conflict-resolution.rst (3645B)
1.. _conflict-resolution: 2 3Conflict Resolution Policy 4========================== 5 6Conflicts in the community can take many forms, from someone having a 7bad day and using harsh and hurtful language on the mailing list to more 8serious code of conduct violations (including sexist/racist statements 9or threats of violence), and everything in between. 10 11For the vast majority of issues, we aim to empower individuals to first 12resolve conflicts themselves, asking for help when needed, and only 13after that fails to escalate further. This approach gives people more 14control over the outcome of their dispute. 15 16How we resolve conflicts 17------------------------ 18 19If you are experiencing conflict, please consider first addressing the 20perceived conflict directly with other involved parties, preferably through 21a real-time medium such as IRC. You could also try to get a third-party (e.g. 22a mutual friend, and/or someone with background on the issue, but not 23involved in the conflict) to intercede or mediate. 24 25If this fails or if you do not feel comfortable proceeding this way, or 26if the problem requires immediate escalation, report the issue to the QEMU 27leadership committee by sending an email to qemu@sfconservancy.org, providing 28references to the misconduct. 29For very urgent topics, you can also inform one or more members through IRC. 30The up-to-date list of members is `available on the QEMU wiki 31<https://wiki.qemu.org/Conservancy>`__. 32 33Your report will be treated confidentially by the leadership committee and 34not be published without your agreement. The QEMU leadership committee will 35then do its best to review the incident in a timely manner, and will either 36seek further information, or will make a determination on next steps. 37 38Remedies 39-------- 40 41Escalating an issue to the QEMU leadership committee may result in actions 42impacting one or more involved parties. In the event the leadership 43committee has to intervene, here are some of the ways they might respond: 44 451. Take no action. For example, if the leadership committee determines 46 the complaint has not been substantiated or is being made in bad faith, 47 or if it is deemed to be outside its purview. 48 492. A private reprimand, explaining the consequences of continued behavior, 50 to one or more involved individuals. 51 523. A private reprimand and request for a private or public apology 53 544. A public reprimand and request for a public apology 55 565. A public reprimand plus a mandatory cooling off period. The cooling 57 off period may require, for example, one or more of the following: 58 abstaining from maintainer duties; not interacting with people involved, 59 including unsolicited interaction with those enforcing the guidelines 60 and interaction on social media; being denied participation to in-person 61 events. The cooling off period is voluntary but may escalate to a 62 temporary ban in order to enforce it. 63 646. A temporary or permanent ban from some or all current and future QEMU 65 spaces (mailing lists, IRC, wiki, etc.), possibly including in-person 66 events. 67 68In the event of severe harassment, the leadership committee may advise that 69the matter be escalated to the relevant local law enforcement agency. It 70is however not the role of the leadership committee to initiate contact 71with law enforcement on behalf of any of the community members involved 72in an incident. 73 74Sources 75------- 76 77This document was developed based on the `Drupal Conflict Resolution 78Policy and Process <https://www.drupal.org/conflict-resolution>`__ 79and the `Mozilla Consequence Ladder 80<https://github.com/mozilla/diversity/blob/master/code-of-conduct-enforcement/consequence-ladder.md>`__