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News :: Miscellaneous |
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U-C IMC Adopts Personnel Policy |
Current rating: 0 |
by Mike Lehman
(No verified email address) |
24 Jun 2001
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The U-C IMC has adopted a personnel policy to address issues of interpersonal conflict that must occasionally be resolved by formal action by the IMC. We feel that it is important that all members, staff, and users of IMC facilities feel safe, have their views respected, and interact with others in the IMC space in a positive manner. We hope that it is only neccessary to invoke this policy on rare occasions, but everyone should be aware of its existence in case you encounter a situation that cannot be resolved otherwise. |
Personnel Policy Proposal- Adopted by consensus on June 24, 2001
1. The Urbana-Champaign Independent Media Center promotes the use of the U-C IMC and its media by diverse and underrepresented individuals and groups. Given the wide range of individuals who may use the Center and its resources, it is important to remind all members, staff, and users of the importance of respecting the opinions of others and their life choices, even when they don’t agree with one’s own views.
2. The U-C IMC expects all members, staff, and users of its facility and resources to conduct themselves in a manner that is respectful of diverse and conflicting views by avoiding purely personal conflict and in a manner which upholds the reputation of the U-C IMC as a welcoming center of community activity.
3. If any member, staff, or user of the U-C IMC feels that another member, staff, or user of the U-C IMC or its resources acts in such a manner that they feel does not comply with the above stated policy, they may approach any spokesperson of the Steering Group, with whom they feel comfortable about bringing their problem to, with their concern(s).
4. The spokesperson can proceed in either an informal manner or a formal manner, based on dialogue with the complaining party and other spokespersons, about what would be the best way to satisfactorily resolve the complainant’s concern.
5. If the spokesperson, in consultation with other spokespersons, and complainant agree that informal action will work best to resolve the issue, the spokesperson will act to do so by contacting the other parties in the dispute to effect a satisfactory resolution of the issue.
6. If it is determined by the spokesperson, in consultation with other spokespersons, and the complainant that formal action by the Steering Group is necessary to resolve a concern, it will hold a hearing on the issue during an open session of the Steering Group meeting.
7. A complainant may also bring their concerns directly to the Steering Group as a whole. In this case, action on a particular concern may have to be postponed until a later meeting in order that those involved can be contacted and facts regarding the concern ascertained.
8.Parties to the complaint must be notified, to the extent possible, of the time and nature of the hearing so that they have an opportunity to present their view of the issues involved.
9. The Steering Group will take official action based on testimony of the parties involved, any relevant witnesses and evidence, and discussion by the Steering Group.
10. In formulating official action, the Steering Group will take into consideration the nature of the concern, any informal or formal action previously taken regarding the concern, and the impact on the mission and membership of the U-C IMC of the concern in question.
11. Official action taken by the Steering Group can range from a simple request that the offending behavior cease, up to, and including, revocation of membership and/or banning from the premises of the U-C IMC and use of any of its resources, to include use of the U-C IMC Newswire, U-C IMC mailing lists, and other resources and programming that the U-C IMC has control over. |
