Sierra Meat Company welcomes concerns from people outside the company. This policy explains how suppliers, customers, neighbors and anyone else affected by our business can report a concern, and what we do when they do.
Effective Date: 09/30/2026
1. Purpose and scope
Who can report.
Anyone who is not a Sierra employee, including:
•Suppliers, contractors and service providers, and their workers
•Customers
•Neighbors and members of the local community
•Visitors to our site
Sierra employees raise concerns through the employee grievance procedure in the employee handbook.
What can be reported.
Any concern that Sierra, or someone acting for Sierra, may be breaking the law or the ETI Base Code. Examples include:
•Forced labor, child labor, or unfair treatment of workers
•Unpaid or underpaid wages, or excessive working hours
•Health and safety risks
•Discrimination, harassment or abuse
•Bribery, fraud or other dishonest conduct
•Environmental harm, such as noise, odor, waste or water pollution affecting neighbors
Routine business questions, such as an order, delivery or invoice, should go to your usual Sierra contact. They are not handled under this policy.
2. How to report
Channel
Email: lderoulet@sierrameat.com
Phone: 775-336-4114, Monday through Friday, 8:00 a.m. to 5:00 p.m. Outside these hours, leave a message.
Mail: Lisa de Roulet, Sierra Meat Company, 1660 Capital Blvd, Reno, NV 89502, marked “Confidential: Third-Party Concern”
In person
At the Sierra front office, asking for Lisa de Roulet, VP Finance
Reports can be made in English or Spanish. You do not need to give your name. If you do, we will keep it confidential, and we can tell you what happened. Please give as much detail as you can: what happened, when, where, and who was involved.
This policy and the reporting details are posted on the Sierra website and as a notice at the reception desk.
3. What happens after a report
1.Acknowledge. We confirm we received the report within 10 business days, if we have a way to contact the person who made it.
2.Assess. Lisa de Roulet, VP Finance, reviews the report and decides whether it needs investigation. If the report concerns that person, it goes to the President instead.
3.Investigate. A person with no involvement in the matter looks into it. Serious concerns, such as forced labor, child labor or immediate safety risks, are reported to the President at once and acted on without waiting for the investigation to finish.
4.Act. If the concern is confirmed, we take corrective action and record it.
5.Respond. Where we can, we tell the person who reported what we found and what we did, within 45 days of the report. If the investigation takes longer, we tell them when to expect an answer.
Nothing in this policy stops anyone from reporting a concern directly to the authorities, such as the Nevada Labor Commissioner, the U.S. Department of Labor or the police.
4. Protection from retaliation and confidentiality
We do not retaliate against anyone who raises a concern in good faith, even if the concern turns out to be mistaken. Retaliation includes ending or reducing a supplier or customer relationship, refusing service, threats, or pressure to withdraw a report. Any Sierra employee who retaliates faces disciplinary action, up to and including termination.
We share the identity of the person who reported, and the details of the report, only with the people who need them to deal with it, unless the law requires otherwise. Knowingly making a false report is not protected by this policy.
5. Records, review and approval
Every report is recorded in a log with the date received, channel, type of concern, action taken, outcome, and date closed. The log is kept for 3 years and made available at audits with personal details removed.
Chris Flocchini, President, owns this policy. Each year the owner reviews the log, checks that the reporting channels work, and reports the number and types of concerns, and how they were resolved, to the Executive Leadership Team. The policy is reviewed every 12 months.
Keep the following ready for the audit: this signed policy, evidence of where it is published, and the report log.