VoluntaryDiscipline

Voluntary Discipline Agreement

This is a DRAFT of a voluntary, mutually-enforced, non-hierarchical, perpetually evolving discipline agreement. In other words, signators of this agreement are not doing so under coercion or requirement by Pumpingstation:One; signers agree to rights and responsibilities that is up to them to enforce and carry out; there is no hierarchical structure created or allowed within the signators of the agreement; and the Discipline is a generalized set of ideals and algorithms, with much room for interpretation, that will be continually improved by the signators.

Principles of Rights

All members should adhere to the principles prescribed within these 3 guidelines:

0. PS:One should function as described in the Bylaws.

1. Everyone has the right to personal autonomy, unless this interferes with #0.

2. Everyone is free to do as they please, unless this interferes with #0 or #1.

Members that find dispute with another member's interpretation of these guidelines may invoke a conflict resolution process described below.

Conflict Resolution Procedure

When interpersonal or inter-group conflicts arise that cannot be resolved by the conflicting parties themselves through civil discussion, the following steps should be taken:

Dialog

Summary

The best way to enter dialog is to start with assertive declarations of intent, without assuming that you or the other party is any more "right." Through dialog, you should explore the reasons for each of your viewpoints, while avoiding logical fallacies. Pointing out the logical fallacy in the other's argument is perfectly reasonable discourse. Having the logical fallacies in your own argument pointed out should not be treated as a personal attack and if the argument holds, you should accept this, and move on to the next points or set of arguments.

The key of successful dialog is to listen and consider other viewpoints with as much attention as you would have the other pay attention to your viewpoint. Resolving dialogs is often a matter of parties identifying an underlying conflict not rooted in personal motives, and coming up with a mutually satisfactory solution. When there is no clear underlying problem, it may be neceessary to compromise.

Procedure

' The parties in conflict discuss the issue in a dialog.

IF parties do not reach a mutual conclusion (i.e. to "agree to disagree" or other such termination of the conflict) within a reasonable amount of time, to the satisfaction of both parties

THEN they should seek out the counsel of another person, and enter mediation.

ELSEthe dispute shall be considered resolved, concluded, tabled, or otherwise terminated.

Mediation

Procedure

IF the conditions of the settlement are not reached

THEN IF two of the three parties involved want to escalate the matter

THEN the matter is taken into the arbitration process.

ELSE another mediator may be asked to substitute or assist the original mediator.

ELSE the matter is considered closed and the mediator should see to it that the terms of the settlement are observed.