Re: What is a "management position? [Last Call: <draft-farrresnickel-harassment-05.txt> (IETF Anti-Harassment Procedures) to Best Current Practice]

[Nico Williams <[e-mail]>]

On Wed, Mar 18, 2015 at 12:52 PM, Pete Resnick
<[e-mail]> wrote:
> [...]

Thank you, that's well-reasoned.

In the event of a non-public harassment event and subsequent report,
the Ombudsteam can promise confidentiality to the Reporter, Subject,
and Respondent.  If mediation succeeds, confidentiality can be had for
all and as to all details, and if need be the participants can be
enjoined to keep the matter confidential.  When mediation is
insufficient (e.g., Respondent refuses to cooperate, repeats the
harassment, goes public) all bets are off but the Ombudsteam can and
should continue to afford confidentiality to such details as need not
and have not been made public, and should withhold public commentary
even when such details are made public by others.

Even for public harassment events, the Ombudsteam should promise
confidentiality as to private discussions involving the Ombudsteam
about that event, with the same caveats as above.

Nico
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