Post by xxBoltxx on Jan 27, 2012 13:29:12 GMT -5
Splintered Visions Equality Policy
1. Statement of Intent
1.1 Splintered Visions ("Site Acronym -SV") is fully committed to the principles of equality of opportunity and is responsible for ensuring that no staff applicant, player, or applying member receives less favorable treatment on the grounds of age, gender, disability, race, ethnic origin, nationality, color, parental or marital status, pregnancy, religious belief, class or social background, sexual orientation or
political belief.
1.2 SV recognizes that the rp world is a diverse society and will be responsible for ensuring that there is open access to all those who wish to participate in all aspects of SV Activities and that everyone is treated fairly.
2. Purpose of this Equality Policy ("EP")
2.1 This EP has been produced to prevent and tackle any discrimination, or other unfair treatment, whether intentional or unintentional, direct or indirect that may preclude some people from participating fully in (SV) Activities.
2.2 To Ensure that, as a site, we represent the best way to play online RPG games and ensure that all would be members are able to take part in the game.
3. Legal Requirements
3.1 SV is required by law not to discriminate and recognizes its legal obligations under, and will abide by the requirements of the United States Law on Equality from 1787 Constitution, Amendment XIV, and includes any equivalent legislation (as amended) in any US jurisdiction, any later amendments to the above and to any equivalent legislation in any US jurisdiction and any other existing or subsequent legislation that may be relevant to SV.
3.2 SV will seek relevant and appropriate advice each time this EP is reviewed to ensure it continues to reflect the current legal framework and good practice.
4. Discrimination, harassment and victimization
SV recognizes the following:
4.1 Discrimination can take the following forms:
4.1.1 Direct Discrimination - treating someone less favorably than you would treat others in the same circumstances;
4.1.2 Indirect Discrimination - imposing requirements or conditions that appear to apply equally to all but which, in practice can disadvantage certain sections of the population. Such requirements or conditions are lawful only if they can be objectively justified;
4.1.3 Harassment - inappropriate actions, behavior, or comments that is objectionable or causes offense to the recipient. Harassment
is unlawful if directed towards people because of their sex, gender
reassignment status, race, ethnic origin, nationality, age, sexual orientation, disability or religion or belief, or if the conduct is of a sexual nature. (SA) is committed to ensuring that site staff, (SA)members and applicants are able to conduct their activities free from harassment or intimidation;
4.1.4 Bullying - a form of personal harassment. It is the misuse of power, or position, to persistently unjustifiably criticism, humiliate and/or undermine an individual’s confidence; and
4.1.5 Victimization - when someone is treated less favorably than others because it is known or suspected that he or she has taken action against SV staff or other members under the discrimination legislation (as previously outlined at 3.1 above) or provided information about discrimination, harassment or inappropriate
behavior.
4.2 SV regards discrimination, harassment, bullying or victimization, as described above, as serious misconduct. All complaints made under clause 7 below will be taken seriously and appropriate disciplinary action may be brought against any SV
staff, member or applicant who discriminates against, harasses, bullies or victimizes any other person.
4.3 When any decision is made about any individual, the only personal characteristics that may be taken into account are those that are consistent with any relevant legislation and are relevant to the substance of the decision being made.
5. Responsibility, implementation and communication
5.1 The following responsibilities will apply:
5.1.1 The Staff is responsible for ensuring that this Equality Policy is implemented, followed and reviewed when appropriate. The staff is also responsible for ensuring that this EP is enforced and any breaches are dealt with.
5.1.2 The Root Admin has the overall responsibility for the implementation of this Equality Policy.
5.1.3 All SV Staff, have the day-to-day responsibility for the implementation of this EP and for achieving any equality related actions resulting from this.
5.1.4 All SV) Staff, members and applicants have the responsibility to respect, follow and promote the spirit and intentions of this EP.
5.2. No staff applicant will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination: This provision will equally apply to any selection process for consultants, advisers and suppliers to SV
5.3 This EP will be communicated to the membership via active link in board documentation,
5.3.1 All members will be made aware of this EP's existence when they join.
5.3.2 It is assumed that by applying to become a member of the board you are agreeing to be bound by the Equality Policy
5.3.3 A copy of this EP will be publicly available on the (SA) website
5.3.4 Each time this EP is reviewed SV Staff, and members will
be consulted. Following the consultation process a notice of the changes being made will be publicly available and a direct communication will be sent to all those who contributed to the consultation process.
6. Monitoring and Evaluation
6.1 This EP will remain in force until it is amended, replaced or withdrawn.
7. Disciplinary and Grievance Procedures and other complaints
7.1 To safeguard individual rights under this EP, any SV Staff, member, or applicant who believes they have suffered inequitable treatment within the scope of this EP, may raise the matter through the appropriate procedure.
7.2 Appropriate disciplinary action will be taken against any SV Staff, member, or applicants who violates this EP.
7.3 An individual raising a grievance will not be penalized for doing so unless it is untrue and not made in good faith. (Good Faith = genuine belief in wrong doing)
8. Definitions
In this EP the following words have the following meanings:
"(SA) Activities": without limitation, all activities of SV Staff in the
normal course of their duties; any rp-ing; any OOC action which takes place on the board, any interaction which takes place via personal message; or any interactions made over AIM/MSN etc in the course of rp plotting
"(SA) Staff": any staff of SV; any member acting on the direction of (SA) Staff
"Data Protection": the Data Protection Act 1998 (as amended) and any
subsequent legislation that replaces that Act, either in
whole or part, any other relevant legislation whether UK
or European and any data protection policy or related
documents of BF; or related US legislation.
"Equality Policy" or "EP" this equality policy, as amended from time to time; and "Policy Statement": "SV is committed to providing equal
opportunities for all and is committed to following best
practice in the welfare of members, young people and vulnerable
adults.
Policy written by Dante of DI:Online and RPG Directory
1. Statement of Intent
1.1 Splintered Visions ("Site Acronym -SV") is fully committed to the principles of equality of opportunity and is responsible for ensuring that no staff applicant, player, or applying member receives less favorable treatment on the grounds of age, gender, disability, race, ethnic origin, nationality, color, parental or marital status, pregnancy, religious belief, class or social background, sexual orientation or
political belief.
1.2 SV recognizes that the rp world is a diverse society and will be responsible for ensuring that there is open access to all those who wish to participate in all aspects of SV Activities and that everyone is treated fairly.
2. Purpose of this Equality Policy ("EP")
2.1 This EP has been produced to prevent and tackle any discrimination, or other unfair treatment, whether intentional or unintentional, direct or indirect that may preclude some people from participating fully in (SV) Activities.
2.2 To Ensure that, as a site, we represent the best way to play online RPG games and ensure that all would be members are able to take part in the game.
3. Legal Requirements
3.1 SV is required by law not to discriminate and recognizes its legal obligations under, and will abide by the requirements of the United States Law on Equality from 1787 Constitution, Amendment XIV, and includes any equivalent legislation (as amended) in any US jurisdiction, any later amendments to the above and to any equivalent legislation in any US jurisdiction and any other existing or subsequent legislation that may be relevant to SV.
3.2 SV will seek relevant and appropriate advice each time this EP is reviewed to ensure it continues to reflect the current legal framework and good practice.
4. Discrimination, harassment and victimization
SV recognizes the following:
4.1 Discrimination can take the following forms:
4.1.1 Direct Discrimination - treating someone less favorably than you would treat others in the same circumstances;
4.1.2 Indirect Discrimination - imposing requirements or conditions that appear to apply equally to all but which, in practice can disadvantage certain sections of the population. Such requirements or conditions are lawful only if they can be objectively justified;
4.1.3 Harassment - inappropriate actions, behavior, or comments that is objectionable or causes offense to the recipient. Harassment
is unlawful if directed towards people because of their sex, gender
reassignment status, race, ethnic origin, nationality, age, sexual orientation, disability or religion or belief, or if the conduct is of a sexual nature. (SA) is committed to ensuring that site staff, (SA)members and applicants are able to conduct their activities free from harassment or intimidation;
4.1.4 Bullying - a form of personal harassment. It is the misuse of power, or position, to persistently unjustifiably criticism, humiliate and/or undermine an individual’s confidence; and
4.1.5 Victimization - when someone is treated less favorably than others because it is known or suspected that he or she has taken action against SV staff or other members under the discrimination legislation (as previously outlined at 3.1 above) or provided information about discrimination, harassment or inappropriate
behavior.
4.2 SV regards discrimination, harassment, bullying or victimization, as described above, as serious misconduct. All complaints made under clause 7 below will be taken seriously and appropriate disciplinary action may be brought against any SV
staff, member or applicant who discriminates against, harasses, bullies or victimizes any other person.
4.3 When any decision is made about any individual, the only personal characteristics that may be taken into account are those that are consistent with any relevant legislation and are relevant to the substance of the decision being made.
5. Responsibility, implementation and communication
5.1 The following responsibilities will apply:
5.1.1 The Staff is responsible for ensuring that this Equality Policy is implemented, followed and reviewed when appropriate. The staff is also responsible for ensuring that this EP is enforced and any breaches are dealt with.
5.1.2 The Root Admin has the overall responsibility for the implementation of this Equality Policy.
5.1.3 All SV Staff, have the day-to-day responsibility for the implementation of this EP and for achieving any equality related actions resulting from this.
5.1.4 All SV) Staff, members and applicants have the responsibility to respect, follow and promote the spirit and intentions of this EP.
5.2. No staff applicant will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination: This provision will equally apply to any selection process for consultants, advisers and suppliers to SV
5.3 This EP will be communicated to the membership via active link in board documentation,
5.3.1 All members will be made aware of this EP's existence when they join.
5.3.2 It is assumed that by applying to become a member of the board you are agreeing to be bound by the Equality Policy
5.3.3 A copy of this EP will be publicly available on the (SA) website
5.3.4 Each time this EP is reviewed SV Staff, and members will
be consulted. Following the consultation process a notice of the changes being made will be publicly available and a direct communication will be sent to all those who contributed to the consultation process.
6. Monitoring and Evaluation
6.1 This EP will remain in force until it is amended, replaced or withdrawn.
7. Disciplinary and Grievance Procedures and other complaints
7.1 To safeguard individual rights under this EP, any SV Staff, member, or applicant who believes they have suffered inequitable treatment within the scope of this EP, may raise the matter through the appropriate procedure.
7.2 Appropriate disciplinary action will be taken against any SV Staff, member, or applicants who violates this EP.
7.3 An individual raising a grievance will not be penalized for doing so unless it is untrue and not made in good faith. (Good Faith = genuine belief in wrong doing)
8. Definitions
In this EP the following words have the following meanings:
"(SA) Activities": without limitation, all activities of SV Staff in the
normal course of their duties; any rp-ing; any OOC action which takes place on the board, any interaction which takes place via personal message; or any interactions made over AIM/MSN etc in the course of rp plotting
"(SA) Staff": any staff of SV; any member acting on the direction of (SA) Staff
"Data Protection": the Data Protection Act 1998 (as amended) and any
subsequent legislation that replaces that Act, either in
whole or part, any other relevant legislation whether UK
or European and any data protection policy or related
documents of BF; or related US legislation.
"Equality Policy" or "EP" this equality policy, as amended from time to time; and "Policy Statement": "SV is committed to providing equal
opportunities for all and is committed to following best
practice in the welfare of members, young people and vulnerable
adults.
Policy written by Dante of DI:Online and RPG Directory