CR-500 — Enforcement, Appeals & Complaints

STATUS: CURRENT / ENFORCEABLE

Effective: August 24, 2026

Last revised: August 24, 2026

The purpose of enforcement is to protect the community, stop harmful conduct, correct behavior when reasonable, and preserve fair participation. Discipline is based on the conduct and context, not merely the label applied to it.

CR-501 — Available actions

Staff may use one or more of the following:

1. Guidance: an informal correction for a minor, first-time issue with little harm.
2. Documented warning: a formal notice identifying the conduct and expected correction.
3. Active strike: a formal violation that remains active for 90 days from issue. Three active strikes normally trigger a suspension review.
4. Short suspension: removal from community or server access for 24 hours to 7 days.
5. Extended suspension: removal for 8 to 30 days, normally with stated return conditions.
6. Role or department removal: loss of a job, command role, restricted system, faction, event, or other privileged access.
7. Indefinite or permanent ban: removal without an automatic return date.

Staff may also reverse unsupported gains, restore a scene, require a name or character change, restrict contact, or impose reasonable training and return conditions. Corrective restoration is not necessarily discipline.

Severity may skip steps. A first incident may result in suspension or permanent removal when the conduct or risk warrants it.

CR-510 — Enforcement factors

Staff should consider:

• Intent, planning, recklessness, and whether the person continued after warning.
• Actual and reasonably foreseeable harm to players, scenes, systems, or trust.
• Repetition, active strikes, prior related conduct, and attempts to evade detection.
• Abuse of staff, command, department, whitelist, or technical access.
• Cooperation, prompt self-reporting, good-faith correction, and preservation of evidence.
• Retaliation, witness pressure, evidence destruction, dishonesty, or coordinated concealment.

Similar cases should receive reasonably consistent treatment, but different facts may justify different outcomes.

CR-520 — Immediate restrictions and permanent removal

Staff may impose an immediate temporary restriction while preserving evidence or investigating a credible risk. A prompt notice should identify the general reason unless doing so would expose protected information or compromise the investigation.

Cheating, deliberate destructive exploitation, doxxing, credible real-world threats, severe targeted harassment or hate conduct, account sale or compromise, ban evasion, and retaliation creating a serious safety risk may result in an indefinite or permanent ban on a first substantiated incident.

CR-530 — Reports and evidence

Submit reports privately through the official support route.

A useful report includes the approximate date and time, people involved, concise timeline, rule or concern, complete clips or screenshots, and any relevant witnesses. Preserve original files when practical. Short clips may be requested with additional context before staff relies on them.

Do not edit evidence to create a misleading impression, knowingly make a false report, coordinate testimony, pressure witnesses, or publish accusations and sensitive evidence. Good-faith reports are protected even when the evidence does not establish a violation.

Staff may pause a scene, separate participants, review logs and recordings available to them, and speak with involved people. A staff member with a material personal involvement or direct conflict should not be the sole final decision-maker.

CR-540 — Notice and decisions

A formal strike, suspension, role removal, or ban should provide:

• The rule or conduct at issue.
• A short description of the established facts.
• The action, duration, and material return conditions.
• The appeal deadline and filing route.

Sensitive sources, security details, and another person's private information may be withheld or summarized. A technical or clerical error may be corrected without treating the correction as a new action.

CR-550 — Appeals

A person may submit one appeal within 14 calendar days after notice of a formal strike, suspension, role removal, indefinite ban, or permanent ban.

An appeal must identify at least one valid basis:

• Material new evidence not reasonably available for the original decision.
• A procedural error that could have affected the outcome.
• A material misunderstanding or misapplication of the rule.
• A sanction that is clearly disproportionate to the established conduct.

Disagreement alone, repeated character arguments, public pressure, or asking multiple staff members for a different answer is not a valid basis.

An uninvolved senior staff member should review the appeal. A reviewer with a direct conflict must recuse. The reviewer may uphold, reduce, increase, reverse, or return the matter for further review when the record supports it. The appeal decision is final unless genuinely material new evidence later becomes available.

CR-560 — Staff complaints and anti-retaliation

A complaint about staff conduct must be filed privately through the designated support or administration route. It should identify the conduct, approximate time, relevant evidence, and requested review.

The accused staff member may respond but must not be the sole person deciding the complaint. Information will be shared only as reasonably necessary for review, safety, and action; absolute confidentiality cannot be promised.

Retaliation for a good-faith report, appeal, safety request, witness statement, or staff complaint is a separate violation. Knowingly false, harassing, or retaliatory complaints are not protected.

CR-570 — Community and in-character consequences

Department discipline, employment decisions, court outcomes, and other in-character consequences are separate from community enforcement. The same conduct may lead to both when it violates both systems. An acquittal, dismissal, pardon, promotion, or in-character order does not cancel a community-rules review.

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