.

Communities and Stakeholders

ocean+main recognizes and enthusiastically accepts our responsibility to the communities we serve, through acting as a good neighbor and through involvement and support for community activities. We respect the rights of people in communities in which we operate. The Company will seek to identify adverse human rights impacts and take appropriate steps to mitigate them. ocean+main will strive to ensure that our communications with governments, regulatory bodies and public authorities are consistent with our human rights commitments, as stated herein.

Corporate Citizenship

We recognize and enthusiastically accept our responsibility to the communities we serve, through acting as a good neighbor and through involvement and support for community activities. We commit to actively participating in supporting people and the planet and will advocate passionately for both.

Workplace Security and Healthy Workplace

ocean+main is fully committed to the health and safety of our work force and to the protection of our neighbors, the environment, and our assets. ocean+main will exercise reasonable care in providing each employee a workplace free of recognized hazards, including violent acts or threats of violent acts against employees or third parties within Company workplaces. The Company will not tolerate violence or threats of violence and takes reasonable measures to provide a safe workplace. The Company will take reasonable efforts to provide a safe and healthy workplace and comply with applicable safety and health laws and regulations, as well as internal requirements.

Diversity and Inclusion

ocean+main values and advances diversity and inclusion in the workplace. The Company is committed to equal opportunity and is 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 origin, ethnicity, religion, age, disability, sexual orientation, gender identification or expression, or any other status protected by applicable law, this also includes any form of sexual harassment. Qualifications, performance, skills and experience are the basis for recruitment, hiring, placement, development, training, compensation and advancement at the Company.

Rights of Indigenous Peoples

ocean+main respects and works to actively protect the rights of indigenous peoples.

Labor Relations

ocean+main is dedicated to creating a workplace that respects and values all employees and maintains an environment of open and direct communication. We strive to develop mutually rewarding relationship with employees through fairness, trust and integrity.

Consequences/Penalty for Non-Compliance

Adherence to Polices is mandatory. Non-compliance may result in disciplinary action, up to and including termination. A violation, or suspected violation, of this policy or standard should be reported to your manager.


Animal Welfare Policy

ocean+main requires animal material suppliers to adopt industry best practice rearing, transportation and slaughter standards, based on the internationally recognised Five Freedoms which recommend animals should be afforded:

  1. freedom from hunger and thirst;
  2. freedom from discomfort;
  3. freedom from pain, injury and disease;
  4. freedom to express normal behaviour;
  5. freedom from fear and distress.


These higher welfare standards are referenced throughout this policy under the term “good animal husbandry”.

As silk is a fabric we use in our collections, we frequently source upcycled silk.  This means no animals were harmed specifically for production of ocean+main products.  We also source Ahimsa, or Peace Silk, where no silk worms are killed.  The silk is harvested after the worm has metamorphized into a silk moth.  Additionally, we are supporting promising initiatives to create silk alternatives from plant fibers.

ocean+main requires suppliers to provide information on the name of the species of animal used in our products (both common and scientific name) and the country of origin.  All suppliers, are required to comply with this policy.



Materials derived from vulnerable or endangered species appearing on either the International Union for the Conservation of Nature (IUCN) or the Convention of International Trade in Endangered Species (CITES) lists must not be used in products sold by ocean+main.

Animal products and by-products we do not use in our collections include:

  • Angora and other rabbit hair
  • Cashmere and Mohair
  • Woll
  • Mongolian lambs fur and Karakul lambskin pelts
  • Bone, Shell, Horn and Teeth
  • Leather or animal skin





Animal imagery or materials featured on our products, on the website or used for marketing, production and communication purposes, must be sensitive to animal welfare issues (such as the depiction of animals in captivity) and must comply with our Animal Welfare Policy. Animals and animal derived materials which are banned from our products must not be used for marketing, production and communication purposes