Conflict resolution
policy.

Conflict is normal; disrespect, retaliation, and avoidable ambiguity are not. This policy applies to owners, management, staff, players, creators, volunteers, applicants, and participants in Element-Esports-controlled spaces or activities.

It covers interpersonal disagreements, role disputes, communication breakdowns, recurring team friction, and lower-risk conduct concerns. Serious conduct, safeguarding, integrity, privacy, security, or safety matters use the incident-reporting route instead.

• Safety firstNo one is required to confront another person directly or enter an unsafe conversation.
• Fair noticePeople should understand the material concern and have a reasonable opportunity to respond.
• Need-to-know privacyInformation is shared only as reasonably needed. Absolute confidentiality cannot be promised.
• No retaliationGood-faith reporting, participation, or requests for help must not be punished.
• Proportionate actionResponse reflects risk, evidence, pattern, impact, and the responsibility attached to a role.
• No immunityOwnership and leadership remain accountable to the same standards.

• Direct conversationOptional for safe, low-risk misunderstandings, scheduling, tone, feedback, or expectation gaps.
• Role lead or managerUse when direct discussion fails, a reporting line is needed, or team operations are affected.
• Report a ConcernUse for harassment, discrimination, retaliation, repeated misconduct, safeguarding, integrity, privacy, security, or safety.
• External authorityUse first for immediate danger, suspected abuse, credible threats, criminal conduct, or another matter requiring emergency, platform, tournament, child-protection, or law-enforcement response.

1. IntakeRecord who is involved, what happened, desired support, immediate risk, conflicts of interest, and relevant evidence.
2. TriageDecide whether the matter can be facilitated, needs protective action, belongs under another policy, or requires external referral.
3. ReviewA neutral reviewer gathers relevant context, gives materially affected people a chance to respond, and avoids unnecessary circulation.
4. ResolutionClarify expectations and record agreed action, support, coaching, access changes, warnings, role changes, separation, or closure.
5. NoticeProvide the outcome information reasonably necessary for affected people to follow it while protecting others' privacy.
6. Follow-upCheck whether the resolution is working and whether retaliation, recurrence, or new risk has appeared.

Leadership may separate parties, limit channels or accounts, pause work, change reporting lines, preserve records, remove event access, or suspend participation while facts are reviewed. A temporary protective action does not by itself establish misconduct.

Final outcomes may include no action, facilitated agreement, clarification, training, warning, access or role changes, probation, removal, referral, or another proportionate response.

A person should not control a review involving themselves, a close personal relationship, or a material business interest. The matter moves to the next appropriate level in the org chart or to Ownership. A concern involving one founder should be reviewed by the other founder and a neutral leader or external advisor when practical; a concern involving both may require an independent advisor.

A directly affected person may request reconsideration within 14 calendar days by identifying new information, a material procedural problem, a conflict of interest, or a clearly disproportionate outcome. Disagreement alone is not enough. Safety restrictions may remain in place during review.

Element Esports will keep a proportionate record of material reports, actions, outcomes, and appeals. Retaliation includes threats, exclusion, role punishment, doxxing, intimidation, public pressure, or interference because someone reported or participated in good faith.

Knowingly malicious false reports may be addressed separately. An unsubstantiated concern is not automatically a false report.