Conflict Management System (v 2023-08-16)

to suggest edits:

https://docs.google.com/document/d/1PZoGS9ae8CCNS1e5pYTg4lqRxfNzg1ux/edit

Preface

Sandbox values a safe and respectful environment for all of our members and guests. We commit to adhere to and promote fundamental principles of respect for all, tolerance, and peaceful enjoyment at our events and sponsored activities. We strongly condemn conduct that does not align with our Codes of Ethics and Conduct, or values represented by our Bylaws and Manifesto.

Summary - Sandbox Conflict Management System

Step 1-3: Filing the complaint, Acknowledgment of receipt, Vetting whether in scope

Step 4: Preliminary action whether out or in scope

Step 5: Response and informing of next steps

Step 6: Investigation / Collecting information

Step 7-8: Deciding parties will deliberate and decide

Who does this apply to?

The Sandbox conflict management system (SBXCMS) shall apply to all members of Sandbox equally, including the Governance Council and Board Members, Hub Ambassadors, Member Wellbeing team members and officers, and Hub members. Where possible, the CMS will apply to the guests at our events and in our community spaces.

In Scope

  • The Sandbox CMS shall consider, investigate and act upon grievances and complaints which occur as part of official Sandbox events, activities and community spaces, including but not limited to global summit, regional and local hub retreats, conferences, etc. during official event hours / duration, as well as spaces such as social media and other official online channels;
  • Any conduct by a member or guest that may be in violation of the Code of Ethics and Conduct, and values represented by our Bylaws and Manifesto;
  • Complaints of harassment, sexual harassment, violence, bullying and/or abuse;
  • Criminal or serious acts that may be subject to reporting requirements to local law enforcement or other local authorities, whether they may occur during official Sandbox events or not;
  • Financial fraud and irregularities;
  • And any other complaints, grievances or disputes relating to the scopes outlined in this document.

Out of Scope

The Sandbox CMS shall not investigate complaints, grievances and/or disputes pertaining to:

  • Complaints, grievances and/or disputes relating to any inter-personal relationship, activity, event, outside of Sandbox’s official events, community spaces or the mandate of Sandbox;
  • Complaints, grievances and/or disputes relating to inter-personal conflict due to consensual intimate, personal or sexual encounters developed during Sandbox’s official events, held during and outside of official event hours;
  • Complaints, grievances and/or disputes that are subject to current (or past) legal proceedings;
  • Where the complaint, grievances and/or dispute occurs outside of official Sandbox events, and where the issue(s) are allegations of criminal activity, human rights abuses, or other serious incidents, Sandbox may investigate the complaint/grievance/and or dispute although no such internal investigation shall supersede local authority investigations or procedures. Such an investigation may focus on individual(s) conduct as a member of the Sandbox community. In region specific cases, local hubs or partners will advise on who to report to as investigation would happen outside of Sandbox’s official events.

Transparency and Availability of the SBXCMS

The reporting procedures and the Code of Ethics and Conducts, Bylaws and Manifesto required for membership shall be provided to all community members, and as appropriate, to participants (members and guests) at each official Sandbox event in printed or electronic form at.

www.sandbox.is/cms

Code of Ethics and Conduct

Contingent upon membership, all members must sign a Code of Ethics and Conduct that is applicable to all members regardless of rank, position, and/or duration at the organization. Event organizers (including but not limited to Hub Ambassadors) shall be responsible for providing each participant including guests easy access to the Code of Ethics and Conduct either online or offline.

sandbox.is/codeofconduct

Glossary - Definitions and Interpretations

Concerned Party: Person(s) reporting the issue by filing a complaint, grievance or dispute. It cannot normally be an organization or body of individuals (such as a hub).

Responding Party: The person(s) for which the complaint, grievance or dispute is directed to. It cannot normally be an organization or body of individuals (such as a Hub). It can be multiple individuals.

Conflict management system (CMS): A system intended to prevent and resolve conflict, disputes, and grievances in an organization in a transparent and uniform manner.

Criminal acts: Any act or omission subject to local criminal jurisdiction investigation, arrest or other law enforcement action.

Member Wellbeing Officer: Part of Member Wellbeing team, A person(s) appointed by the leadership team to oversee the jurisdiction/scope, investigation, process and due diligence of a reported grievance, complaint or issue.

Mediation: A voluntary process of collaborative problem solving where a neutral mediator assists parties to come to a voluntary resolution to an issue. The process is one of self-determination and is not legally binding.

Discrimination: Any unfair treatment or arbitrary distinction based on a person’s race, sex, religion, nationality, ethnic origin, sexual orientation, disability, age, language, social origin or other status. Discrimination may be an isolated event affecting one person or a group of persons similarly situated, or may manifest itself through harassment or abuse of authority.

Harassment: Any improper and unwelcome conduct that might reasonably be expected or be perceived to cause offence or humiliation to another person. Harassment may take the form of words, gestures or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle, humiliate or embarrass another or which create an intimidating, hostile or offensive work environment. Harassment normally implies a series of incidents.

Sexual harassment: is any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behaviour, it can take the form of a single incident. Sexual harassment may occur between persons of same or different gender and sexual orientation.

Abuse of authority: is the improper use of a position of influence, power or authority against another person. This is particularly serious when a person uses his or her influence, power or authority to improperly influence the career or employment conditions of another, including, but not limited to, appointment, assignment, contract renewal, performance evaluation or promotion. Abuse of authority may also include conduct that creates a hostile or offensive environment which includes, but is not limited to, the use of intimidation, threats, blackmail or coercion.

Unacceptable conduct: For the purposes of the present bulletin, discrimination, harassment, including sexual harassment, and abuse of authority shall collectively be referred to as “unacceptable conduct”.

Civil negligence: Failure to use reasonable care, that a reasonable person would, resulting in damage or injury to another. Negligence is an integral part of personal injury cases because injuries are often the result of someone else's negligence.

Official Sandbox Activities & Events: cover events and spaces that are exclusively organized and available for Sandbox community and members including invited guests, this includes events that happen in the evening or at night.

Board of Directors: Are three members who are elected to be legal guardians of Sandbox Association (previously Thousand Network Ltd)

Governance Council: Governance Council is made up 6-8 people elected to represent the community and take care of different tasks for the community and provide a balance of power to the Board of Directors.

GovBoard: Is a short for Governance Council and Board of Directors.

The Member Wellbeing Working Group (MWB WG)

The Member Wellbeing WG Leadership

Members:

One GovBoard Member and one elected non-GovBoard Member are in charge of overall functioning of the team.

Scope of Roles / Responsibilities:

Creation and maintenance of official documents, updating and adapting of Code of Ethics and Conduct, maintenance and updating of CMS system, ensuring of MWB WG presence at official events, interviewing and onboarding and organizing workshops and training for members and officers of the team. Where required, interviewing concerned parties, being part of the appeal process.

The Member Wellbeing Officers

Members:

5 Member Wellbeing Officers from diverse backgrounds that will volunteer and be vetted through the interview process.

Scope of Roles / Responsibilities:

Investigation and dealing with cases, decision making, communications with concerned and responding parties, point of contact.

The Extended Member Wellbeing WG Members

Members:

Ambassadors of involved hubs.

Scope of Roles / Responsibilities:

Giving context, mediation support, advisory, part of decision making

The External Consultation Team (only on written request of all parties)

Members:External psychologist, mediators and legal support.

Scope of Roles / Responsibilities:

Support with more specialised expertise*

*When gravity of situation requires it

Confidentiality and its limits

The Membership Wellbeing WG members (consisting of leadership, officers, extended team and external consultation team) concerned party(s) and responding party(s) shall keep confidential any written and verbal communication and information prepared, provided, disclosed or exchanged during or as part of the investigation as well as part of the process and its retained records.

Confidentiality is kept at each level and never shared with anyone outside of the MWB WG except appeals or pertaining to exceptions described below.

Notwithstanding the above, the Membership Wellbeing Working Group Members (MWB WG) may, at their sole discretion, disclose information about the investigation:

  • To communicate with external mediators, psychological and legal support
  • To communicate with the Parties, their lawyers or other legal representatives, and third parties retained by a Party, their lawyer, or other legal representative
  • Where ordered to do so by law
  • Where required to do so by law, including but not limited to obligations to report a child in need of protection;
  • Where the information indicates an actual or potential threat to human life or safety
  • For research, education, or program reporting or evaluation purposes (non- identifying information)
  • On the written consent of all Parties;
  • Where any Party makes a claim against anybody from the Member Wellbeing Working Group or Officers
  • Where the information, acts, omissions of perpetrator may be illegal, criminal or otherwise (Legal or law enforcement advice is recommended to ascertain what is reportable and when)

The MWB WG members and Board of Directors members shall not be summoned or compelled:

  • To testify or otherwise participate in any legal proceeding, including but not limited to any court or arbitration hearing unless required to by a court order or other jurisdictional mandatory direction; or
  • To disclose any investigation documents. However, documents that are otherwise discoverable or admissible as evidence in a legal proceeding do not become inadmissible or non-discoverable.

Independence, Conflicts and Recusal of Member Wellbeing Working Group Members

All Member Wellbeing Working Group Members shall report only to the Board of Directors but shall operate as a completely independent authority to the Board of Directors and Governance Council and shall be a separate division in the organizational chart.

The Board of Directors shall not have access to information presented to the dispute / conflict resolution team unless an appeal to the Board of Directors is requested by the Responding Party or Concerned Party.

Member Wellbeing Officers must disclose any conflicts of interest relating to complaints, grievances or disputes they are presiding over, including:

  • Financial interests
  • Personal or professional interests
  • A personal bias that may affect their ability to hear and resolve a matter
  • It is a violation of the Code of Ethics and Conduct if a Member Wellbeing Officer is to engage in sexual intimacies with a concerned party or Respondent during the course of the investigation.

Recusal

A Member Wellbeing Officer, upon review of the information presented, must recuse themselves due to a conflict of interest and shall document this conflict of interest and recusal on file and suggest an alternative officer.

Recusals from investigations shall be required as follows:

  • Any activity that could create a conflict of interest outlined in the “Independence, Conflicts and Recusal of Member Wellbeing Working Group Members” section above;
  • Any current or past relationship that which may impair their roles as dispute resolution officers or in any way may be perceived as impartial or create a conflict;
  • Dispute resolution officers shall not deal with disputes involving close friends, relatives, colleagues/supervisors or financial interest.

Disputes relating to non-recusal for a conflict of interest(s)

Members may submit to the Board of Directors a grievance/complaint to wellbeing@sandbox.is due to the non-recusal of a dispute resolution officer to a matter within 30 days of filing the original complaint.

Perceived conflict of interests by concerned or responding parties may not constitute a valid recusal.

Scope and definitions of Formal, Violations to Code of Ethics and Conduct and Bylaws & Informal Grievances

As a diverse community we also have a diverse set of grievances and although our Member Wellbeing Working Group might not have the required capabilities to solve all types of grievances, the aim is to always have a solution or next step to improve the system itself and the situation of the members and overall trust in the community. To better define how each reported grievance shall be treated, investigated and resolved, we have split our process into three (3) categories: Formal Grievances & Violations to Code of Ethics and Conduct and Bylaws and Informal Grievances.

Scope and definitions:

Formal Grievances:

investigation or action by the Member Wellbeing Officers shall not preclude investigation, jurisdiction or action by any local enforcement or tribunal authorities

  • Anything requiring formal investigation by law of that jurisdiction or as determined by Sandbox
  • Any matter involving an allegation of a criminal act such as assault, sexual assaults, criminal harassment, theft, property damage
  • Any matter involving an allegation of a human rights violation or accommodation issue (disability, medical, environmental etc.)
  • Any matter involving a financial irregularity or concern, including possible fraud or theft of Sandbox assets
  • Any matter that may give rise to legal liability to the organization
  • Any matter involving harassment, stalking, bullying, violence or sexual harassment
  • Any matter involving libel and/or defamation

Violations of the Sandbox Code of Ethics and Conduct and Bylaws or Unacceptable Conduct

  • Any discriminatory action, behaviour, communication, or decision based on race, colour, sex, gender identity, pregnancy, sexual orientation, civil status, age (except as provided by bylaws), religion, political conviction, language, ethnic or national origin, social condition, a disability or the use of any means to palliate a disability, which results in the exclusion or preference of an individual or group.
  • Insults or put-downs, member to member disparaging and public remarks.
  • Unwelcome sexual attention and/or physical contact.
  • Breaking the law, criminal behavior.
  • Blackmail of any kind.
  • Irresponsible use of psychoactive substances like alcohol, marijuana, psychedelics and other substances.
  • Sustained disruption of talks, events, or communications.
  • Incitement of violence or self-harm.
  • Bringing weapons to Sandbox Events.
  • Inciting violence or publicly making remarks contrary to the values of the organization or remarks that are hateful.
  • Causing someone to fear for their safety, such as through stalking, intimidation, or violent threats.
  • Taking and sharing photos, recording and personal information of others (including speakers) without permission.
  • Breaking Confidentiality Agreements in Official Sandbox Roles and Processes like Member Wellbeing, GovBoard.
  • Publicly slandering Sandbox.
  • Malicious misconduct (e.g. false reporting of multiple cases).

Some violations to the Code of Conduct may also require a formal grievance investigation if they are serious enough to warrant an investigation

C) Informal Grievances

Scope and definitions:

  • Interpersonal conflicts with other members not subject to formal grievances
  • Low morale, high tensions amongst members
  • Community and inclusivity issues (see below)
  • Other grievances/complaints/issues that the MWB WG may determine to be included in this definition

Communication & inclusivity issues

  • Intra-hub conflict such as unfounded exclusion of members or social rejection
Example: Due to their personal relationship issues such as a fight in a friendship / a break up where a member in the end gets excluded from hub/community activities and retreats
  • Misunderstandings in communication that lead to feeling offended or excluded due to different communication styles and cultural differencesExample: A member feels mistreated by another member after an assertive/aggressive comment or critiqueExample: A member sets boundaries and another member feels offended by them
  • Perceived bias or allegations of discrimination
Example: A member believes they are being excluded/ critiqued because of their certain feature, e.g. behaved wrongly / were rude / they broke trust of another member, often due to cultural / communication style differences
  • Exclusive or forceful group dynamics
  • Example: People in a retreat are pressured to participate in a religious / medicinal event and mistreated or ignored if they don’t

Breaking Trust

  • Falling out over being a bad guest at another Sandboxers homeExample: A Sandboxer is perceived as being disrespectful or negligent because of lack of care of property or social rules of the other Sandboxer’s or contact’s house or flat
  • Being disrespectful to people who were introductions made by other Sandboxers, thereby harming the image and trustExample: Member A introduces member B to their contact at Facebook, member B acts in a demeaning way to the contact and the contact complains to member A
  • Example: Not complying with an agreement to do something with another Sandboxer and causing reputation loss
  • Other informal grievances

Detailed Steps in procedure of handling a complaint

Step 1: Filing the complaint

Who: Concerned party

How:

All members (and guests) who would like to file a complaint can do so through the following process:

In-person Events

  • by approaching the person responsible for Member Wellbeing which in small events is the organizer or Ambassador
  • by approaching the assigned Member Well Being Representative* to your event
  • Each official event shall have a designated Member Wellbeing Officer / Ambassador, in agreement with Member Wellbeing Leadership and event organizer

Online

  • Writing to wellbeing@sandbox.is, which is accessible only to Member Wellbeing Officers. In the subject line, you can mention who you’d like to take a look at your case, including your local Ambassador or somebody from the Member Wellbeing Working Group. Ambassadors List here, Member Wellbeing Officers list here.
  • You can (anonymously) fill in a form which is only accessible to Member Wellbeing Officers. Be aware that due to anonymity, it will likely be difficult to investigate the claim. or take directed action.

Call

  • scheduling a confidential call with a member wellbeing officer, this can also be off the record if requested (subject to confidentiality limitations)

Considerations of how to deal with complaints

  1. Confidentiality as described above
  2. Trauma informed: Member Wellbeing Officers will be trained. If trauma is present one must have consent from the concerned party, otherwise the case will not open. The concerned party will be informed that member wellbeing is available to support, not to investigate, subject to a duty to report.

Step 2: Acknowledgement of receipt

Who: 1 Member Wellbeing Officer

How: If validly received, a Member Wellbeing Officer shall acknowledge receipt of the complaint/grievance/dispute in written format within 7 days of receipt in a valid format. This can be a standard letter. Please find the template here.

The Member Wellbeing Officer will respond within 7 days if a written complaint/grievance/dispute is not validly received, with an explanation on how to validly submit.

Step 3: Vetting whether in Scope / what type of grievance

Who: 2 Member Wellbeing Officers

How:

  • 2 Member Wellbeing Officer(s) shall review the information, one as lead, one as consult, and determine if the issue falls within the scope of the formal grievances, Code of Ethics and Conduct violations or informal grievances. Please note some issues may overlap the different categories.
  • This shall be done within 15 days of receipt of the complaint/grievance/dispute.
  • In case there is fundamental disagreement whether in scope, the matter can be reviewed by another Member Wellbeing Officer.

Step 4.A: Preliminary Action when out of scope

Who: 2 Member Wellbeing Officers

How:

  • Formal / Code of Ethics and conduct grievance, out of scope, imminent danger: The concerned party is advised to contact law enforcement, a decision is made by the Member Wellbeing Officers whether they or somebody else needs to be removed from the situation preventively. Where the conduct is in violation to the Code of Ethics and Conduct and/or falls within the scope of a formal grievance, the Member Wellbeing Officer shall determine if an immediate and temporary suspension to community spaces and member privileges pending investigation outcome is recommended. If this is recommended, the matter shall be considered by a team of no less than 2 Member Wellbeing Officer to determine if suspension is warranted and fits the criteria established on the Code of Ethics and Conduct.
  • Formal / Code of Ethics and conduct grievance, out of scope, no imminent danger: The concerned party is informed that this issue is out of scope and, depending on what is deemed useful by both parties offered one of the following: resource sheet on how to deal with such a matter or referral to appropriate persons, support in talking to their ambassadors, having a conversation with somebody from the member wellbeing team.

Step 4.B Preliminary Action when in scope

Who: 2 Member Wellbeing Officers

How:

  • Formal / Code of Ethics and conduct grievance, in scope: If the Member Wellbeing Officer deems the complaint/grievance is within scope of a formal grievance or a Code of Ethics and Conduct violation, an email or message indicating this shall be sent to the Concerned party. A Member Wellbeing Officer shall contact the Concerned party to obtain further information and details and ask if they wish to consent to escalate the dispute to a formal file intended for investigation*. If the concerned party wishes to proceed with the formal investigation, a formal file shall be opened that will investigate the matter further. No details relating to the specifics of the dispute shall be conveyed at any time in any official communications between Member Wellbeing Officer and Concerned party.
  • If the Concerned party does not want to officially disclose any details, the Member Wellbeing Officer may withhold the investigation, and offer the Concerned party resources, (if available) coaching and an opportunity to contribute to the existing system to prevent the situation from happening again.
  • Informal / Code of Ethics and conduct grievance if the Member Wellbeing Officer deems the complaint/grievance is within scope of an informal grievance, an email or message indicating this shall be sent to the Concerned party. A Member Wellbeing Officer shall contact the Concerned party to obtain further information and details and ask if they wish to consent to escalate the dispute to a formal file intended for simplified investigation*. If the concerned party wishes to proceed with the formal simplified investigation, a formal file shall be opened that will investigate the matter further.
  • Due to practical reasons we are unable to investigate situations that date further back than 1 year (some crimes do not have a statutory limitation to report, like sexual assault) in those cases we will offer Concerned party resources, (if available) coaching and an opportunity to contribute to the existing system to prevent the situation from happening again.

Step 5: Response and informing of next steps

Who: 1 Member Wellbeing Officers

How:

  • The concerned party is asked whether there are parts of the initial complaint that they would prefer not to disclose to the Responding Party(ies). By default, anything not specifically mentioned as excluded may be communicated and included as part of the investigation/next steps.
  • The Member Wellbeing Working Group Member shall send a communication to the Responding party indicating information as to the details of the disputes/issue.

Step 6: Investigation / Collecting information

6.A Simplified investigation (informal grievance)

Who: Lead Member Wellbeing Officer

How:

  • Formal Investigation will trigger a trauma informed information collection by lead Member Wellbeing Officer.
  • This will be conducted via a form and/or call with pre-prepared / template questions
  • Timeframe is 15 days with both concerned and responding parties

6.B Formal investigation (formal grievance and Code of Ethics and Conduct violation)

Who: Lead Member Wellbeing Officer, and where deemed necessary, a member/members of the external consultation team.

How:

  • Formal Investigation will trigger a trauma informed information collection by lead Member Wellbeing Officer.
  • This will be conducted via a form and/or call with pre-prepared/template questions.
  • The time frame is 30 days (lower limit) to 120 days (upper limit) with both concerned and responding parties.

Step 7: Deciding parties will deliberate and decide

Who: 2 Member Wellbeing Officers, Ambassador(s) (hubs where both parties are, depending on agreed confidentiality / disclosure)

How:

Lead provides second Member Wellbeing Officer and Ambassadors with all available documents, information and / or a summary without any conclusions, to inform decision making. The following can be an outcome of decision making:

The investigator(s) will render an opinion and recommendations as to what happened, i.e. there was indeed sexual harassment. The report is made available to the Deciding Team who will make a decision on what to do. The recommendations could include separating members from specific events, barring, etc. however the investigator may be the best person to provide some opinions/recommendations as they have the most information.

7.A Dismissal if the case not in scope

7.B Not enough information, prolong investigation by 15 days (max 2 times)

7.C Enough information, can make decision within 10 days

Step 8: Possible Decisions

Who: Member Wellbeing Officers, Ambassador(s), Board members

How:

Independent of whether the investigation was formal or informal, no decisions are excluded so as to have flexibility to create the best outcome for all parties. Formal grievances and some violations to Code of Conduct/Ethics where an investigation has been concluded and found to be valid may result in exclusion to the community.

Step 8.A Regenerative Measures

Community Service

  1. Doing something that provides value to the community such as organizing an event or retreat.
  2. Providing office hours to community about a subject of your expertise
  3. Gift of inspiration / service - motion to improve situation

Training & Coaching

  1. Mediation training
  2. Communication training
  3. Coaching training (external not paid by Sandbox)

Dialogue / Mediation with community

  1. Setting up a talk on the subject with help of Member Wellbeing
  2. Setting up conversations on the subject with Member Wellbeing
  3. Consensus building on next steps

Recommendation for external consultation (not covered by Sandbox)

Step 8.B Exclusive Measures

Who: 2 Member Wellbeing Officers, Ambassador(s), 1 GovBoard Member

How:

1. Warning

Gravity of action or escalation because of non compliance leads to a warning of exclusion to comply with recommendation or appeal. In case of compliance the recommended action warning stops. In case of non-compliance, the matter can be escalated to suspension or removal.

2. Suspension

Gravity of action or escalation because of non compliance leads to a suspension from all community access of 3-6 months including a recommendation of action.

3. Removal

Gravity of action or escalation because of non compliance leads to a permanent removal from the community.

Due to confidentiality, none of the decisions shall be made public to the broader community. Removal and suspension shall be announced to Sandbox gatekeepers such as ambassadors, event organizers and GovBoard members.

The above does not preclude Sandbox from making necessary procedural policy changes, additions or deletions to its bylaws or this CMS, with appropriate notification to the membership that is generically drafted.

Options & Decisions

Generally options are voluntary by all parties. If all parties do not want to participate in the recommended option and are satisfied with no further actions being taken, the grievance is generally closed.

Communication of decisions will be confidential

If parties refuse to take the Member Wellbeing Team’s decision seriously / or the same grievance recurs, the case decision outcome can escalate into exclusionary measures.

Appeals

In case you want to appeal because you either don’t agree with the decision or the measure you can do this by appealing, this can escalate to board of directors level if need be and can only be done after a decision is made as before that you can participate in the investigation by providing information and witnesses.

The Board of Directors will hear appeals on:

  • Whether a matter is in scope or not
  • A decision rendered by the MWB WG

Decisions by the Board of Directors of Sandbox are binding and cannot be further appealed.

Non-reprisal (whistleblower):

No individual(s) who reports a concern shall be subject to any reprisal or retaliation in any form. In some situations, the concerned party(ies) names may be withheld. Disclosures of concerns should be met by all parties involved as constructive and necessary for a healthy and collaborative organization.

Malicious conduct in the form of unfounded and numerous grievances with intent to harm or injury one’s reputation or membership shall be considered as part of the Sandbox CMS.

Record keeping

Records of forms and discussions will be kept in a separate google drive which will only be made available to those in the Member Wellbeing Team, additionally there is an exclusive email address wellbeing@sandbox.is which can only be accessed by the member wellbeing team. The forms that can be filled in will also be located on this private google drive.

Once people are no longer in the team they lose all access.

Limitations & Legal Advice

This is a Sandbox internal team which means there are limitations to what we can do and we will try to be very aware of this. This includes criminal or illegal matters where law enforcement might have to be informed and also matters involving trauma in which professional psychological help is most appropriate.

We will do our best to discern and give advice when we have done so or let you know if this is beyond our reach.

Commitment to improvement

This is a living document, our goal is to catch behaviors that don't serve our community as a whole and be the sounding board but also the helper to transform this through regenerative practices. If you have suggestions or want to participate we are most happy to hear from you on wellbeing@sandbox.is or just addressing people in our team.

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