Org. Structure - Initial Thoughts Pt. II

[Games Without Borders NC]

Remove Mediation/Disciplinary Action from Coordinators. Set up an independent group of mediators / disciplinary tribunal that are given training on how to deal with mediation and or "processing a disciplinary action".

For mediation: We get people who want to bring people together, teach them how to do it and give them the tools to do it. Mediation has to have both parties willing to enter into it for it to work though. If there is a situation where there is conflict but one person doesn't want to enter mediation, I'm not sure how to address that. I might need to consult how companies treat employee vs. employee grievances (although I know its not the same) it might have an acceptable method of conflict resolution.

For disciplinary actions: Coordinators can bring forth allegations of wrongdoing with evidence to back it up, acting (in a sense) as an *impartial* Prosecutor, that is then given to the accused party who can either represent themselves or ask a friend to do it on their behalf, and they submit their evidence/cases to trained arbiters who either reject the allegation, uphold it and recommend sanctions or review a previous tribunal's findings to uphold, modify or quash.

Cheers,
Liam

--
Liam T. Draper - UK2001061047 - NC Games Without Borders
IRC: Liam-OOC / Email: gir.coo...@gmail.com / http://gameswithoutbordersltd.wordpress.com
"Whether you like it or whether you don't, it's the best thing going today." - Ric Flair

[Jessi Sauter]

How are you wanting to handle complaints against officers? Would
those go through the mediators as well?

I like the idea of training for mediators. We'll need good standards.
You could do some interesting things with QA/QC principles in both
the mediator idea and in the separation of the NST/NC from their
assistants, potentially.

You say tribunal but never define that. What did you have in mind?

Jessi

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[Games Without Borders NC]

> How are you wanting to handle complaints against officers? Would
> those go through the mediators as well?

If it's a complaint about an officer for a incident which was not part
of their officer duties, it should be resolved in my mind like any
other complaint - with mediation.

Complaints about officers for incidents which are apart of their
officer duties I think should be resolved by the tribunal that
oversees DAs.

> I like the idea of training for mediators. We'll need good standards.
> You could do some interesting things with QA/QC principles in both
> the mediator idea and in the separation of the NST/NC from their
> assistants, potentially.

I think the more help we give people to actually solve problems the
better off we'll be rather than what we have at the moment which
intends to bring people together but gives people a way out if they
don't like the person who they are having issues with.

> You say tribunal but never define that. What did you have in mind?

What I had in mind was a group of people who volunteer to be experts
in the DA process (members rights, how things happen, what activity
can be complained about, what punishments fit each level) and preside
over what we know as DAs. They wouldn't hold any other position while
they are on the tribunal. Not sure how big the group would be but I
could see a first hearing tribunal of 1 person, equivalent to what we
have now with the DC, a second hearing tribunal of 1 person (different
person to the first hearing) which would be your initial
appellate/review body and a final hearing tribunal of 3 people to be
your final and decisive appellate/review body. That way in any given
complaint/DA, if it's confirmed, it's gone before at least 5 people
who are trained in the Handbook and are impartial. This allows the
Coordinator chain to remain neutral with their members rather than
having to be the one's continually handing out punishments when
they're not really equipped to do that and manage everything else.
It's a lot for a volunteer organisation.

Hope that makes some sense and isn't overly lawyery.

[klmcmahan1969]

This looks workable at first pass but sadly, first contact will be the true litmus test. Although I will admit I do not look forward to testing this theory any more than the rest of us do. At least I hope so.

I like the use of mediation. Not sure if I missed it or if it isn't there but is there some ruling that makes an attempt at mediation mandatory?

Kelley McMahan

GWB2007060149

ANC CoS Trier.

[Games Without Borders NC]

> I like the use of mediation. Not sure if I missed it or if it isn't there
> but is there some ruling that makes an attempt at mediation mandatory?

My thoughts, I think, were that it wouldn't be mandatory. Mediation
required both parties consent to be an option otherwise what the
person is asking for, isn't for the rift to be healed, they want the
person punished, which involves the DA process.

[Kelley McMahan]

True, but I can see a potential fatal flaw if it is not mandatory to
at least attempt it. If it is voluntary, much like it is/was in the
Cam. Then you get issues like "well it is only suggested so I don't
have to do it. I am "right" and you are going to pay for defying my
will"

I have seen this very thing happen first hand. Just my 2 cents.

[Games Without Borders NC]

Is that something we can tackle by making it mandatory or addressing
the culture behind it?

In my view, complaints/DAs should be about serious stuff. Not
necessarily "They called me a bad name" or "Talked political stuff in
IRC and I don't like that".

[klmcmahan1969]

I concur. The Conflict Resolution Process Must be mandatory and elevating process. If abusers have the ability to exploit a loophole that allows them to circumvent the process. I promise you it will be simply a matter of when, not if, it will be abused.

Kelley McMahan

GWB2007060149

[Games Without Borders NC]

I'm not sure about forcing people to resolve their issues with each
other. It sounds a bit paternalistic to me.

[klmcmahan1969]

My apologies for the gloom and doom viewpoints, it is an occupational hazard working in private security and risk abatement. Being able to think like an abuser is a double edged sword sometimes.

Kelley McMahan

GWB2007060149

[Games Without Borders NC]

I think that what might be crucial is saying whilst we would prefer
mediation, if you don't want to mediate and instead want to complain,
we'll look into the situation and as the equity maxim goes "he who
relies on equity must come to equity with clean hands".

[Luke Hill]

Kelley;

I concur. The Conflict Resolution Process Must be mandatory and elevating process.

What do you mean by this?

Luke

--

[Kelley McMahan]

I am referring to the process being required and that a person can not
jump steps on the ladder of the resolution process. IE if it is a
local issue they have to start locally rather than jumping straight to
regional or above.

That make more sense I hope.

Kelley