On 5/25/2012 4:24 PM, Michael Ryder wrote:
Matt, I think I understand where you were coming from when you brought
this up.
But there's been a number of opinions in this thread that have given
me pause to reconsider things.
We're all against harassment of any kind, that much is clear. The
federal government and every state (that's a guess) has laws against
harassment. I'm against writing copy that simply reaffirms something
already written, but apparently it's not enough to communicate the
existence of laws that are already on the books, so it looks like
we're stuck with policies.
Allow me to correct what I perceive as a misconception here.. I'm not
aware of any law (federal, state, or local) that refers to harassment as
anything other than an employment issue, and there are many suits that
come arising from a company's stated policies against harassment, and
not from statutory limitations, which differ widely from state to state.
LOPSA does not have any employment arrangement with its membership,
thus, any employment law referring to harassment wouldn't apply, or
would be extremely difficult to enforce. In other words, there isn't
something already written which covers LOPSA as an organization in any
meaningful way in terms of harassment policy. I'm specifically
addressing the above and not any overlap that may or may not exist
vis-a-vis the code of ethics.
And as an aside, I'm quite disappointed with an earlier threat to drop
membership if any effort is spent on drafting a harassment policy. This
is like taking the approach, to use an analogy which I'm sure you, my
brethren, can relate, that we're not going to have any plan in place for
extending disk capacity until we run out of space. Isn't that the worst
time to be figuring out what you are going to do next?
On a constructive note, perhaps there's something we can crib from
Usenix, ACM, or IEEE, which all have their own legal counsel instead of
drafting something fresh. If none of the above has such a policy, that
would also be useful to consider.
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