2.1. This policy applies to all members of UFPlanets and any individual that uses any UFPlanets hosted or offered services. This includes our website, hosted Teamspeak server, UFPlanets branded Discord server, any UFPlanets offered guild/clan/fleet in any supported games etc.

2.2. The sovereignty of the Federation Executive Office, known herein as "FEO", is not affected by this policy. Any FEO decision made by majority vote or a decision made by the Fleet Admiral/Vice Fleet Admiral or Head of Community Administration will override any aspect of this policy.

4.1. Bullying is not well defined in law. However, it shares many characteristics with harassment. It can be defined as the use of force, threat, or coercion to abuse, intimidate or aggressively dominate others. The behaviour is often repeated and habitual. Bullying can be carried out by an individual or group of people and often involves an abuse of power or authority.

4.2. Examples of being bullied include:

1. 4.2.1. Being shouted at.
2. 4.2.2. Being humiliated in front of members or other people.
3. 4.2.3. Being criticised in an inappropriate manner or belittled about one’s work, personality or personal appearance.
4. 4.2.4. Being persistently ignored or isolated/excluded.
5. 4.2.5. Being pressured by a group into behaviour/actions against ones wishes.
6. 4.2.6. Use of social media to bully, harass or intimidate.

4.3. It is important to make a distinction between bullying and firm management – where a member of FEO and SFC, is carrying out their role properly and fairly and adhering to the Code of Conduct and duties outlined in their role description. This includes managing under performance or taking unpopular decisions in their division/department. However members of FEO/SFC should always consider their tone and ensure they treat members with dignity and respect.

6.1. Any complaint is treated seriously by the UFP. It should however be noted that anyone found to be making a mischievous or malicious complaint will have appropriate action taken against them, which will include disciplinary action.

6.2. The mere fact that a complaint is found not to be justified does not mean it has been made in bad faith. Therefore, it would not be viewed or dealt with as a malicious complaint.

8.1. If you think you are being bullied or harassed, do not feel that it is your fault or that this should be tolerated. It is important that you take action, and this can be done in a number of ways, both formally and informally.

8.2. Attempts should be made to resolve any complaints quickly and informally, wherever possible, as this can lead to the behaviour stopping and resolution to all concerned.

8.3. In many circumstances the person who makes the complaint will be the recipient of the behaviour complained of, but that may not always be the case. The person raising the issue can also be someone who has direct or sufficient knowledge of the behaviour to enable a complaint to be raised. For example, if they have overheard racist or sexist language which, while not directed at them, caused them offence and distress.

8.4. If you feel your health is being affected by bullying or harassment you are encouraged to access professional medical advice.

8.5. If you are being bullied or harassed it is a good idea to keep a note, including dates and times and a description of the behaviour and its impact on you. This can include changes to your time spent within the community as a result of the behaviour. The details of any witnesses to the incident(s) should be included. Copies of relevant paper or electronic documents should also be kept.

8.6. Informal approach for dealing with harassment or bullying:

1. 8.6.1. Depending on the individual circumstances, members are encouraged to try and resolve issues through an informal approach. Most people do not go out of their way to deliberately bully or harass and when they are made aware of the impact of their behaviour, will address such behaviour . The informal approach is about making the individual aware, in a non-confrontational or threatening way, that their behaviour has upset you, or is unacceptable to you, giving the individual the opportunity to acknowledge the effect their behaviour has had on you, and address it. Taking early action when the issues occur can often stop matters escalating. All individuals have a responsibility to take action at an early stage to address and resolve matters promptly.
2. 8.6.2. If you are concerned about a person’s behaviour towards you, try to approach them directly, giving as full details of your complaint as soon as possible to make it easier for them to understand why you are upset, offended or angry. If you need support to do this you can ask FEO/FAB.
3. 8.6.3. You can speak with the person on your own or take someone to support you (via Teamspeak or Discord). Alternately you can message them, explaining what they did or omitted to do that upset you and asking them not to do it again. In doing this, clearly explain what it was that specifically upset you, what the consequences and impact on you are, and what you would like to happen moving forward.
4. 8.6.4. You can ask a member of FAB Command Staff/FEO staff to intervene on your behalf. If you stress that you wish to resolve the situation informally, they will make every effort to do so. If they feel they need to take more formal action, they will not do so without discussing it with you.
5. 8.6.5. However, if the behaviour persists, or if it is considered so serious that you feel it is not appropriate to use an informal approach, then you can use the formal procedure to try and resolve the situation.

8.7. Formal approach for dealing with harassment or bullying:

1. 8.7.1. If you wish to make a formal complaint about a fellow member you should Private Message the Head of Community Administration or their appointed representative (either the Deputy Head of Administration or another FEO member). If the formal complaint is regarding the behaviour of the Head of Community Administration or their appointed representative, then you should Private Message the Fleet Admiral. Current appointees to the aforementioned positions can be found on the Federation Executive Office informational page
2. 8.7.2. Your complaint should detail:
   1. 8.7.2.1. Whom the complaint is about.
   2. 8.7.2.2. What they did to upset, offend or distress you.
   3. 8.7.2.3. Provide evidence to substantiate any alleged behaviour towards you.
   4. 8.7.2.4. Provide the names of witnesses (we would encourage you to seek permission first before naming any witnesses).
   5. 8.7.3. The matter will then be investigated by the Head of Community Administration, supported by the Deputy Head of Administration or one member of FEO.
   6. 8.7.4. An interview will be arranged with the accused member if the Head of Community Administration/FEO deems there to be enough supporting evidence to substantiate the complaint. The complaint will be dismissed without supporting evidence and potentially reviewed against Section 6 if needed.
   7. 8.7.5. Prior to the interview, the member must be made aware of the allegation against them and sent copies of any evidence that will be considered. The evidence may be have names or other sensitive information redacted in order to protect the identity of the member who collected such evidence. If it is not possible to redact enough information to protect the member, then the evidence will not be sent to the accused member and they will be notified of this.
   8. 8.7.6. Should the accused member not be able to attend the interview, the member should contact the Head of Community Administration or their appointed representative who can arrange alternative arrangements.
   9. 8.7.7. Should the accused member refuse to attend an interview or fail to attend the interview without good reason, the Head of Community Administration may proceed in their absence
   10. 8.7.8. If, following the interview, the Head of Community Administration does not believe, on a balance of probabilities, the offence to have been committed by the member, a written retraction will be issued via Private Message.
   11. 8.7.9. If, following the interview, the Head of Community Administration believes that, on the balance of probabilities, misconduct has been committed by the member, then they shall decide the best repercussions, taking into account the nature of the offence, the interests of the complainant and the interest of the community at large.

10.1. A member will have the right to appeal against the findings of their misconduct interview and/or the penalty imposed. No other person except the person whom the complaint is against may appeal.

10.2. An appeal must be lodged with the Head of Community Administration via a Private Message or email.

10.3. The appeal must be lodged within 7 days of the date of the misconduct interview or issue of the penalty (whichever is later).

10.4. The appeal must and only be based on one or more of the following grounds:

1. 10.4.1. A material procedural irregularity, which might have impacted significantly on the validity of the original interview and the subsequent penalty;
2. 10.4.2. New evidence that could not reasonably have been made available to the initial misconduct interview
3. 10.4.3. The penalty imposed by the disciplinary hearing was too severe bearing in mind the circumstances of the case and the treatment of other members in similar situations.

10.5. FEO will consider whether the appeal meets the grounds outlined in this policy. Should an appeal be granted, two FEO members, other then the members involved in the original misconduct interview will be appointed to review the case again. They will consider all evidence previously considered, and any new evidence in line with section 10.4.2. Should an appeal not be granted, the imposed penalty will be enacted immediately.

1. 10.5.1. If after the review, the appointed FEO members decide to uphold the original findings and/or penalty imposed, the penalty prescribed by the Head of Community Administration will be enacted at the conclusion of the review.
2. 10.5.2. If after the review, the appointed FEO members decide to not uphold the original findings and/or the penalty imposed, the appointed FEO members will either dismiss the case or amend the penalty (if the findings are upheld but the penalty is judged too harsh in line with section 10.4.3).

10.6. After the conclusion of the appeal process, no further appeals will be granted.