Leadership Code of Ethics

Our community was built for adult players of FFXIV. Although we have some protections for our NSFW channels, discussion in any of our channels may contain material that is not appropriate for underaged individuals. This consideration is also taken for the comfort of our community members. 

Although many of our gatherings are SFW, they are not spaces for underaged characters or child characters. It is our in-character belief that exposure to our practices before maturity robs the child of the opportunity to truly consent.

We FIRMLY believe that underaged characters cannot provide informed consent.

Underaged characters are strictly prohibited from any NSFW activities in the Temple, even in private. The use of any Temple owned space for these purposes must be addressed appropriately.

You do not deserve respect because you are leadership. Every member of our community deserves respect because we are all human.

Regardless of the situation or others behaviors, it is your responsibility to remain respectful and manage your emotions and reactions - and to know when to step away.

The peace of our community is not worth a member of our leadership getting the last word, appearing to be a bully, or otherwise creating a hostile environment for our members and ourselves.

As one of the most fundamental values of our role-play, leadership is expected to always gain appropriate consent for in character activities, especially of an in character nature. As the only "unforgivable sin" breaking consent in character will have dire consequences for the character, potentially including losing all positions within the Temple. Yes, in this instance, in character actions can and will impact out of character access.

Consent is the cornerstone of any respectful and supportive community. Out-of-character (OOC) consent ensures that all members feel comfortable and safe when engaging in both casual conversations and role-play. It is crucial that leadership fosters an environment where OOC consent is consistently upheld and where no one feels pressured into uncomfortable situations. Leadership should set an example by communicating openly about boundaries and respecting the decisions of others without question. This extends to understanding that just because something is acceptable to one member, it may not be to another, and that boundary must be honored without exception. 

Our community maintains a strict policy on explicit material, particularly in regard to underage or dubious-aged characters, as well as inappropriate or harmful content. Leadership must not only follow this rule but also actively monitor and ensure that explicit content is shared in appropriate, opt-in channels only. Ensuring that all content abides by both the game’s terms of service and the community’s ethos of respect is paramount. Leaders should immediately address any violations of this rule to safeguard the integrity and safety of the community, especially when it comes to material that could be triggering or harmful.

Personal drama can quickly disrupt the harmony of a community. Leaders must be vigilant in keeping personal conflicts out of public channels and in maintaining a neutral, solution-focused stance when issues arise. Addressing personal drama privately, with discretion and respect, is crucial to preserving a peaceful community atmosphere. Leaders should always encourage conflict resolution through calm, direct communication, but they must also know when to step in to prevent situations from escalating. Setting this example helps maintain a supportive environment and ensures that the community remains a welcoming place for everyone. 

Leadership is responsible for setting the tone and expectations for the community. Leaders must respect each other’s roles and expertise, as well as the decisions made collectively. This respect fosters cohesion and trust within the leadership team, which in turn positively impacts the larger community. Leaders should encourage respectful dialogue and discourage any undermining behavior that might weaken the structure of leadership. By modeling this behavior, they promote an atmosphere where both IC and OOC boundaries are respected, and leadership is seen as a guiding, supportive force. 

Impersonation of clergy undermines the trust and structure of the Temple. It is crucial to maintain clear distinctions between roles to protect the integrity of both IC and OOC interactions. Leadership must enforce this rule to prevent confusion, misrepresentation, or the abuse of authority within the community. This ensures that Clergy members can perform their duties with the respect and trust of the community, and it prevents potential harm caused by misleading actions or false claims of authority. 

The Temple of Menphina exists as a community centered around love, healing, and respect, with an emphasis on sex positivity, diversity, and inclusivity. It is the responsibility of leadership to ensure that the community’s purpose is upheld in every interaction and decision. Leadership must be mindful of steering the community toward its intended goals, fostering an atmosphere that celebrates its unique identity without deviating into spaces that could dilute its purpose. Leaders should regularly reflect on how events, conversations, and policies align with this vision, keeping the community focused on what makes it special. 

Maintaining clear IC (in-character) and OOC (out-of-character) boundaries is essential to preventing misunderstandings, miscommunications, and potential harm. Leaders must be vigilant in ensuring that IC conflicts, relationships, or actions do not bleed into OOC spaces, and vice versa. This distinction allows members to engage in role-play without the stress of personal grievances or assumptions carrying over into real-life interactions. Leadership must actively reinforce these boundaries, offering gentle reminders when necessary and providing guidance on how to navigate complex IC and OOC dynamics respectfully. 

Each channel in the Temple’s Discord serves a distinct purpose, whether for SFW discussions, NSFW content, role-play, or event planning. Leadership must ensure that channels are used appropriately and consistently. Misuse of channels can lead to confusion, discomfort, or disruption of the community's flow. Leadership should lead by example, using the correct channels for the appropriate content and encouraging members to do the same. When necessary, leaders can give reminders or redirect conversations without discouraging participation, maintaining the smooth operation of the community. 

Reporting concerns is a key mechanism for maintaining the health of the community. Leadership must create an environment where members feel comfortable coming forward with issues, whether IC or OOC. Addressing concerns promptly, privately, and respectfully allows leadership to prevent small problems from growing into larger conflicts. Leaders should actively encourage open lines of communication and emphasize that reporting concerns is not about punishment but about safeguarding the well-being of all members. Ensuring confidentiality and impartiality is crucial to building trust. 

At its core, the Temple exists to provide a space for creativity, connection, and enjoyment. Leadership must never lose sight of the importance of fun in the community, both in role-play and in social interactions. While rules and structure are important, they should never become so rigid that they detract from the joy of participation. Leaders should actively work to ensure that events, activities, and interactions are enjoyable and accessible for all, and they should step in when community members are detracting from the fun. Setting a tone of lightheartedness, encouragement, and creativity fosters a thriving, engaged community. 

Confidentiality is paramount for maintaining trust between Clergy and the community. Clergy members are often privy to sensitive information during role-play and private sessions, both IC and OOC. It is crucial that Clergy do not share or gossip about the services they provide, particularly in public or among other Clergy members, unless consent is explicitly given by all parties involved. The only exception to this rule is when a Clergy member feels unsafe or believes another member is in danger; in such cases, they should report the situation to Temple Leadership immediately. Leadership will take appropriate action based on the situation.

Clergy members are expected to remain active participants in the Temple. To maintain their standing, Acolytes must assist in at least one gathering every three months, while other Clergy are expected to assist or officiate at least one gathering per month. Active participation ensures that Clergy members stay engaged and contribute to the Temple’s ongoing events and services. Leaders should support Clergy members by ensuring they understand these requirements and by providing opportunities for involvement.

Life can be unpredictable, and Clergy members may need to take time away from the Temple. To support both the community and its members, Clergy can request a Leave of Absence (LOA) of up to three months. This time allows them to step back without fear of losing their position. However, if a Clergy member does not return after the three-month LOA, they will be removed from their position due to inactivity. This rule ensures that the Temple can continue functioning smoothly while allowing for flexibility and understanding of real-life commitments.

Leadership who are unable to perform their duties must clearly communicate the length of time that they will be gone and assist with organizing who will handle their tasks, if able. If any member of Leadership is inactive and unheard from for a month, they will be demoted.

The safety and comfort of Clergy members are of utmost importance. Clergy members should feel safe in all their interactions, and if any guest or Congregation member makes them uncomfortable, crosses boundaries, or disrespects their limits, they should remove themselves from the situation and report it to Temple Leadership immediately. Leadership cannot address problems if they are not made aware, so open communication is key. Leadership should encourage Clergy members to prioritize their well-being and provide them with the necessary tools to handle difficult situations.

Clergy members must maintain clear boundaries between IC and OOC relationships. Just because a relationship, flirtation, or conflict exists in-character does not mean it should affect out-of-character interactions, and vice versa. IC behavior should not be used as a means to manipulate or affect OOC relationships, nor should OOC relationships influence IC dynamics. Maintaining these boundaries is crucial for preventing misunderstandings, conflicts, and inappropriate behavior. Leadership should remind Clergy of these boundaries and take action if they are violated.

Personal conflicts between Clergy members or between Clergy and other members should never disrupt the Temple’s atmosphere. Leadership expects Clergy to handle interpersonal issues privately, and to avoid allowing such issues to spill into public spaces or events. If necessary, Leadership can assist in mediating conflicts, but it is each Clergy member’s responsibility to manage their behavior respectfully and maturely, keeping the peace in the Temple.

Clergy members should avoid engaging in disruptive personal role-play (such as major character plot points or IC drama) during Worship Services or other official Temple events. These gatherings are meant to focus on the Temple and its rituals. Any major personal role-play that is potentially disruptive should take place outside of Temple events, or be approved in advance by Leadership. This ensures that events remain focused and organized, providing a respectful experience for all attendees.

While ERP and mature topics are acceptable in designated areas or private settings, Clergy members are expected to refrain from engaging in or discussing such content in public areas of the Temple. This applies even to non-sexual kink role-play, such as “bratting” or “pet play,” which must be kept out of public view. Furthermore, triggering content such as suicide, self-harm, or abuse should never be role-played publicly, as it may cause harm or discomfort to other community members. This is primarily an issue of consent, as those witnessing these exchanges must be given the opportunity to consent to the exposure. Leadership should ensure that all Clergy understand and follow these guidelines, preserving the safety and comfort of the Temple’s public spaces.

The Temple embraces a wide variety of role-playing styles, and Clergy members are expected to respect those differences. Shaming or criticizing others for their preferred RP style is unacceptable. Clergy should be mindful that everyone brings their unique creativity to the table, and while certain styles may not appeal to everyone, respect for individual preferences is essential. Leadership should foster an environment of inclusivity, where differing RP styles are embraced, as long as they align with the community's values and rules.

The Temple operates in real-time, aligned with the latest content from FFXIV’s Main Scenario Quest (MSQ). Clergy members are expected to respect this timeline, and avoid introducing new MSQ content into role-play for at least one week after a patch release, or one month after an expansion. This policy allows all members time to enjoy new content without being exposed to spoilers. Furthermore, Clergy members must not assume the role of the Warrior of Light or hire canon characters for events, ensuring that the Temple’s lore remains consistent with the broader game world.

While the Temple encourages creativity, there are limits to the amount of lore bending that is acceptable. Clergy members should avoid creating god-like characters or characters who defy the established rules of the game world (e.g., primals, realm travelers, or ancient beings). Leadership should encourage balanced and creative character development, while maintaining the integrity of the game’s lore. This ensures that all members can enjoy an immersive and believable role-playing experience.

Clergy members are central figures in the Temple’s role-play, and their actions set the tone for the entire community. To proactively apply IC rules for Clergy, leadership should focus on education and mentoring, ensuring that new Clergy members are fully aware of the Temple Precepts and how to incorporate them into role-play. Role-play training sessions, clear examples of appropriate behavior, and gentle reminders can help prevent rule violations before they occur. Encouraging ongoing reflection on Menphina’s teachings and how they apply to each role-play situation also fosters an atmosphere of consistent, rule-abiding behavior.

Congregation members, as valued participants in Temple activities, should be empowered to contribute meaningfully while respecting the IC rules. Leadership can proactively encourage rule adherence by ensuring that Congregation members have access to clear, concise documentation outlining expectations. Preemptively addressing possible misunderstandings in role-play, such as consent or boundaries, and offering frequent opportunities for Congregation members to ask questions about the Precepts can help foster better adherence. Organizing IC events that highlight and celebrate these rules in action can also inspire Congregation members to align themselves with the Temple’s values.

Guests, may not be familiar with the Temple’s expectations. Proactively applying IC rules for guests starts with providing clear instructions and gentle onboarding. When guests first enter the Temple, leadership or Clergy should greet them, offer them guidance on role-play dynamics, and make them aware of important IC rules like consent and respect for the Temple’s tranquility. Leaders should lead by example in every interaction to show guests what behavior is expected.

Leadership is held to the highest standard in the Temple, and proactive rule application means modeling exemplary IC behavior at all times. Leaders must ensure they are consistently following IC rules, acting with integrity, and showing a deep respect for the Temple’s Precepts. Proactive application can also involve regular self-assessments, where leaders reflect on their role-play actions and their alignment with Menphina’s values. Leaders should encourage transparency within their ranks, supporting each other in maintaining high standards through open discussion and mentorship.

Clergy members represent the Temple both in and out of character, so proactively applying OOC rules is essential. Leadership should focus on maintaining a supportive and educational environment, where Clergy feel comfortable asking questions or raising concerns about OOC expectations. Regular check-ins with Clergy members can ensure they are staying up to date on rules and feel confident in their understanding of OOC guidelines. Setting the tone for respect, consent, and safety in all OOC interactions helps build a culture where rule-following is second nature. Reinforcing rules through open discussions and encouraging accountability helps prevent issues before they arise.

Congregation members should feel supported and informed about the Temple’s OOC rules. Leadership can apply these rules proactively by creating spaces where Congregation members can learn about the Temple’s ethos. Leadership should foster an environment where Congregation members feel comfortable bringing up any uncertainties or misunderstandings about OOC rules before they lead to conflict. Recognizing and celebrating positive behavior also encourages the community to naturally follow rules, making rule enforcement a shared community goal rather than a top-down mandate.

Guests may not immediately be aware of the Temple’s OOC rules, so it is important for leadership to create opportunities for proactive rule education. When guests first join the community, they should receive a warm welcome along with a clear, easy-to-understand explanation of key OOC expectations. Guests can be directed to community rules through friendly onboarding messages or introductory events that emphasize the importance of respect, consent, and the Temple’s safe environment. Encouraging guests to observe and learn from the behavior of regular members and Clergy can help them integrate more smoothly into the community.

Leadership sets the standard for OOC behavior, and proactive application of OOC rules begins with self-awareness and consistent modeling of appropriate behavior. Leaders should make a concerted effort to embody the Temple’s values of inclusivity, consent, and respect in every interaction, knowing that their actions influence the community as a whole. Leadership should also actively engage in discussions about rule updates or concerns, keeping lines of communication open so that OOC issues are resolved before they escalate. Periodic self-reflection and peer feedback within the leadership team ensure that standards are upheld consistently across the board.

Leaders may have pre-existing positive relationships with certain members of the community, whether friendships, professional bonds, or IC alliances. While these relationships are valuable, they must not cloud judgment or lead to favoritism. Leadership must be mindful to treat all members of the community equally, ensuring that personal connections do not influence decision-making or lead to unequal treatment. Generally, Leaders who have a known positive relationship, especially real life romantic relationships, will be asked to refrain from any leadership activities involving these relationships. Keep in mind that transparency in decisions, especially those involving friends, helps maintain trust within the community.

Negative relationships, including past conflicts or personal disagreements, can also influence a leader’s decisions and actions. It is essential for leadership to set aside any personal grievances when interacting with or making decisions that involve others in the community. Holding grudges or allowing personal conflict to color professional judgment undermines the integrity of leadership and can lead to unfair treatment. Leaders should recuse themselves from decisions if they feel they cannot remain impartial, allowing another member of leadership to handle the situation. Maintaining professionalism and promoting resolution over resentment should be the priority.

Cultural biases are often ingrained through upbringing, societal norms, or past experiences. These biases can manifest unconsciously, influencing how leaders view and interact with individuals from different backgrounds, identities, or worldviews. Leadership must actively work to recognize and dismantle these biases by educating themselves on diverse perspectives and challenging assumptions. Encouraging open, inclusive conversations about culture and identity within the community can help reduce the impact of cultural biases and promote greater understanding and acceptance. Leaders should model cultural humility, recognizing that learning and growing are ongoing processes.

Latent biases are unconscious attitudes or stereotypes that influence decisions and behavior without a leader being fully aware of them. These can impact how leaders perceive members of the community, often leading to unintended but harmful effects. To address latent biases, leadership should engage in regular self-reflection and training on bias awareness. Seeking feedback from peers and community members can help identify areas where latent biases may be at play, allowing leadership to address these tendencies before they cause harm. Acknowledging the existence of latent biases is the first step toward fostering a more fair and equitable environment.

Managing biases requires ongoing effort, self-awareness, and commitment to fairness. Leaders should actively work to recognize their biases and take steps to prevent them from affecting their leadership role. Accountability within leadership is important. Leadership should also encourage open dialogue about biases, both personal and systemic, helping to create a culture where addressing and mitigating bias is seen as a shared responsibility. By fostering a transparent and self-reflective environment, leadership ensures that personal biases do not undermine the community's values of inclusivity and fairness.

Conflicts between leaders are inevitable but must be handled with maturity and professionalism. Rose will act as a mediator in disputes if leaders cannot resolve their differences independently. If the conflict involves Rose, another trusted leader may be asked to mediate. Leadership should approach conflicts with the intent to resolve them peacefully, with open communication and a willingness to compromise. Refusing to engage in conflict resolution or allowing disputes to linger will result in removal from leadership, as unresolved issues can harm the community's stability. The goal is always to foster a cooperative and supportive leadership team.

If a leader witnesses another leader breaking Temple rules, it is their responsibility to report the issue to Rose immediately. Leaders are held to a higher standard, and accountability is crucial to maintaining the integrity of the leadership team. Reporting misconduct is not about creating division but about protecting the community and ensuring that all leaders adhere to the same rules and values. Leadership should understand that failing to report serious rule violations not only enables the harmful behavior but also risks damaging the trust and safety within the Temple.

Making threats or issuing ultimatums is unacceptable in any situation and will result in removal from the community, not just from leadership. Leadership should lead with empathy, understanding, and cooperation, rather than using coercive tactics to achieve their goals. When tensions are high, leaders must focus on finding constructive solutions, using communication and compromise rather than threats. This maintains a healthy leadership dynamic and ensures that decisions are made for the good of the community, not out of fear or intimidation.

Confidentiality is essential to leadership discussions. Sharing screenshots, documents, or sensitive information from private leadership spaces with non-leaders is strictly prohibited and will result in immediate removal from both leadership and the community. This rule is in place to protect the integrity of leadership conversations and to prevent the spread of rumors or misinformation. Leaders must respect the privacy of internal discussions, knowing that breaches of confidentiality can damage trust and disrupt the Temple’s stability. Leaders are encouraged to remind one another of the importance of confidentiality and hold each other accountable when necessary.

Each leader in the Temple has a specific role and set of responsibilities. Leaders must respect each other’s roles and avoid taking on tasks that are not their own without explicit permission or direction from Rose. Doing so can lead to confusion, overstepping boundaries, and misunderstandings about authority. If a leader is uncertain about who is responsible for a particular task, they should ask before taking action. Most decisions or tasks do not require immediate action, so taking the time to clarify roles prevents unnecessary conflict. Maintaining clear boundaries between roles helps ensure that leadership operates smoothly and cohesively.

Leaders must never use their position of authority to coerce or manipulate others into actions they would not otherwise take. Coercion, whether through pressure, intimidation, or implied threats, is an abuse of power and runs counter to the values of the Temple. Leaders should encourage open and voluntary participation in all activities, ensuring that consent is always respected, both IC and OOC. By promoting a culture of choice rather than control, leadership helps maintain an environment where members feel safe and empowered to engage on their own terms.

Leaders must be vigilant in avoiding favoritism, ensuring that all members are treated equally and fairly. Personal relationships should not influence how decisions are made or how corrective actions are applied. Favoritism undermines trust within the community and can lead to resentment or feelings of exclusion. Leadership should make decisions based on the Temple’s values and rules, rather than personal biases or relationships. By consistently applying rules and treating all members with impartiality, leadership fosters an environment of fairness and trust.

Leadership must set clear boundaries between their personal relationships and their leadership roles. This includes ensuring that IC dynamics do not affect OOC leadership decisions and vice versa. Boundaries help prevent conflicts of interest and ensure that leaders remain objective when addressing issues within the community. Leaders must recognize when their personal feelings might affect their judgment and step back when necessary. By establishing and maintaining these boundaries, leadership demonstrates professionalism and protects the integrity of their role.

Fairness and transparency are central to ethical leadership. Leaders must make decisions in a way that is transparent to the community, ensuring that members understand the reasoning behind key decisions, especially those related to rule enforcement or disciplinary actions. Leadership should also promote fairness by ensuring that all members are treated equally, without special treatment or unjust punishment. Transparency in leadership builds trust, as members can see that decisions are made based on the community’s best interest, not on personal preferences or hidden agendas.

Leadership should model the behavior they expect from the community. By demonstrating respect, fairness, and humility, leaders set a positive example for all members to follow. This includes following the same rules they enforce, handling conflicts with maturity, and acting in the community’s best interest at all times. When leaders consistently lead by example, they foster a culture of mutual respect and accountability, reinforcing the Temple’s values through their actions. Members are more likely to follow leadership when they see those in authority embodying the principles they promote.

For minor infractions, leadership may give a gentle reminder as a way to correct behavior without escalation. This could involve small breaches of conduct, such as using the wrong Discord channel, minor IC rule violations, or unintentional OOC missteps. Gentle reminders are typically given in private and framed as a friendly nudge rather than a reprimand. Leadership should be clear and respectful, explaining the rule that was broken and why it’s important to follow. By handling small issues in this way, leadership fosters a culture of understanding and helps prevent future violations without causing friction.

When a more serious or repeated violation occurs, leadership may take private corrective measures. These involve a more in-depth conversation with the member about the rule-breaking, usually through direct messaging or in a private setting. The goal is to educate the individual on the importance of the rule and to ensure they fully understand the implications of their actions. Private corrective measures are documented for transparency and to track patterns of behavior. Leadership should approach this step with care, remaining respectful and supportive while making it clear that continued violations will result in further action.

Some situations may require immediate action, such as stopping disruptive behavior during a live event or addressing a serious boundary violation. Leadership must be prepared to act quickly and decisively to protect the well-being of the community. Immediate actions can include temporarily removing someone from a channel or event, stepping in to mediate a situation, or issuing a direct order to stop harmful behavior. While swift intervention is sometimes necessary, leadership must still approach the situation with care, ensuring that the response is proportionate to the issue at hand and aimed at de-escalating conflict.

Immediate removal from the community is reserved for the most severe violations, such as breaking consent, hate speech, sharing inappropriate material, or other forms of harmful behavior. These instances are rare but require decisive action to protect the safety and integrity of the Temple. When a member poses an immediate threat to others or the community at large, leadership must act quickly to remove them. Documentation of the incident should be thorough, and leadership should communicate the reasons for removal clearly to the community, if necessary, while maintaining respect for confidentiality.

Non-immediate removal may occur after repeated rule violations or ongoing problematic behavior that hasn’t improved despite corrective measures. Leadership should carefully discuss such cases, weighing the individual’s behavior, history, and impact on the community before making the decision to remove them. Non-immediate removal allows time for leadership to ensure that due process has been followed, that the individual has had opportunities to correct their behavior, and that removal is truly the best course of action. It should be a collective decision within leadership, and, as always, documentation is key to ensure transparency and fairness.

The "3 Strike" rule offers a structured approach to addressing repeated rule violations. After receiving three corrective actions (whether they are gentle reminders, private measures, or other interventions), the individual is subject to removal from the community. The 3 Strike rule provides a clear path for members to understand the consequences of continued misconduct while offering multiple opportunities for improvement. Leadership must ensure that each corrective action is documented, so there is a clear record of the violations and responses. The 3 Strike rule promotes fairness by offering chances for correction while holding members accountable for their behavior.

In certain cases, it may be appropriate to issue an in-character (IC) only ban, meaning that the individual is removed from IC participation without affecting their OOC standing in the community. This action is typically used when an individual’s IC actions are disruptive but do not warrant a full removal from the Temple. The IC ban may be temporary or permanent, depending on the severity of the behavior. Leadership should communicate the reasons for the IC ban clearly, and the individual should still be welcomed in OOC spaces, provided their OOC behavior aligns with the Temple’s values.

An OOC ban from the Temple is the most serious form of disciplinary action, reserved for individuals whose behavior poses a threat to the community’s safety or well-being. This action is taken when someone’s OOC conduct—whether harassment, boundary violations, or other harmful behavior—cannot be corrected through lesser means. An OOC ban results in the individual being completely removed from the Temple’s Discord, events, and activities. Leadership should approach OOC bans with the utmost care, ensuring that the decision is justified, well-documented, and communicated clearly. Once enacted, OOC bans are permanent and are not to be taken lightly.

If an individual shows consistent good behavior over a significant period, leadership may consider revising or revoking corrective actions. This could include lifting an in-character ban or lessening the severity of other corrective measures. However, these decisions are based on observable changes in behavior, not on promises or apologies alone. Leadership should evaluate whether the individual has demonstrated a genuine commitment to respecting the Temple’s rules and values. When considering revising corrective actions for good behavior, leadership must weigh the individual’s current contributions to the community against their past behavior and ensure that the decision benefits the Temple as a whole.

In some cases, individuals may request that their corrective actions be reviewed and potentially lifted. While the individual has the right to request a review, leadership is under no obligation to grant it unless there is evidence of significant change. Leadership must approach these requests with caution, thoroughly evaluating whether the individual’s behavior has improved and if they have taken responsibility for their past actions. Leadership should carefully discuss the request, considering input from all members and the impact of the decision on the community. In cases where a review is warranted, leadership should communicate clearly with the individual about the decision, whether it leads to a revision or not.

In some extreme cases, individuals may be issued a permanent ban. A permanent ban indicates that the individual is not welcome to return to the Temple, regardless of any improvement in behavior. This decision is rare and is reserved for the most severe violations, such as blatant consent breaches, hate speech, or other harmful actions that pose a long-term threat to the community. Permanent bans are typically decided by Rose and may be applied even if the individual seeks forgiveness or claims to have changed. Leadership must respect the permanence of these bans, understanding that they are issued for the protection and safety of the community.

Leaders must be able to recognize when a conflict of interest arises, whether through personal relationships, financial ties, or external obligations. For example, if a leader has a close friendship with a member involved in a disciplinary situation, or if a decision may benefit the leader or their associates, it is important to acknowledge this as a conflict. Leadership should encourage self-awareness and honesty in these situations, fostering a culture where potential conflicts are addressed openly rather than ignored. Early recognition of conflicts helps prevent situations where personal bias could inadvertently affect the community.

Once a conflict of interest is identified, it should be disclosed to the leadership team immediately. Transparency in these matters is crucial for maintaining the trust of both the leadership team and the broader community. Leaders should be forthcoming about the nature of the conflict and the reasons why they feel their involvement could compromise fairness. Disclosures can be made in private to ensure sensitive information is respected, and leadership should handle such disclosures with professionalism and care. By openly addressing conflicts, leadership demonstrates a commitment to integrity and fairness in all decisions.

In situations where a conflict of interest exists, leaders should recuse themselves from the decision-making process. This prevents personal relationships or biases from influencing outcomes and ensures that decisions are made objectively. Recusal does not imply wrongdoing or lack of competence; rather, it is a responsible action that protects the integrity of the leadership team. Leadership should support one another in stepping back from decisions when necessary, ensuring that those unaffected by the conflict can handle the matter impartially.

Leadership must work together to ensure that conflicts of interest are managed appropriately. If a leader notices another leader is involved in a situation where their impartiality may be compromised, it is important to address this respectfully and constructively. Encouraging an atmosphere of accountability helps prevent conflicts from going unaddressed and ensures that leadership decisions are always made in the community’s best interest. By holding each other accountable, leadership fosters a transparent and ethical environment where personal interests never overshadow the needs of the Temple.

Leadership should establish multiple channels through which community members can offer feedback. This could include anonymous surveys, one-on-one conversations, or and discussion channels in Discord. By offering various options, leadership makes it easy for members to provide input in the way they feel most comfortable. Leadership should encourage members to use these channels, reminding them that their voices are valued and play a role in shaping the Temple’s future.

Feedback is only valuable if leadership takes the time to respond to it thoughtfully. After receiving community input, leadership should discuss the suggestions, concerns, or praise internally and determine if action is needed. Leadership should also ensure that members feel their feedback is acknowledged, whether through public responses or private follow-ups. Even if a suggestion cannot be implemented, leadership should explain the reasoning behind the decision, showing that all feedback is considered carefully. This transparency builds trust and reinforces the idea that leadership listens to the community.

While praise is always appreciated, leadership should also encourage constructive criticism. Members should feel safe in offering critiques or pointing out areas where improvement is needed without fear of retribution. Leadership should model openness to constructive criticism, framing it as an opportunity for growth rather than as an attack. This encourages a culture where all voices can be heard, and where the community feels confident in raising concerns. Constructive feedback is essential for identifying blind spots and ensuring that leadership remains accountable to the Temple’s values.

Leadership should create opportunities for open dialogue where members can express their thoughts and ideas in real-time. This can take the form of Q&A sessions or IC and OOC discussions. These gatherings provide a space for leadership to explain current decisions, share plans for the future, and listen to community feedback directly. Regularly facilitating these discussions helps prevent misunderstandings, promotes transparency, and strengthens the sense of community. Leaders should approach these dialogues with open-mindedness and encourage respectful and constructive exchanges.

When leadership receives actionable feedback that aligns with the Temple’s goals, it’s important to follow through and implement changes where appropriate. By acting on community input, leadership shows that they value members’ contributions and are committed to improving the Temple experience for everyone. When changes are made based on feedback, leadership should communicate the reasons for the changes, acknowledging the role that community input played in shaping those decisions. This not only validates the feedback but also reinforces the idea that the community has a voice in its own development.