Tides Center Terms of Service

A Tides Center partnership is a collaboration between Tides and another entity to achieve the shared goal of supporting proximate leaders and communities in the fight for equity.

In the spirit of our partnership and shared goals, Tides Center’s Terms of Service defines acceptable and prohibited behaviors for our fiscally sponsored projects and service team staff to uphold a respectful relationship, instill trust, and explain how we hold ourselves and others accountable. This provides transparency on how Tides Center will address issues, concerns and conflicts from Tides Center partners and/or service team staff. This document only applies to Tides Center and not Tides’ other entities.

Tides Center’s Terms of Service strives to embody Tides’ core values of future-focused, accountability, respect, transparency, and collaboration in how we show up in partnership with our fiscally sponsored projects.

We are Future Focused Tides embraces continuous learning and improvement in our pursuit of excellence in our work. We know there are always areas of improvement and learning required to get us where we need to be, and we work with colleagues and our partners to determine how to achieve our mission together.

We Embrace Accountability Tides takes accountability to our work and each other seriously – out of respect for our colleagues, in service of our partners, and in pursuit of our impact goal.

We Embody Respect Tides strives to be hard on systems of oppression and gentle with people. We value, dignify, and take care of one another.

We Practice Transparency Tides knows that knowledge is power, and we are committed to sharing it in a timely manner while honoring the boundaries of confidentiality. We embrace the challenging conversations that arise through our collective efforts, because we trust in our shared commitment to shifting power.

We Nurture Collaboration Tides takes individual and collective responsibility to actively cultivate a collegial work environment. We know that diversity is our greatest strength, and that our most effective solutions and biggest impacts are the result of working in partnership.

This document does not replace the Tides Center handbook, the MOU, or the Tides Center Employee Handbook, but supplements these documents to define expected behaviors of partners and Tides’ service team staff and how Tides Center will remediate and address when these expectations are not met by Tides Center partners and/or service team staff. The goal is to create clarity on how we can resolve unmet expectations in a respectful and transparent manner with the intention of restorative measures whenever possible.

Below you’ll find a table that defines expected behaviors and how Tides will approach addressing when these expectations are not met. If you have any questions about this document please contact Ayesha Khanna, Executive Director of Tides Center.

Acceptable and Prohibited Behavior

1. MOU Compliance

Partners and Tides service team members will comply with the terms of their MOU with Tides.

2. Respectful, Non-Discriminatory Language and Behavior

Service team staff and partners will communicate in a respectful, safe, and non-discriminatory manner. Tides prohibits and will take appropriate remedial action in response to the following:

Microaggressions, which are defined as indirect, subtle, or unintentional discrimination against members of a marginalized group.
Language or behavior that is disrespectful or otherwise falls below expectations for a professional environment. Examples: offensive language, repeated overestimation of urgency, unwarranted blaming. Please note that we are not trying to police tone and will take into consideration intersections of power and privilege when addressing this concern.

Language or behavior that overtly or directly:
- Promotes racism, bigotry, violence, or hatred against any group or individual;
- Is defamatory, abusive, or offensive;
- Is intended to, may, or does harass, threaten, or intimidate others.
- Examples: Slurs, attacks, threats.

3. Partner and Employee Handbook Compliance

Tides Center partners and service team staff will comply with the Tides Center partner and employee handbooks.

- Examples of general non-compliance: repeatedly going outside of/not following a Tides process, procedure, or system; not having an advisory board for over 5 months; repeatedly not fulfilling your responsibility in the partnership.
- Examples of grave non-compliance that may threaten Tides’ 501(c)(3) status: engaging in partisan political activity, neglecting lobbying time sheets for over 6 months, illegal activity.

4. Conflict Resolution and Remediation Compliance

Tides Center partners and service team staff will adhere to Tides Center conflict resolution and remediation policies and processes. As necessary and appropriate, Tides Center will take remedial action in its discretion pursuant to its authority and responsibilities under the MOU, Tides Center Handbook, and Tides Center Employee Handbook.

Tides Center Terms of Service

Resolution Policy & Process

Please see the table below outlining how Tides Terms of Service Policy will be implemented, and how issues will be specifically addressed, to meet the expectations of a collaborative and respectful Tides Center partnership that complies with our Tides Center Project Handbook. We acknowledge that issues, conflicts, and relationships may sometimes require an adjusted approach to best support our partners and staff. Tides Center Leadership reserves the right to adjust the approach to each unique situation, which would be done so in communication with the project and Tides staff.

Tides Center reserves the right to alter which approach or level of escalation is utilized.

Issue/Situation	First Time	Second Time	Third Time	Fourth Time
Microaggressions, which are defined as indirect, subtle, or unintentional discrimination against members of a marginalized group.	Management notified in advance of conversation and cc’ed on written follow up documentation after conversation. Documented feedback and identification in real time of these transgressions and resources shared to help address behavior Formal Conversation. Can be 1:1 or a conversation facilitated by advisor or Management with any impacted/relevant service team members and partner staff. All parties will be provided with supporting written documentation after conversation.	Escalated to and reviewed by Tides Center management. Documented feedback and identification in real time of these transgressions and resources shared to help address behavior. Conversation facilitated by management or 3^rd party, includes formal written warning. May include warning about reconsidering partnership, if deemed necessary by Tides Center management.	Escalated to and handled by Tides Center management. Documented feedback and identification in real time of these transgressions, resources shared, additional coaching, and required education to help address behavior. Management sends written documentation and any related steps for remediation to partner and Tides staff. An evaluation of whether progress has been made and if more serious actions are required if effort or progress had not been demonstrated at Tide Center Management’s discretion. May include warning about reconsidering partnership, if deemed necessary by Tides Center management.	Escalated to and handled by Tides Center management. An evaluation of whether progress has been made and if more serious actions are required if effort or progress had not been demonstrated at Tides Center Management’s discretion. Further instances of microaggressions that management determines the effort or progress has not adequately improved could result in further escalation depending on severity and at the discretion of Tides Center Management. For example, Tides or partner staff suspension from interacting with one another, or reconsidering partnership.
Language or behavior that feels disrespectful. Examples: offensive language, using unwarranted all caps, unnecessary urgency, blaming. Please note that we are not trying to police tone and will take into consideration intersections of power and privilege when addressing this concern.	Handled by service team staff and partner. Informal conversation, 1:1, or small group feedback. Coaching and/or re-trainings.	Management notified in advance of conversation and cc’ed on written follow up documentation after conversation. Formal Conversation. Can be 1:1 or a conversation facilitated by advisor or Management with any impacted/relevant service team members and partner staff. All parties will be provided with supporting written documentation after conversation.	Escalated to, reviewed, and handled by Tides Center management. Conversation facilitated by management or 3^rd party, includes formal written warning. May include coaching and/or re-trainings as a required next step. May include warning about reconsidering partnership, if deemed necessary by Tides Center management.	Escalated to, reviewed, and handled by Tides Center management. For service team staff: suspended from working with partner or suspended without compensation and documented steps for remediation. For project staff: suspended from interacting with Tides staff. Management sends written documentation and any related steps for remediation to partner and Tides staff.
Language or behavior that overtly or directly: Promotes racism, bigotry, violence, or hatred of any kind against any group or individual; Is defamatory, abusive, or offensive Is intended to, may, or does harass, threaten, or intimidate others Examples: Slurs, attacks, threats	Escalated to, reviewed, and handled by Tides Center management. For service team staff: suspended from working with partner or suspended without compensation and documented steps for remediation. For project staff: suspended from interacting with Tides staff.	Management sends written documentation and any related steps for remediation to partner and Tides staff. Removal of Tides staff, project staff, or entire project depending on severity of issue(s) and management’s discretion.	Resolved by 2nd instance.	Resolved by 2nd instance.
Repeated noncompliance of Tides’ partner and/or employee handbooks. Examples: repeatedly going outside of/not following a Tides process, procedure, or system after receiving guidance/training/reminders from Tides Center staff, continuing to not have an advisory board for over 5 months, repeatedly not fulfilling your responsibility in the partnership.	Management notified in advance of conversation and cc’ed on written follow up documentation after conversation. Formal Conversation. Can be 1:1 or a conversation facilitated by advisor with any impacted/relevant service team members and partner staff. May include coaching and/or re-trainings required as a next step. All parties will be provided with supporting written documentation after conversation.	Escalated to, reviewed, and handled by Tides Center management. Conversation facilitated by management or 3^rd party, includes formal written warning. May include coaching and/or re-trainings as a required next step. May include warning about reconsidering partnership, if deemed necessary by Tides Center management.	Escalated to, reviewed, and handled by Tides Center management. For service team staff: suspended from working with partner or suspended without compensation and documented steps for remediation. For project staff: suspended from interacting with Tides staff. Management sends written documentation and any related steps for remediation to partner and Tides staff.	Resolved by 3rd instance.
Tides employee and/or project handbook noncompliance that threatens Tides’ 501(c)(3) status. Examples: engaging in partisan political activity, unreported political activity, neglecting lobbying timesheets for over 6 months, illegal activity.	Escalated to, reviewed, and handled by Tides Center management. Conversation facilitated by management or 3^rd party, includes formal written warning. May include coaching and/or re-trainings as a required next step. May include warning about reconsidering partnership, if deemed necessary by Tides Center management.	Escalated to, reviewed, and handled by Tides Center management. For service team staff: suspended from working with partner or suspended without compensation and documented steps for remediation. For project staff: suspended from interacting with Tides staff. Management sends written documentation and any related steps for remediation to partner and Tides staff.	Escalated to, reviewed, and handled by Tides Center management. Removal of Tides staff, project staff, or entire project depending on severity of issue(s) and management’s discretion. Management sends written documentation and any related steps for remediation to partner and Tides staff.	Resolved by 3rd instance.
Conflict or disagreement between service team member(s) and project. We acknowledge that the other issues listed above may be contributing factors to conflict or disagreement between project and service team staff and would be addressed accordingly.	Handled by service team staff and partner. Informal conversation, 1:1, or small group feedback. Coaching and/or re-trainings.	Management notified in advance of conversation and cc’ed on written follow up documentation after conversation. Formal Conversation. Can be 1:1 or a conversation facilitated by advisor or Management with any impacted/relevant service team members and partner staff. May include coaching and/or re-trainings as required a next step. All parties will be provided with supporting written documentation after conversation.	Escalated to, reviewed, and handled by Tides Center management. Conversation facilitated by management or 3^rd party, includes formal written warning. May include coaching and/or re-trainings as a required next step. May include warning about reconsidering partnership, if deemed necessary by Tides Center management.	Escalated to, reviewed, and handled by Tides Center management. For service team staff: suspended from working with partner or suspended without compensation and documented steps for remediation. For project staff: suspended from interacting with Tides staff. Management sends written documentation and any related steps for remediation to partner and Tides staff.

Issue/Situation

First Time

Second Time

Third Time

Fourth Time

Microaggressions, which are defined as indirect, subtle, or unintentional discrimination against members of a marginalized group.

Management notified in advance of conversation and cc’ed on written follow up documentation after conversation.

Documented feedback and identification in real time of these transgressions and resources shared to help address behavior

Formal Conversation. Can be 1:1 or a conversation facilitated by advisor or Management with any impacted/relevant service team members and partner staff.

All parties will be provided with supporting written documentation after conversation.

Escalated to and reviewed by Tides Center management.

Documented feedback and identification in real time of these transgressions and resources shared to help address behavior.

Conversation facilitated by management or 3^rd party, includes formal written warning.

May include warning about reconsidering partnership, if deemed necessary by Tides Center management.

Escalated to and handled by Tides Center management.

Documented feedback and identification in real time of these transgressions, resources shared, additional coaching, and required education to help address behavior.

Management sends written documentation and any related steps for remediation to partner and Tides staff.

An evaluation of whether progress has been made and if more serious actions are required if effort or progress had not been demonstrated at Tide Center Management’s discretion.

May include warning about reconsidering partnership, if deemed necessary by Tides Center management.

Escalated to and handled by Tides Center management.

An evaluation of whether progress has been made and if more serious actions are required if effort or progress had not been demonstrated at Tides Center Management’s discretion.

Further instances of microaggressions that management determines the effort or progress has not adequately improved could result in further escalation depending on severity and at the discretion of Tides Center Management. For example, Tides or partner staff suspension from interacting with one another, or reconsidering partnership.

Language or behavior that feels disrespectful.

Examples: offensive language, using unwarranted all caps, unnecessary urgency, blaming. Please note that we are not trying to police tone and will take into consideration intersections of power and privilege when addressing this concern.

Handled by service team staff and partner.

Informal conversation, 1:1, or small group feedback.

Coaching and/or re-trainings.

Management notified in advance of conversation and cc’ed on written follow up documentation after conversation.

Formal Conversation. Can be 1:1 or a conversation facilitated by advisor or Management with any impacted/relevant service team members and partner staff.

All parties will be provided with supporting written documentation after conversation.

Escalated to, reviewed, and handled by Tides Center management.

Conversation facilitated by management or 3^rd party, includes formal written warning.

May include coaching and/or re-trainings as a required next step.

May include warning about reconsidering partnership, if deemed necessary by Tides Center management.

Escalated to, reviewed, and handled by Tides Center management.

For service team staff: suspended from working with partner or suspended without compensation and documented steps for remediation.

For project staff: suspended from interacting with Tides staff.

Management sends written documentation and any related steps for remediation to partner and Tides staff.

Language or behavior that overtly or directly:

Promotes racism, bigotry, violence, or hatred of any kind against any group or individual;

Is defamatory, abusive, or offensive

Is intended to, may, or does harass, threaten, or intimidate others

Examples: Slurs, attacks, threats

Escalated to, reviewed, and handled by Tides Center management.

For service team staff: suspended from working with partner or suspended without compensation and documented steps for remediation.

For project staff: suspended from interacting with Tides staff.

Management sends written documentation and any related steps for remediation to partner and Tides staff.

Removal of Tides staff, project staff, or entire project depending on severity of issue(s) and management’s discretion.

Resolved by 2nd instance.

Repeated noncompliance of Tides’ partner and/or employee handbooks.

Examples: repeatedly going outside of/not following a Tides process, procedure, or system after receiving guidance/training/reminders from Tides Center staff, continuing to not have an advisory board for over 5 months, repeatedly not fulfilling your responsibility in the partnership.

Management notified in advance of conversation and cc’ed on written follow up documentation after conversation.

Formal Conversation. Can be 1:1 or a conversation facilitated by advisor with any impacted/relevant service team members and partner staff.

May include coaching and/or re-trainings required as a next step.