wiki content export 2026-08-29

content/wiki/community-policies/code-of-conduct-procedures.md

@@ -6,7 +6,7 @@ parentDocument: null
 outlineId: 5770d560-d239-4601-bd17-d1eb2f8426fc
 createdBy: Jennie R.F.
 ---
-These procedures should be used to deal with *reports of unacceptable behaviour* where the complainant does not want or need to resolve the issue with the Respondent directly. The organization, however, needs to resolve it for the safety of the community. Reports can be anonymous.
+These procedures should be used to deal with *reports of unacceptable behaviour* where the complainant does not want or need to resolve the issue with the Respondent directly. The organization, however, needs to resolve it for the safety of the community.
 
 ## Receiving reports
 
@@ -19,13 +19,14 @@ These procedures should be used to deal with *reports of unacceptable behaviour*
 
 | Column | Description |
 |--------|-------------|
-| **Participant Name** | Name of the individual accused of harassment |
-| **Violation** | Brief description of the harassing behavior |
-| **Date & Time** | When the incident occurred |
+| **Respondent name** | Name of the individual accused of harassment |
+| **Violation** | Brief description of the harassing behaviour |
+| **Date and time** | When the incident occurred |
 | **Circumstances** | Context or situation surrounding the incident |
-| **Others Involved** | Names of any witnesses or additional participants |
-| **Complainant Conversation** | Summary of discussion with the complainant |
-| *Gather this information from the complainant – do not "interview" witnesses unless they approach staff.* |             |
+| **Others involved** | Names of any witnesses or additional participants |
+| **Complainant conversation** | Summary of discussion with the complainant |
+
+*Gather this information from the complainant. Do not "interview" witnesses unless they approach staff.*
 
 ### Support the complainant
 
@@ -36,25 +37,29 @@ Follow these steps to help the complainant feel safe:
 2. Allow the complainant to decide if further action should be taken: "This sounds like a breach of our Code of Conduct. If you're okay with it, I am going to meet with (other co-executive director or board member/s) to figure out what our response will be." Wait for a response.
 3. Let them know that we will handle the matter according to our policies and walk them through the next steps, which involve the Conflict Resolution Committee. If their complaint involves a member of that committee, the Board must be notified, and the alleged violator must be recused from the committee until the issue is resolved.
 4. Let them know that they will be informed about any actions taken.
-5. Make sure they know their identity will not be disclosed to anyone else – including the offender.
+5. Make sure they know that **under this code of conduct** their identity will not be disclosed to anyone else, including the offender. Tell them, at the same time, that if the matter later moves to a **formal complaint** under the [Conflict Resolution Policy](/doc/1be5e147-bd86-4364-9700-8fef01959937), the respondent receives a copy of the complaint with the complainant's name on it. They need that before they choose a route, not after.
 
 ## Response procedures
 
-The Conflict Resolution Committee is responsible for responding to CoC violations.
+The Conflict Resolution Committee is responsible for responding to Code of Conduct violations.
 
 | Issue | Response |
 |-------|----------|
-| An interpersonal problem or dispute that is not a violation of the Code of Conduct (i.e., the offender has not engaged in any of the things listed under Code of Conduct#Unacceptable behaviour\|Unacceptable Behaviour) | Refer the complainant to the Conflict Resolution Policy and offer support in proceeding with a formal or informal report. |
-| A first Code of Conduct violation has been observed or reported – but it is not severely disruptive | Warn the offender in writing and update the Incident Log. |
+| An interpersonal problem or dispute that is not a violation of the Code of Conduct (that is, the offender has not engaged in any of the things listed under Unacceptable behaviour) | Refer the complainant to the [Conflict Resolution Policy](/doc/1be5e147-bd86-4364-9700-8fef01959937) and offer support in proceeding with a formal or informal report. |
+| A first Code of Conduct violation has been observed or reported, but it is not severely disruptive | Warn the offender in writing and update the Incident Log. |
 | A second Code of Conduct violation has been observed or reported; the violator exhibits a pattern of harassing behaviour, with or without warnings; the violator continues to harass after any "No" or "Stop" instruction | Immediately remove the offender from the space and indefinitely ban them. Update the Incident Log. |
 | An offender is engaged in sustained or repeat violations of the Code of Conduct and has been warned, or the offence is severe | Immediately remove the offender from the space and permanently ban them. Update the Incident Log. |
 | Anyone's physical safety is threatened | Immediately remove the offender from the space and permanently ban them. Inform Directors, stakeholders, members, and the public at your discretion, as long as it does not violate any victim's privacy. Update the Incident Log. |
 
-> \[!tip\]  Preventing retaliation The privacy and safety of the complainant is paramount. Be careful about the details you share about the incident and with whom. **Do not** share details of the people involved or the incident (outside the Committee or Directors) without express permission from the complainant.
+
+:::tip
+**Preventing retaliation** The privacy and safety of the complainant is paramount. Be careful about the details you share about the incident and with whom. **Do not** share details of the people involved or the incident (outside the Committee or Directors) without express permission from the complainant.
+
+:::
 
 ### Committee meeting
 
-Committee members should meet as soon as possible after a report – ideally within one week.
+Committee members should meet as soon as possible after a report, ideally within one week.
 
 Before the meeting, let the alleged harasser know there is a complaint about them. Allow them to tell a committee member their side of the story, and if they do, have that person take it into the meeting.
 
@@ -71,13 +76,13 @@ Neither the complainant nor the alleged harasser should attend, even if they are
 
 Once it is decided what action will be taken, contact the harasser. Convey the consequences without discussing details or rationale, and say: "If you'd like to discuss this further, please contact us again, but in the meantime, you must \[x\]."
 
-> DO NOT ask the complainant for advice on how to deal with the complaint. DO NOT offer the complainant input into penalties.
+> Do not ask the complainant for advice on how to deal with the complaint. Do not offer the complainant input into penalties.
 
 Once action has been taken, follow up with the complainant and let them know what has been done and that you are here to support them.
 
 ### Final incident report
 
-When an issue is reported, whether it is referred to the #Conflict Resolution Procedures or considered a Code of Conduct violation, the committee members should keep the original incident report up to date, covering:
+When an issue is reported, whether it is referred to the \[\[Conflict Resolution Procedures\]\] or considered a Code of Conduct violation, the committee members should keep the original incident report up to date, covering:
 
 * If the offender has been warned, how did they respond?
 * Were they contrite?
@@ -93,7 +98,7 @@ The Committee should follow up with the complainant, record the full details of
 
 Do not ask the offender to apologize to the complainant. Baby Ghosts has no responsibility to enforce friendship, reconciliation, or anything beyond stopping harassment between members or event attendees.
 
-We will try to facilitate an apology *if the complainant wishes*. Please see our Loving Justice page for more information about our approach to community repair.
+We will try to facilitate an apology *if the complainant wishes*. Please see [Loving Justice](/doc/a8328f8b-efd4-4a8f-905b-960176e27bf1) for more information about our approach to community repair.
 
 Asking someone who has been harassed to acknowledge an apology from their harasser forces further contact with their harasser. It also creates a social expectation that they will accept the apology, forgive their harasser, and return their social connection to its previous status.
 
@@ -105,6 +110,6 @@ If the harasser attempts to press an apology on someone who would prefer to avoi
 
 All initial incident reports and logs should be retained permanently, regardless of the action taken against the harasser.
 
-Reports should be stored in an Obsidian note, and access should be shared only with Board members and Conflict Resolution Committee Committee members. The committee Chair should control access, removing and adding privileges as staff and members turn over.
+Reports should be stored in an Obsidian note, and access should be shared only with Board members and Conflict Resolution Committee members. The committee Chair should control access, removing and adding privileges as staff and members turn over.
 
 Providing access and information about the records should be part of the board member, staff, and committee onboarding process.