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81 lines
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.. _conflict-resolution:
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Conflict Resolution Policy
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==========================
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Conflicts in the community can take many forms, from someone having a
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bad day and using harsh and hurtful language on the mailing list to more
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serious code of conduct violations (including sexist/racist statements
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or threats of violence), and everything in between.
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For the vast majority of issues, we aim to empower individuals to first
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resolve conflicts themselves, asking for help when needed, and only
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after that fails to escalate further. This approach gives people more
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control over the outcome of their dispute.
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How we resolve conflicts
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------------------------
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If you are experiencing conflict, please consider first addressing the
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perceived conflict directly with other involved parties, preferably through
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a real-time medium such as IRC. You could also try to get a third-party (e.g.
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a mutual friend, and/or someone with background on the issue, but not
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involved in the conflict) to intercede or mediate.
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If this fails or if you do not feel comfortable proceeding this way, or
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if the problem requires immediate escalation, report the issue to the QEMU
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leadership committee by sending an email to qemu@sfconservancy.org, providing
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references to the misconduct.
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For very urgent topics, you can also inform one or more members through IRC.
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The up-to-date list of members is `available on the QEMU wiki
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<https://wiki.qemu.org/Conservancy>`__.
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Your report will be treated confidentially by the leadership committee and
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not be published without your agreement. The QEMU leadership committee will
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then do its best to review the incident in a timely manner, and will either
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seek further information, or will make a determination on next steps.
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Remedies
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--------
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Escalating an issue to the QEMU leadership committee may result in actions
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impacting one or more involved parties. In the event the leadership
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committee has to intervene, here are some of the ways they might respond:
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1. Take no action. For example, if the leadership committee determines
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the complaint has not been substantiated or is being made in bad faith,
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or if it is deemed to be outside its purview.
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2. A private reprimand, explaining the consequences of continued behavior,
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to one or more involved individuals.
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3. A private reprimand and request for a private or public apology
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4. A public reprimand and request for a public apology
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5. A public reprimand plus a mandatory cooling off period. The cooling
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off period may require, for example, one or more of the following:
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abstaining from maintainer duties; not interacting with people involved,
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including unsolicited interaction with those enforcing the guidelines
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and interaction on social media; being denied participation to in-person
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events. The cooling off period is voluntary but may escalate to a
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temporary ban in order to enforce it.
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6. A temporary or permanent ban from some or all current and future QEMU
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spaces (mailing lists, IRC, wiki, etc.), possibly including in-person
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events.
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In the event of severe harassment, the leadership committee may advise that
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the matter be escalated to the relevant local law enforcement agency. It
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is however not the role of the leadership committee to initiate contact
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with law enforcement on behalf of any of the community members involved
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in an incident.
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Sources
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-------
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This document was developed based on the `Drupal Conflict Resolution
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Policy and Process <https://www.drupal.org/conflict-resolution>`__
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and the `Mozilla Consequence Ladder
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<https://github.com/mozilla/diversity/blob/master/code-of-conduct-enforcement/consequence-ladder.md>`__
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