I. General Principles
Progressive Discipline: Disciplinary actions will be applied progressively, starting with a verbal warning and escalating to more severe measures as necessary.
Fairness and Consistency: All disciplinary actions will be applied fairly and consistently, taking into account the severity of the offense and the member's prior disciplinary record.
Documentation: All disciplinary actions will be documented in writing and placed in the member's file.
Effectiveness: All disciplinary actions must yield a positive result, either through correction of behavior, deterring future infractions, or removing harmful individuals from the Fleet.
II. Disciplinary Actions
A. Verbal Warning: This is the least severe disciplinary action and is typically used for minor infractions or first-time offenses. A verbal warning will be documented in the member's file. Examples of infractions that may result in a verbal warning include:
Arriving late to meetings or events without prior notice.
Minor violations of dress code (e.g., wearing inappropriate clothing to a formal event).
Using Fleet resources for personal use in a minor way (e.g., using the Fleet's communication system for personal calls).
B. Written Warning: This is a more serious disciplinary action and is used for more serious offenses or repeated violations. A written warning will be documented in the member's file and may include specific expectations for improvement. Examples of infractions that may result in a written warning include:
Repeated tardiness or absence from meetings or events without prior notice.
Disrespectful behavior towards fellow members or leadership.
Using Fleet resources for personal use in a significant way (e.g., using the Fleet's funds for unauthorized purchases).
Failing to meet performance expectations (e.g., not fulfilling assigned tasks or duties).
C. Suspension: This is a temporary removal from participation in Fleet activities and is used for serious offenses or repeated violations. A suspension may be paid or unpaid, depending on the severity of the offense. A suspension will be documented in the member's file and may include specific expectations for improvement upon return. Examples of infractions that may result in a suspension include:
Engaging in inappropriate behavior at Fleet events (e.g., harassment, bullying, fighting).
Violation of safety regulations (e.g., not following proper safety procedures during training).
Unauthorized disclosure of confidential information (e.g., sharing sensitive mission details with unauthorized individuals).
Falsifying Fleet records (e.g., altering reports or logs).
D. Demotion: This is a reduction in responsibilities and/or privileges within the Freedom Fighter Fleet. Demotions are typically used for serious offenses or repeated violations that have significantly impacted the Fleet or its members. A demotion will be documented in the member's file and may include specific expectations for improvement in their new role. Examples of infractions that may result in a demotion include:
Repeated failure to meet performance expectations.
Engaging in misconduct that undermines the Fleet's reputation (e.g., engaging in activities that contradict the Fleet's values).
Violation of Fleet policy that results in significant member loss (e.g., making members leave due to behavior).
E. Termination: This is a serious disciplinary action that involves the permanent removal of the member from the Freedom Fighter Fleet. It is used for offenses that are deemed too severe for a demotion, but not yet warranting exile. Examples of infractions that may result in termination include:
Theft or fraud.
Violence or threats of violence.
Repeated violations of Fleet policy despite prior disciplinary actions, demonstrating a lack of commitment to Fleet values.
F. Exile: This is the most severe disciplinary action and is reserved for members who engage in repeated intentional conduct intended to destroy the Freedom Fighter Fleet or its mission. Exile involves the permanent removal of the member from the Fleet, with no possibility of re-joining. Members will be required, under the Color of the Freedom Fighter Fleet, to remove any contact with the exiled member. Failure to comply with this requirement will result in the exile of the non-compliant member. Examples of infractions that may result in exile include:
Spying for or collaborating with opposing forces.
Sabotaging Fleet operations or resources.
Inciting rebellion or mutiny within the Fleet.
Repeated violations of Fleet policy despite prior disciplinary actions that demonstrate a disregard for the Fleet's rules and values.
III. Leadership Removal
The removal of any leadership member must be approved by either the 1st or 2nd of High Command. This is crucial to maintain the stability and success of the Freedom Fighter Fleet.
The approval process will consider the potential impact of the removal on the Fleet's structure and operations.
The decision will be made based on a careful assessment of the situation and the potential consequences of the removal.
a. Leadership Emergency Removal:
Leadership Emergency Removal is a drastic step, taken only when a leader poses a grave threat to an organization and contacting higher command is impossible or too slow. This could be due to:
Gross misconduct: Actions that harm the organization, its reputation, or its people.
Inability to lead: Loss of mental or physical capacity, or failure to guide during a crisis.
Loss of trust: When a leader loses the confidence of their team, stakeholders, or the public.
The Process:
If the 1st or 2nd of High Command is unavailable, and the 3rd or 4th of High Command MUST make a decision based on an emergency, then that member shall tackle the area of operation and suspend the leader in question until the return of the 1st or 2nd of High Command.
Interim Leadership: They then establish an interim leadership structure and begin searching for a permanent replacement.
Key Considerations:
Legality and Ethics: Removal must be conducted legally and ethically, with due process and transparency.
Communication: Clear communication is essential to maintain stability and protect the organization's reputation.
Long-Term Impact: This process can have lasting effects on the organization's culture, morale, and future leadership.
This is a last resort, a difficult decision with potentially lasting consequences.
Leadership Removal ONLY applies to ANY member from Defense Department Secretary (Such as: Secretary of Defense) to Governor of a Game and or Higher. This doesn't include officers, line officers, branch commanders, etc.
IV. Punishment Process
(Excludes Exile)
The member will be notified in writing of the punishment, including the reasons for the punishment and the effective date.
The member will be given the opportunity to appeal the punishment.
The member will be provided with a clear description of their new responsibilities and expectations.
The member will be informed of their new privileges and benefits.
V. Review and Revision
This policy will be reviewed and revised periodically to ensure its effectiveness and compliance.
V. Disclaimer
This policy is intended to provide general guidance and may not cover all possible situations. The Freedom Fighter Fleet reserves the right to take any disciplinary action it deems necessary, including those not specifically listed in this policy.
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