Mental Health & Accountability Policy
RBEW supports stepping away, reasonable accommodations, and humane working practices while drawing a firm boundary: distress does not authorize threats, coercion, harassment, or harm to others.
Mental Health & Accountability Policy
RBEW wants people to be able to step away before stress becomes damage.
Support is a right. Harm is not.
1. Voluntary mental-health leave
A contributor may step away for mental-health, stress, burnout, or emotional-overload reasons.
A short voluntary leave does not require disclosure of a diagnosis or private medical history.
For ordinary contributor participation, a person may request at least one day away without having to justify the private medical details behind the request.
Longer absences that materially affect contractual deadlines, payroll, employment obligations, live broadcasts, scheduled services, or safety-sensitive work may require coordination appropriate to the role and applicable law.
2. Accommodations
RBEW will consider reasonable requests that help a person participate safely and effectively.
An accommodation is not automatically unreasonable merely because it is inconvenient.
An accommodation does not require RBEW or another participant to accept threats, harassment, unsafe conduct, coercion, destruction of work, or removal of another person's legitimate rights.
3. Harmful conduct — hard line
Mental-health distress does not authorize threats, harassment, intimidation, manipulation, coercion, deliberate boundary violations, stalking, encouragement of harm, sabotage, discriminatory abuse, or retaliatory disclosure of confidential information.
A person's condition may be relevant context when deciding the safest and most constructive response. It does not erase the impact of harmful conduct.
4. Disruptive conduct
Repeated conduct that materially prevents a team from functioning may require intervention even when malicious intent is absent.
The goal of intervention is restoration and safety where possible, not punishment for having a mental-health condition.
5. Cooling-off and temporary separation
RBEW may use a cooling-off period, temporary removal from a communication channel, schedule change, project reassignment, leave, or temporary suspension when needed to stop an active conflict or protect participants.
A temporary safety measure is not automatically a final finding of fault.
6. Privacy
People should not be pressured to disclose a diagnosis merely to prove that they are struggling.
Medical or mental-health information disclosed for accommodation or support should be shared internally only with people who reasonably need it for that purpose.
7. Accountability
After an incident, RBEW may consider intent, severity, pattern, harm, willingness to repair, safety risk, and the person's ability to continue the work safely.
Serious threats or abuse may require immediate separation even if the conduct occurred during a crisis.
8. Anti-retaliation
A person may not be punished merely for requesting a legitimate mental-health break or accommodation.
Likewise, another participant may not be punished merely for reporting genuine harmful conduct committed by someone who has a mental-health condition.