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author | Emily Shaffer <emilyshaffer@google.com> | 2018-10-10 06:49:10 -0700 |
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committer | Gunnar Mills <gmills@us.ibm.com> | 2018-11-15 21:47:05 +0000 |
commit | 3f06a886bc81abfdc832882888b5fc31f10dd7a3 (patch) | |
tree | 930227f3fc8f2254584da0c6bef40a94b0cad3c4 /code-of-conduct.md | |
parent | 19a592a17a170dfc3d7f0099ad6a095cfe0fe6a3 (diff) | |
download | openbmc-docs-3f06a886bc81abfdc832882888b5fc31f10dd7a3.tar.gz openbmc-docs-3f06a886bc81abfdc832882888b5fc31f10dd7a3.zip |
Add first version of community Code of Conduct
Adapted from the Linux Foundation COC, https://lfprojects.org/policies/code-of-conduct/
Change-Id: Ic5251970b65ab46b6c5a979e14fbcfa24772be4f
Signed-off-by: Emily Shaffer <emilyshaffer@google.com>
Diffstat (limited to 'code-of-conduct.md')
-rw-r--r-- | code-of-conduct.md | 209 |
1 files changed, 209 insertions, 0 deletions
diff --git a/code-of-conduct.md b/code-of-conduct.md new file mode 100644 index 0000000..a40889b --- /dev/null +++ b/code-of-conduct.md @@ -0,0 +1,209 @@ +# Code of Conduct + +Effective: Nov 1, 2018 + +LF Projects, LLC (“LF Projects”) supports and hosts open source and open +standards projects (each a “Project”) and undertakes such other activities as is +consistent with its mission and purpose. + +## Introduction + +The purposes of LF Projects, LLC (“LF Projects”) are to: + +* support the collaborative development, availability and adoption of open + source software, hardware and networking and other technologies and the +collaborative development, availability and adoption of open protocols and +standards (individually and collectively, “Open Technology”); +* host various projects pursuing the development of Open Technology and other + technical assets, materials and processes (each such project, which itself may +include any number of projects, a “Project”); +* provide enablement and support to Projects to assist their development + activities; and +* undertake such other lawful activity as permitted by law and as consistent + with the mission, purpose and tax status of LFP, Inc., a Delaware non-profit +non-stock corporation and the sole member of LF Projects. + +LF Projects hosts communities where participants choose to work together, and in +that process experience differences in language, location, nationality, and +experience. In such a diverse environment, misunderstandings and disagreements +happen, which in most cases can be resolved informally. In rare cases, however, +behavior can intimidate, harass, or otherwise disrupt one or more people in the +community, which LF Projects will not tolerate. + +A **Code of Conduct (“Code”)** is useful to define accepted and acceptable +behaviors and to promote high standards of professional practice. It also +provides a benchmark for self-evaluation and acts as a vehicle for better +identity of the organization. + +LF Projects is a Delaware series limited liability company. Projects of LF +Projects are formed as separate series of LF Projects (each, a “Series”). +References to “Projects” within this Policy include the applicable Series for +each Project. + +This Code applies to any participant of any Project – including without +limitation developers, participants in meetings, teleconferences, mailing lists, +conferences or functions, and contributors. Note that this Code complements +rather than replaces legal rights and obligations pertaining to any particular +situation. In addition, with the approval of LF Projects, Projects are free to +adopt their own code of conduct in place of the Code. + +## Statement of Intent + +LF Projects is committed to maintain a positive, professional work environment. +This commitment calls for workplaces where participants at all levels behave +according to the rules of the following code. A foundational concept of this +code is that we all share responsibility for our work environment. + +## Code + +1. Treat each other with respect, professionalism, fairness, and sensitivity to +our many differences and strengths, including in situations of high pressure and +urgency. +2. Never harass or bully anyone verbally, physically, sexually, +or in digital or written form. +3. Never discriminate on the basis of personal characteristics or group +membership. +4. Communicate constructively and avoid demeaning or insulting behavior or +language. +5. Seek, accept, and offer objective work criticism, and acknowledge properly +the contributions of others. +6. Be honest about your own qualifications, and about any circumstances that +might lead to conflicts of interest. +7. Respect the privacy of others and the confidentiality of data you access. +8. With respect to cultural differences, be conservative in what you do and +liberal in what you accept from others, but not to the point of accepting +disrespectful, unprofessional or unfair or unwelcome behavior or advances. +9. Promote the rules of this Code and take action (especially if you are in a +leadership position) to bring the discussion back to a more civil level whenever +inappropriate behaviors are observed. +10. Stay on topic: Make sure that you are posting to the correct channel and +avoid off-topic discussions. Remember when you update an issue or respond to an +email you are potentially sending to a large number of people. +11. Step down considerately: participants in every project come and go, and LF +Projects is no different. When you leave or disengage from the project, in whole +or in part, we ask that you do so in a way that minimizes disruption to the +project. This means you should tell people you are leaving and take the proper +steps to ensure that others can pick up where you left off. + +## Glossary + +### Demeaning behavior + +is acting in a way that reduces another person’s dignity, sense of self-worth or +respect within the community. + +### Discrimination + +is the prejudicial treatment of an individual based on criteria such as: +physical appearance, race, ethnic origin, genetic differences, national or +social origin, name, religion, gender, sexual orientation, family or health +situation, pregnancy, disability, age, education, wealth, domicile, political +view, morals, employment, or union activity. + +### Insulting behavior + +is treating another person with scorn or disrespect. + +### Acknowledgement + +is a record of the origin(s) and author(s) of a contribution. + +### Harassment + +is any conduct, verbal, physical, digital, written, or otherwise, that has the +intent or effect of interfering with an individual, or that creates an +intimidating, hostile, or offensive environment. + +### Leadership position + +includes group Chairs, project maintainers, staff members, and Board members. + +### Participant + +includes the following persons: + +* Developers +* Representatives of corporate participants +* Anyone from the Public partaking in the LF Projects work environment (e.g. + contribute code, comment on our code or specs, email us, attend our +conferences, functions, etc) + +### Respect + +is the genuine consideration you have for someone (if only because of their +status as participant in LF Projects, like yourself), and that you show by +treating them in a polite and kind way. + +### Sexual harassment + +includes visual displays of degrading sexual images, sexually suggestive +conduct, offensive remarks of a sexual nature, requests for sexual favors, +unwelcome physical contact, and sexual assault. + +### Unwelcome behavior + +Hard to define? Some questions to ask yourself are: + +* how would I feel if I were in the position of the recipient? +* would my spouse, parent, child, sibling or friend like to be treated this way? +* would I like an account of my behavior published in the organization’s + newsletter? +* could my behavior offend or hurt other members of the work group? +* could someone misinterpret my behavior as intentionally harmful or harassing? +* would I treat my boss or a person I admire at work like that ? *Summary*: if + you are unsure whether something might be welcome or unwelcome, don’t do it. + +### Unwelcome sexual advance + +includes requests for sexual favors, and other verbal, digital, written, or +physical conduct of a sexual nature, where: + +* submission to such conduct is made either explicitly or implicitly a term or + condition of an individual’s employment, +* submission to or rejection of such conduct by an individual is used as a basis + for employment decisions affecting the individual, +* such conduct has the purpose or effect of unreasonably interfering with an + individual’s work performance or creating an intimidating hostile or offensive +working environment. + +### Workplace Bullying + +is a tendency of individuals or groups to use persistent aggressive or +unreasonable behavior (e.g. verbal or written abuse, offensive conduct or any +interference which undermines or impedes work) against a co-worker or any +professional relations. + +### Work Environment + +is the set of all available means of collaboration, including, but not limited +to messages to mailing lists, private correspondence, Web pages, chat channels, +phone and video teleconferences, and any kind of face-to-face meetings or +discussions. + +## Incident Procedure + +To report incidents or to appeal reports of incidents, send an email to a member +of the following escalation path: + +* Brad Bishop, Lead Maintainer, OpenBMC <bradleyb@fuzziesquirrel.com> +* Kurt Taylor, Community Manager, OpenBMC <kurt.r.taylor@gmail.com> +* Nancy Yuen, Technical Steering Committee Member, OpenBMC <yuenn@google.com> +* James Mihm, Technical Steering Committee Member, OpenBMC + <james.mihm@intel.com> +* Mike Dolan, Manager of LF Projects, Linux Foundation <manager@lfprojects.org> + +Please include any available relevant information, including links to any +publicly accessible material relating to the matter. Every effort will be taken +to ensure a safe and collegial environment in which to collaborate on matters +relating to the Project. In order to protect the community, the Project reserves +the right to take appropriate action, potentially including the removal of an +individual from any and all participation in the project. The Project will work +towards an equitable resolution in the event of a misunderstanding. + +## Credits + +This code is based on the [W3C’s Code of Ethics and Professional +Conduct](https://www.w3.org/Consortium/cepc) with some additions from the [Cloud +Foundry](https://www.cloudfoundry.org/)’s Code of Conduct and the Hyperledger +Project Code of Conduct. It has been modified from the Linux Foundation Project +Code of Conduct to include incident managers local to the OpenBMC project. |