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Terms

Code of Conduct

  1. Purpose
  2. Definitions of Uncivil Conduct & Prohibited Behaviors
  3. Classifications
  4. Resolution Process
  5. Disciplinary Actions
  1. Purpose
    1. A cornerstone of the Jurassic Park Motor Pool (“JPMP”) is the creation of a safe and fun community for both Workshop Members and Official Members. The JPMP Code of Conduct intends to outline, define, and prohibit behaviors that are considered anti-social, derogatory, violent, criminal, or illegal. Any Workshop Member or Official Member partaking in, performing, or conducting any behaviors contained herein, or otherwise decided by the Administrative Council, will be subject to the described Resolution Process(es) and Disciplinary Action.
    2. All Workshop Members and Official Members bear an inherent responsibility to conduct themselves as professionally and appropriately as possible while interacting together, or with their vehicles, in private or in public. All Members represent themselves, their vehicle, the JPMP brand, and by extension the Jurassic Park/Jurassic World™ (NBCUniversal/Amblin) brands. Thus to protect the public, the Members, and the aforementioned brand-images the following Definitions, Classifications, Resolution Process, and Disciplinary Actions will be executed equally amongst all Workshop Members, Official Members, and Motor Pool Leadership (collectively, “Members”) without exception.
  2. Definitions of Uncivil Conduct & Prohibited Behaviors
    1. Harassment
      1. Physical
        1. Physical Harassment includes, but is not limited to, any acts or behaviors against a Member, or the Public, and/or their property specifically involving threats or harm, damage, or violence, actual harm, damage, or violence, and/or assault.
        2. Examples of Physical Harassment include, but are not limited to: Punching, Pushing, Slapping, Kicking, Kneeing
          1. Property Specific: Tampering, Breaking, Scratching, Inflicting Other Damage
      2. Verbal
        1. Verbal Harassment includes, but is not limited to, any acts or behaviors against a Member, or the Public, involving verbal communication meant to forcefully criticize, convey anger, denounce, insult, exert control, humiliate, or otherwise offend and cause mental anguish.
      3. Sexual
        1. Sexual Harassment includes, but is not limited to, any acts or behaviors against a Member, or the Public, with a sexual nature or involving a person’s sex. Offhand comments, isolated incidents, and simple teasing may be reported by victims and will be addressed as a Major Offense. Any frequent and/or severe Sexual Harassment witnessed by JPMP Leadership will be addressed as a Major Offense with, or without, the victim needing to report the behavior or request a Resolution/Disciplinary Action.
        2. Examples of Sexual Harassment include, but are not limited to: Unwelcome Sexual Advances, Requests for Sexual Favors, Verbal Harassment of a Sexual Nature and/or Basis, Physical Harassment of a Sexual Nature and/or Basis, Offensive remarks, comments, or gestures regarding a person’s sex, individually or collectively.
        3. Disclaimer: Sexual Harassment can be claimed against members of the perpetrator’s own sex or the opposite sex.
      4. Personal
        1. Personal Harassment includes, but is not limited to, any acts or behaviors against a single individual Member, or single Public individual, and refined specifically for that individual. 
        2. Examples of Personal Harassment, which may appear similar or identical to Physical, Verbal, or Psychological Harassment, include but are not limited to: Bullying, Coercion and/or Intimidation, Disparaging Remarks, Excessively Critical Remarks, Malicious gossip or remarks, Ostracizing behavior, Threatened, or actual acts of Physical Harassment, Use of profanity or obscenities, either alone or as part of Verbal Harassment, including teasing and taunting.
      5. Discriminatory
        1. Discriminatory Harassment includes, but is not limited to, any verbal and/or physical acts that denigrate, disparage, or deprecate a Member, or the Public, on the basis of age, color, disability, gender, nationality, race, religion, and/or sexual orientation. Discriminatory Harassment also includes any vebal and/or physical acts of reprisal because of opposition to discrimination.
      6. Psychological
        1. Psychological Harassment includes, but is not limited to, any vexatious behavior that can be considered repetitive, hostile, unwanted, or that affects a person’s dignity or psychological integrity. Psychological Harassment includes, but is not limited to, any humiliating or abusive behavior that exceeds what the victim considers appropriate and reasonable or that torments and lowers the person’s self-esteem.
        2. Examples of Psychological Harassment
          1. Rude, degrading, or offensive remarks.
          2. Intimidating or threatening gestures or comments.
          3. Libel, slander, or defamation - any discrediting behavior such as spreading rumors, ridicule, humiliation, or unnecessarily calling into question convictions or choices.
          4. Belittling, Controlling, and Destabilizing behavior.
          5. Isolating behavior - ignoring or denying, either to avoid resolutions or to create a feeling of isolation, as well as creating intentional distance between that individual and others.
        3. Disclaimer
          1. Psychological Harassment cannot be claimed against Members who have made statements or gestures with a justifiable basis or whom are isolating themselves in an attempt to prevent further harassment by a perpetrator. Likewise, Psychological Harassment cannot be claimed against JPMP Leadership for actions, statements, or gestures with a justifiable basis that are within the normal scope of their rights.
      7. Cyberbullying
        1. Cyberbullying includes, but is not limited to, any acts of harassment carried out by a JPMP Member against another Member or the Public, specifically using electronic communication to harass, intimidate, threaten, or otherwise conduct anti-social behavior.
      8. Third Party(External)
        1. Third Party Harassment includes, but is not limited to, any acts of harassment carried out by vendors, suppliers, clients, or sponsors (collectively, “External Parties”) against Members, OR, any acts of harassment carried out by Members against External Parties.
      9. Power
        1. Power Harassment includes, but is not limited to, any acts of harassment carried out by a JPMP Member, specifically holding a leadership role or any position of responsibility above that of a standard Member, against another Member. Power Harassment involves the use of the perpetrating Member’s status, and/or position of responsibility, to obligate, encourage, or force another Member to accept, perform, or tolerate any acts of harassment or acts without a justifiable basis.
      10. Retaliation
        1. Retaliation Harassment includes, but is not limited to, any acts of harassment carried out against another Member or the Public specifically in response to a legal and/or justifiable decision, action, or behavior that was carried out against the perpetrator.
    2. General Threats
      1. A Threat is a statement of an intention to inflict pain, injury, damage, or other hostile action on someone in retribution for something done or not done.
      2. Threats can be against a Member, the Public, an organization, or the property of any aforementioned subject.
      3. Threats can be communicated verbally, physically, written and/or electronically with direct or indirect intent.
    3. General Violence
      1. General Violence is the act of physically striking, with one's body or property, another Member, or the Public, with, or without, the intent to cause bodily harm or injury, except in the case of self-defense from an equal or greater act of physical violence.
    4. General Influence
      1. General Influence is a condition in which alcohol and/or drugs, prescription or otherwise, has so far affected the nervous system, brain, and/or muscles of the consumer as to render them, to an appreciable degree, hindered and unable to function in a manner typical of a person in full possession of their faculties.
    5. General Embezzlement
      1. General Embezzlement is the act of withholding and/or misappropriating funds placed in one, or more persons' trust belonging to JPMP, a Member, or the Public.
    6. General Spamming/Trolling/Mockery
      1. Spamming is the repetitive and/or excessive communication of identical, similar, or random statements, phrases, images, objects, or gibberish with, or without, the intent to create unrest, disorder, disturbances, annoyances, fights, insults, or generally non-constructive remarks.
      2. Spammer refers to the Member, person, or organization who is spamming others.
      3. Spam refers to the post, comment, statement, gesture, or remark made by a Member, person, or organization who is spamming others.
      4. Trolling is provocative actions and/or harassment, of a singular, sparse, repetitive, and/or excessive frequency, which can be considered inflammatory, extraneous, and/or off-topic. The intent may, or may not, be to provoke an emotional response and/or disrupt otherwise normal discussions.
      5. Troll can be either refer to the Member, person, or organization who is Trolling others, OR, it can refer to the post, comment, statement, gesture, or remark made by a Member, person, or organization who is trolling others. 
      6. Mockery is the teasing and contemptuous language or behavior directed at a particular person or thing. By association, sarcasm is, by definition, the use of irony to mock or convey contempt. Mockery, including harsh sarcasm (but not witty remarks), and other contemptuous language against another Member, person, organization, or the property there-of is prohibited.
    7. Charter Infractions
      1. Charter Infractions involve behavior that intentionally, or unintentionally, goes against the directives, rules, and regulations laid out in the JPMP Charter and/or any amendments there of.
    8. Abuse of Privileges
      1. Abuse of Privileges involve the misuse of privileges granted by the JPMP Leadership to Members in positions of responsibly, standard Members, or the JPMP Leadership itself at the expense of any aforementioned party, or to the advantage of the abuser.
    9. Misrepresentation of JPMP and/or any subdivisions thereof.
      1. Misrepresentation of JPMP and/or any subdivisions thereof involves the action or behavior of giving a false or misleading account of the nature of JPMP and/or any subdivisions thereof. This includes, but is not limited to, portraying JPMP as an individually controlled entity versus a collective entity, falsifying ownership of JPMP or any subdivision, false claims of policy, protocol, and/or rules, falsifying role, rights, or authority over, or within, JPMP or any subdivision thereof.
    10. Disparagement of JPMP, NBCUniversal, Amblin Entertainment, and/or their Holdings
      1. Disparagement occurs when a Member or any of its assigns, successors, or associates in any way publicly disparage, call into disrepute, defame, slander or otherwise criticize the JPMP, or, NBCUniversal, or, Amblin Entertainment, or subsidiaries, affiliates, successors, assigns, officers, directors, Members, employees, shareholders, agents, attorneys or representatives, or any of their products or services, in any manner that would damage the business or reputation of JPMP, NBCUniversal, and/or Amblin Entertainment, their products or services or their subsidiaries, affiliates, successors, assigns, officers (or former officers), directors (or former directors), employees, shareholders, agents, attorneys or representatives. This includes, but is not limited to, the Jurassic Park Franchise, Jurassic World Franchise, and Universal Theme Parks.
    11. General Prejudice (including, but not limited to, all of the following)
      1. Prejudice is a preconceived opinion that is not based on reason or actual experience.Prejudice may, or may not, include the belief, opinion, or attitude that a person is lesser because they belong to a specific group.
      2. Racial Prejudice is the belief in the superiority of one race over another.
      3. Sexual Prejudice is the belief in the superiority of one sexual orientation over another.
      4. National Prejudice is belief in the superiority of one political state over another.
      5. Ethnic Prejudice is belief in the superiority of one ethnic group over another.
      6. Religious Prejudice is belief in the superiority of one religion over another.
      7. Other Types of Prejudice include, but are not limited to, age, gender, linguistics, social status (marital, criminal, civil, etc), and physical status (disabilities).
    12. Undisclosed Criminal History
      1. An Undisclosed Criminal History involves a Member with prior, or current, conviction(s) of a criminal nature, including, but not limited to:
        1. Arson
        2. Assault and/or Battery
        3. Crimes Against Children
        4. Drug Offenses
        5. Embezzlement
        6. Larceny, Theft, and/or Robbery
        7. Sex Crimes and/or Sex Offender Registry
        8. Terrorism, Domestic or Otherwise
  3. Classifications
    1. Uncivil Conduct & Prohibited Actions are divided into two (2) separate levels, Major and Minor, of offenses for the purpose of determining appropriate Resolution Processes and Disciplinary Actions.
      1. Major Offenses are considered especially heinous and constitute the greatest risk and threat to JPMP, the Members, and the Public and by extension NBCUniversal and Amblin Entertainment. Major Offenses require immediate attention and severe disciplinary actions for Final Judgements, up to and including immediate discharge.
      2. Minor Offenses are considerably less risky and threatening than a Major Offense, they are unwanted behavior that does not immediately, if at all, pose a risk or threat to the reputation of the JPMP, NBCUniversal, or Amblin Entertainment. Minor Offenses should be taken seriously and addressed as conveniently and timely as possible. Lenient and moderate disciplinary actions can be issued as Final Judgements.
    2. Major Offenses include:
      1. On-Going/Severe Harassment/Prejudice
      2. Sexual Actions
      3. Threatening Actions
      4. Violent Actions
      5. Embezzlement
      6. Influence, Driving or Participating under.
      7. Undisclosed Criminal History
    3. Minor Offenses include:
      1. General Harassment/Prejudice
      2. Charter Infractions
      3. Abuse of Privileges
      4. Misrepresentation
      5. Spamming/Trolling
      6. Non-Disparagement Infractions
      7. General Inappropriate Conduct in Public
      8. Division Rule & Regulation Infractions
    4. Dispute
      1. Disagreement between two (2) or more Members, and/or the Public, which has not violated any Charter policy, rule, or regulation.
  4. Resolution Process
    1. Major Offense Resolution Process
      1. Any Member discovered participating in, or otherwise found to be guilty of any Major Offense listed within the JPMP Code of Conduct will be subject to immediate Leave, or Discharge, at the Judiciary Officer’s discretion.
      2. Judiciary Officer, or Presiding Officer, must notify offending Member immediately of their Leave, the Case brought against them, and remove them from any position, page, group, or forum.
      3. Members on Leave due to Major Offense will have seven (7) calendar days to respond to any communication from the Judiciary Officer, or Presiding Officer, to appeal and/or explain their position.
      4. Judiciary Officer, President, and Vice-President have collective discretion to mutually determine if the offending Member may return to Active status, receive a lesser Disciplinary Ruling, or be Discharged.
      5. If Discharged, Member may appeal the decision within seven (7) calendar days of the decision. Judiciary Officer must review the appeal and, if there is a justifiable basis, call a Formal Hearing.
      6. Formal Hearing shall involve the Administrative Council, all Council Members must review the appeal and cast a single vote to determine the new Disciplinary Ruling. Possible rulings:
        1. Exoneration (reversal & absolution)
        2. Discharge (no change)
        3. Suspension
        4. All Suspension votes must mutually agree on a time frame.
      7. Final Disciplinary Ruling following a Formal Hearing is irrevocable.
    2. Minor Offense Resolution Process
      1. Any complaint, issue, or complication (Collectively “Case”) submitted by an Official Member (collectively with any identified parties, known as “Involved Parties) will be addressed first by their Division Leadership (if applicable), then, if necessary, escalated to the Judiciary Officer (in either case, handler known as “Presiding Officer”).
        1. In Cases where the Involved Parties originate from separate Divisions any relevant Division Leaders, who are not the Presiding Officer, may opt to observe both the informal meeting and/or formal hearing.
      2. Presiding Officer shall mediate all levels of assigned Case(s).
        1. First an informal meeting shall be conducted to determine if a resolution is possible and to attempt to reach a resolution between the Involved Parties. Presiding Officer shall mediate this meeting.
        2. In the event of an impasse, or in the event that a resolution is otherwise not possible, Presiding Officer shall escalate Case(s) to a Formal Hearing.
      3. Formal Hearing shall involve the Administrative Council, all Council Members must review the Case and cast a single vote to determine the Disciplinary Ruling. Possible rulings:
        1. Exoneration (reversal & absolution)
        2. Discharge (no change)
        3. Suspension
          1. All Suspension votes must mutually agree on a time frame.
        4. Probation
          1. All Probation votes must mutually agree on a time frame.
        5. Official Warning
      4. Involved Parties will have 30 days to appeal the Disciplinary Ruling(s).
        1. Judiciary Officer must review the appeal and, if there is a justifiable basis, call a Formal Hearing.
        2. The Disciplinary Ruling(s) of the Formal Hearing for Appeal shall be final and irrevocable.
    3. Dispute Resolution Process
      1. Member(s), Division Leader, and/or Judiciary Officer may request a moderated discussion from the Judiciary Officer or Division Leader.
      2. Judiciary Officer and/or Division Leader, or President, or Vice President, will establish a private, moderated chat, call, or forum for all involved Members.
      3. Judiciary Officer and/or Division Leader, or President, or Vice President, will analyze all sides of disagreement and present probable means of resolving outstanding disagreements.
      4. All involved Members must either mutually agree to a resolution, or:
        1. In the event all involved Members do not agree to a resolution, then Judiciary Officer and/or Division Leader, or President, or Vice President, must determine an arbitrated resolution.
        2. In the event all, or some, involved Members do not concede to the arbitrated resolution those Members must be considered in violation of the Charter and a new Case opened against them following Minor Offense Resolution Procedures.
      5. An Official Warning may be issued, at the discretion of the Judiciary Officer, against the parties involved in a dispute to discourage future behavior or a return to the subject of the dispute.
  5. Disciplinary Actions
    1. Authorized Disciplinary Actions (or “Disciplinary Rulings”)
      1. Official Warnings
        1. Official Warnings may be issued, by the Judiciary Officer, or Vice President, or President, in immediate response to Minor Offenses that clearly violate the Code of Conduct, Charter, or other rules and regulations of the JPMP.
        2. Three (3) within twelve (12) months shall result in Partial Probation.
        3. Three (3) within six (6) months shall result in Full Probation.
        4. Three (3) within three (3) months or less shall result in Suspension.
        5. Three (3) within one (1) month shall result 
      2. Temporary Probation with All Membership Privileges (“Partial Probation”)
        1. Length of Partial Probation will be determined by the Judiciary Officer, and/or Administrative Council vote.
        2. Any further Official Warnings issued during Partial Probation will result in Full Probation.
      3. Temporary Probation with Partial Membership Privileges (“Full Probation”)
        1. Length of Partial Probation will be determined by the Judiciary Officer, and/or Administrative Council vote.
        2. Any further Official Warnings issued during Full Probation will result in Suspension.
      4. Temporary Suspension of Membership (“Suspension”)
        1. Length of Suspension can be selected from a set of pre-authorized time limits.
          1. Two (2) Years
          2. One (1) Year
          3. Six (6) Months
          4. Three (3) Months
          5. One (1) Month
        2. Any further Official Warnings issued during Suspension shall result in an Administrative Council vote for Discharge, continued Suspension, or extended Suspension (time added to existing time).
      5. Temporary Leave (“Leave”)
      6. Revocation of Membership (“Discharge”)
      7. Absolution of Prior Disciplinary Rulings (“Exoneration”)