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Sensi Magazine

Code of Conduct

 The Sensi Mission & Culture

The Sensi Mission

Sensi was founded on a culture of inclusiveness, respect, community, and love. Our 7 pillars are the essence of our being and drive every fundamental component of our engagement in the world. As we move forward, these pillars drive the conversation of the new normal for cannabis into the mainstream world with humility. Our mission includes hiring people of diversity to lead markets, it is one way to drive impact with actions and not words. We will always remain committed to being a voice that both faces the opponents to legality for cannabis and disparate inclusion of people of diversity. We acknowledge that love and understanding help humanity in the end. In a world of prohibition that shatters the lives of many, we intend to grow as one. Every voice in cannabis matters, every ally matters, divided we fall, together we rise. Even when most challenged, there is no greater enemy than those who hope to see cannabis fall within. No matter how big the difference, our mission is still more common than the voice of prohibition. Unite. Show your local community what a normal cannabis user looks like. 

The 7 Pillars of Sensi Culture


We are not perfect. We acknowledge our strengths as well as our weaknesses, and we leave our ego out of it. We have the perspective to see the truth in every interaction, and this enables us to root out the bad to accelerate the good. It keeps us on track as we go after our goals. And go after them we do, with all our heart.


We are all about progression. As entrepreneur Jim Rohn, whom is deeply admired by many in the Sensi family, once said, if you’re not progressing, you’re regressing. We strive for progress in our business and in ourselves, both personally and professionally. We do not rest on our laurels, do not coast. We push forward in the good times and we push even harder in the not-so-good times. We work hard to grow Sensi into a formidable media conglomerate.

Warrior’s Resolve

We are determined. We face our challenges and our successes with a winning attitude; we own them and handle ourselves with dignity. We understand that its not always going to be easy but we submit to the adventure of building something new and fresh into something great and thriving. We do what it takes to make incredible things happen, we stay nimble, and we lay it all on the line.

Giving Spirit

We add value. We eschew the typical “me first” mentality that is so prevalent in business, so our relationships are not built solely on our bottom line. At Sensi, we are most concerned with the cause: Shift the Culture. We seek to help other businesses and individuals who are alined with our mission—regardless of any monetary gain.

Understanding Heart

We trust one another. We understand that we all make mistakes; we are all human. But we do not place blame, do not look for who is at fault when a situation arises. We remain committed to what we do as we stand beside one another and take collective responsibility. We discuss issues with our team members and determine how to best move forward together.

Community Mind

We are involved. We are not just faceless entrepreneurs making calls from our desks; we are activists doing what it takes to move our issues forward. We are members of organizations that tie to our mission to Shift the Culture. We sit on boards and committees, we volunteer our time—all to drive the change we wish to see both in our communities and around the world.

Fun-Loving Focus

We play together. Because, as the saying goes, the team that plays together, stays together. Our employees are our most important customers, and if they’re not having fun, not absolutely loving their jobs and the teams with which they work, what’s really the point? We foster our happy vibe through annual trips, local outings, and other events that strengthen our bond and our unity. This allows each of us to be not just an ambassador of the Sensi culture but a staunch protector of the team spirit.

Racial, Ethnic, Sexual, and Other Forms of Discriminationand Harassment

Non-Harassment Policy

Sensi is honored to acknowledge and empower the fact that all employees and independent contractors have an inseparable right to work in an environment free of unlawful discrimination, which includes harassment—whether that harassment is based on sex, gender, age, race, national origin, religion, sexual orientation, marital status, or membership in other protected groups. Conduct as such will lead to disciplinary action, or even termination if such behavior in any form is incurred. As a company focused on empowering and changing the dynamic and disparity that exists in the traditional business world as related to people of color and women in the workplace or business environment, we are committed to being the beacons of change. Our code of conduct includes pieces adopted from multiple organizations and internal components that are intended to be organic in nature to ensure that Sensi is on the forefront of change as times evolve.

Sensi understands that laws will likely never be able to encapsulate the existing struggle that racial and ethnic discrimination encapsulate. As such, Sensi is committed to open dialogue and continual progressive change in all dynamics that may further or better this critical issue. Racial, ethnic, and other forms of prohibited harassment include, but are not limited to:
  • Visual conduct, including displaying of derogatory objects or pictures, cartoons, or posters;
  • Verbal conduct, including making or using derogatory comments, epithets, slurs, and jokes;
  • Physical engagement indicative of prejudice or biased treatment;
  • Hiring practices that appear or are, in fact, non-inclusive based on race or ethnicity; 
  • Business practices that indicate non-commitment to hiring or working with individuals or companies based on racial or ethnic origin prejudice.
Further, sexual harassment is defined by the regulations of the Fair Employment and Housing Commission as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature incurred in the work environment.  Sexual harassment includes gender harassment and harassment on the basis of pregnancy, childbirth, or related medical conditions, and also includes sexual harassment of an employee of the same gender as the harasser. Sensi imposes the same standards on independent contractors for purposes of internal disposition. This includes, but is not limited to, the following types of offensive behavior:
  • Unwanted sexual advances;
  • Offering employment benefits in exchange for sexual favors;
  • Making or threatening reprisals after a negative response to sexual advances;
  • Visual conduct, including leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, or posters;
  • Verbal conduct, including making or using derogatory comments, epithets, slurs, and jokes;
  • Verbal sexual advances or propositions;
  • Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations;
  • Physical conduct, including touching, assault, impeding or blocking movements; and
  • Using nicknames or terms of endearment with a racial or sexual connotation;
Most importantly, conduct need not be motivated by sexual desire to be considered sexual harassment. As such, managers and supervisors are prohibited from providing favorable treatment to employees with whom they are involved in a consensual sexual relationship.

Investigation Of Reported Misconduct

If you believe that you have been discriminated against or you have been harassed by a co-worker, manager, independent contractor, agent, vendor, or customer, or that you have witnessed possible discrimination and/or harassment, or that the Company or another employee or independent contractor has violated any applicable law in the conduct of the Company’s business, you have a responsibility to immediately bring the incident(s) to the attention of the Chief Operating Officer. Any supervisory or managerial employee who receives such a complaint shall promptly report it to the Chief Operating Officer.

The description of the incident(s) can be given verbally or in writing. 

The matter will be thoroughly investigated, with confidentiality maintained to the extent possible. Sensi will always honor the privacy of any potential or actual victim, no matter how far-reaching maintenance thereof shall be. Evidence will reveal whether reasonable grounds exist to believe that discrimination, harassment, and/or a violation of law has occurred.  We encourage all employees and independent contractors to cooperate absent any fear of reprisal. Those involved will be advised of any determination if appropriate.

Sensi will always be committed to taking action to deter any future discrimination, harassment and/or violation of law. Sensi considers any discrimination, harassment, and/or violation of law to be a serious offense which can result in disciplinary action for the offender, up to and including termination. In addition, disciplinary action will be taken against any employee or independent contractor who attempts to discourage or prevent another employee from bringing a claim of discrimination, harassment, and/or a violation of law to the attention of management. Sensi will also remain committed to including all relevant, willing, voices in the conversation. Our pillars acknowledge the nature of being human and we will always choose love.

Sensi wants to assure all of its employees and independent contractors that measures will be undertaken to protect those who complain about discrimination, harassment, and/or a violation of law from any coercion, intimidation, or retaliation due to their reporting an incident or participating in an investigation.

If any employee believes that the above procedure has not resolved a complaint of discrimination or harassment, that employee may contact the Equal Employment Opportunity Commission (“EEOC”) at (800) 669-4000 or the Colorado Civil Rights Division (“CCRD”) at (303) 894-2997 (or relevant state civil rights division) to file a claim within six months (180 days) of the date that the discrimination and/or harassment occurred.  The EEOC and CCRD (or relevant state-civil rights division) serve as neutral fact-finders and will attempt to assist the parties to voluntarily resolve their dispute.

No action will be taken against any employee or independent contractor in any manner for filing a complaint with, or otherwise participating, in an investigation, proceeding, or hearing conducted by the EEOC, CCRD, Colorado Attorney General, or other relevant organization, as applicable, with respect to discrimination or harassment.

The Company will create and maintain an employee and independent contractor communication portal for employees and independent contractors to voice their complaints, concerns, or suggestions anonymously, when necessary. We encourage all employees and independent contractors to tell us if they have concerns about unlawful discrimination and harassment, safety hazards, fraud, theft, vandalism, ethic violations, or any other workplace issues. Details on the access portal shall be posted on the Company's bulletin boards.

Equal Employment and Partnership Policy

Equal employment opportunity and partnership with independent contractors is a legal, social, and economic responsibility requiring a strong commitment to nondiscriminatory employment practices in the areas of recruiting, hiring, selection for training, promotion, demotion, discipline, rates of pay or other compensation, transfer, layoff, benefits, disability accommodation, termination, use of all facilities, and participation in all Company-sponsored activities.

It is Sensi’s policy to provide equal employment opportunity for all applicants and employees, without regard to race, color, religion, national origin, sex, gender (including breastfeeding and pregnancy), age (except where gender or age is a bona-fide occupational qualification, as defined by law), ancestry, marital status, sexual orientation, status as a Vietnam-era veteran or qualified disabled veteran, or physical or mental disability or medical condition (as defined under state or federal employment laws) (except when the disability prevents the individual from being able to perform the essential functions of the job and when the individual cannot be reasonably accommodated). 

Employees or independent contractors with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of Sensi’s Chief Operating Officer. The Company will not tolerate unlawful discriminatory acts, including sexual, religious and racial discrimination, and employees have a responsibility to report such conduct.  In this regard, if an employee feels that he/she has been subjected to any type of unlawful discrimination by Sensi, he/she should immediately report the conduct.  

Employees and Independent Contractors are reminded that Sensi will not tolerate, and specifically prohibits, any employment-based reprisals, harassment or any other form of retaliation against anyone who brings a complaint of discrimination or who speaks as a witness in the investigation of a complaint of discrimination. Anyone, including those in supervisory capacities, found to be engaging in any type of unlawful discrimination or retaliation will be subject to disciplinary action, up to and including immediate termination of employment. Accordingly, employees shall report inappropriate conduct without fear of reprisal.

Reasonable AccommodationFor Disabilities, Pregnancy And Lactation

Disability Accommodation

Sensi vehemently supports the policies of the Americans with Disabilities Act and is completely committed to treating all applicants and employees and independent contractors with disabilities in accordance with the requirements of the law. Sensi will always judge individuals by their abilities, not their disabilities, and seeks to give full and equal employment opportunities to all persons capable of performing successfully in Sensi’s positions. 

Sensi will make reasonable accommodations for the known physical or mental disabilities of an otherwise qualified applicant for employment or employees and independent contractor, unless undue hardship would result.  Any applicant or employee or independent contractor who requires accommodation in order to perform the essential functions of a job should contact the Chief Operating Officer.  The applicant, employee or independent contractor should advise Sensi what accommodations he or she believes are needed in order to perform the job. Together with the applicant or employee or independent contractor, Sensi will engage in an interactive process to determine effective, reasonable accommodations, if any.  If such an accommodation is possible and will not impose hardship upon Sensi that is not possible to accommodate within all reasonable commercial standards, Sensi will make the accommodation.

Lactation Accommodation

Employees and independent contractors who wish to express breast milk at work may request a reasonable accommodation to do so, which may include increased break time and privacy. Sensi supports all necessary accommodation in this regard.


Open-Door Policy

Sensi is constantly striving to improve its policies, the services and products that it provides to its customers, and its relations with employees. You are encouraged to bring suggestions for improvements in any of these areas to the attention of management.

Sensi is committed to maintaining a supportive, humble, positive, and pleasant environment in which to work, and adopts in an open-door policy. You should see the Chief Legal Officer with questions or problems relating to your job. You can also meet with any management representative without regard to his or her position in Sensi, whether or not an employee or independent contractor.

While these procedures may not result in every problem being resolved to your satisfaction, Sensi values your input and you should feel free to raise issues of concern.  Sensi will listen to your concerns with respect and do its best to solve your problems. Most importantly Sensi will never sweep an issue under the rug. We will meet every issue face-forward and be humble in its resolution.

Sensi has created, and will maintain in perpetuity, a confidential employee concern box that allows employees and independent contractors to voice complaints, concerns or suggestions anonymously. Details on these access points will be posted and shared with employees and independent contractors.

General Rules Of Conduct

Sensi acknowledges that when people are required to work together for any purpose, they need certain guidelines to govern their personal conduct and relations. Sensi also understands that the Sensi brand continues on even when occurring outside of the Sensi environment. We are leaders, and we will never shirk from the idea that we are indeed ambassadors. Sensi considers work rules to be an important responsibility even when engaged in an unofficial role as a brand ambassador or in the capacity of an independent contractor. Although not all moments are officially Sensi-related, we hope and expect that all can engage and represent the cultural pillars of Sensi. These expectations are a necessary part of managing any business so that employees or independent contractors can be treated fairly, and work safely and effectively.  These rules apply to all employees and independent contractors.

Examples of impermissible conduct which may lead to disciplinary action are identified below to promote understanding of what is considered unacceptable conduct and to encourage consistent action by Sensi in the event of violations. However, it is impossible to provide an exhaustive list of types of conduct that may result in disciplinary action.  The following list, therefore, contains some examples of conduct that may lead to the imposition of discipline up to and including possible termination:
  • Disregard for equal treatment of all classes, racial, ethnic or oriented by sexual nature;
  • Racial misconduct;
  • Ethnic misconduct;
  • Sexual misconduct;
  • Use of the Sensi brand for purposes of exploitation in any capacity:
  • Excessive absenteeism or tardiness, including a pattern of absenteeism or tardiness;
  • Job abandonment;
  • Working overtime without the prior approval of your manager;
  • Sleeping or malingering on the job;
  • Theft, stealing, or unauthorized removal of property belonging to Sensi, another employee, a customer or a visitor, regardless of the value of the item; 
  • Unauthorized use of Sensi equipment, time, materials, or facilities;
  • Waste of Sensi materials or supplies;
  • Inappropriate use, possession, or sale of unlawful drugs or alcohol while on Sensi premises, while in a Sensi vehicle, or while on duty, or reporting to work under the influence of alcohol or any unlawful drugs that would incapacitate capability;
  • Bringing or possessing firearms, weapons, or other hazardous or dangerous devices or substances onto Sensi property or into Sensi vehicles;
  • Failure to observe safety regulations;
  • Failure to report any unsafe conditions, damage to equipment or machinery, or job-related traffic accidents or violations to your manager;
  • Carelessness or negligence while performing duties;
  • Failure to perform work or job assignments satisfactorily and efficiently;
  • Destruction or damage to the property of Sensi, another employee or independent contractor, a customer, or a visitor;
  • Unlawful harassment, including sexual harassment, of other employees;
  • Threatening, intimidating or coercing other employees, customers, or visitors;
  • Fighting or provoking a fight on Sensi time or property;
  • Insubordination, including improper conduct toward a manager, and/or officer or refusal to perform tasks assigned;
  • Refusal to do job assigned or perform work in the manner described by Sensi;
  • Disrespect or discourtesy to managers or customers;
  • Failure to immediately report a job-related injury, no matter how minor, to your manager;
  • Making or receiving personal telephone calls, other than emergency calls, during working hours;
  • Falsifying, altering, destroying, or willfully omitting information from any time card or Sensi record (including employment applications);
  • Obtaining employment by means of false or misleading information; 
  • Failure to follow Sensi procedures for maintaining confidentiality;
  • Not showing up for an assigned shift or mandatory staff meeting;
  • Serving or allowing service of alcohol to a minor or intoxicated guest;
  • Inability to deal with a negative confrontation with a guest; and
  • Gambling on the premises.
It must be remembered that the employment or independent contractor relationship is based on mutual consent of the party and Sensi. Accordingly, either you or Sensi can terminate the relationship at will at any time, for any or no reason. Further, Sensi can demote, transfer, suspend, or otherwise discipline an employee or independent contractor in its sole and absolute discretion.


It is important that all employees and independent contractors perform to the best of their abilities at all times. There will be occasions, however, when employees or independent contractors perform at an unsatisfactory level, violate a policy or commit an act that is inappropriate. Sensi may choose to exercise its discretion to utilize forms of discipline that are less severe than termination in certain cases.

Sensi maintains a progressive discipline procedure to ensure a fair method of disciplining employees and independent contractors. This process is based on love, forgiveness when parties are willing to commit to change, and the idea that there is not perfect human. We will incorporate the voices of those willing to communicate to create the path we hope to be most beneficial for all. Our priority will be to maintain the expectation and hopes of those most impacted. The progressive discipline system is intended to give employees or independent contractors advance notice, whenever possible, of problems with their conduct or performance in order to provide an opportunity to correct these problems.  The focus of counseling or discipline is on correction of the situation. Sensi expects that most job-related problems will be resolved through routine disciplinary action and that those event occurring outside of the realm of employment, serve the same beacon of guidance.

Normally, progressive discipline involves some combination of verbal counseling, written warnings, and/or suspension before an employee is terminated. However, exceptions or deviations from the normal procedure may occur whenever Sensi deems that circumstances warrant that one or more steps in the process may be skipped.  Accordingly, circumstances may warrant immediate termination.

An employee or independent contractor who is given a written warning will be asked to sign the warning. This signature is not an admission of guilt but merely acknowledges receipt of the warning notice. If an employee or independent contractor disagrees with the warning and desires to make comments, he or she is entitled to write on the warning notice. This process is not retroactive.

It must be remembered that the relationship is based on the mutual consent of the employee and/or independent contractor and Sensi. Accordingly, either an employee or the Company can terminate the employment relationship at will, at any time, for any or no reason. Further, Sensi can demote, transfer, suspend or otherwise discipline an employee in its sole and absolute discretion. Nothing contained in these disciplinary procedures is meant to imply any contrary policy.

Alcohol And Drug Policy

The Company has a vital interest in maintaining safe, healthful, and efficient working conditions for its employees, independent contractors, customers, and visitors. Being under an unreasonable influence of alcohol and/or using intoxicants while on the job/at Sensi events poses serious safety and health risks not only to the user but to all those who work or come into contact with the user. Legally, the manufacture, possession, sale, or distribution of an intoxicant in the workplace also poses unacceptable safety and health risk. Accordingly, it is the right, obligation and intent of Sensi to protect its employees, independent contractors, customers, and visitors, and to safeguard Sensi property, equipment and operations by establishing and maintaining the following policy with regard to use, possession or sale of alcohol or other intoxicants in the workplace. Sensi acknowledges that the recreational and medical uses of marijuana are legal in Colorado; however, marijuana is illegal under federal law. As a company, we do not discriminate based on the non-excessive use of cannabis in the work environment. This policy applies equally to marijuana as it does to all other intoxicants. Employees and independent contractors are required to avoid over-indulgence of any substance but also may be disciplined, up to and including discharge without prior notice or warning, even for a first offense, for any of the following:
  • For reporting to work and/or working with the presence of alcohol and/or intoxicants in their bodies;
  • For bringing alcohol and/or intoxicants into the workplace;
  • For possessing or ingesting alcohol and/or intoxicants in the workplace during working hours, including meal and rest breaks;
  • For involvement in the manufacture, sale, purchase, transfer, distribution or dispensation of and/ or intoxicants in the workplace and/or during working hours, including lunch and rest breaks;
  • For providing false or misleading information or failing to provide information about any of the foregoing with regard to themselves or others; and
  • For engaging in the excessive use of alcohol or intoxicants at public or sponsored events.
As used above, “workplace” includes any premises where an employee may be working on behalf of the Company absent an official capacity. “Intoxicants” as used in this policy means any drug listed in 21 U.S.C. §821 and other federal regulations, including, but not limited to, heroin, cocaine, PCP and crack, narcotics, barbiturates, amphetamines, and any other controlled substance other than those taken under the direction and prescription of a licensed physician. Intoxicants also include alcohol and marijuana, or legal drugs not taken under the direction and prescription of a licensed physician to the extent that their ingestion may affect the safety of coworkers or members of the public, the employee’s or independent contractor’s job performance, or the safe or efficient operation of the Sensi capacity.