Rebellion PAC is a Clean Hybrid PAC that fights for grassroots, progressive victories in federal, state and local elections across the country. We help elect leaders who are dedicated to fighting for the working class and against systemic oppression. That means our candidates are pushing for substantive policies that address our nation’s massive wealth inequality; they believe that Black Lives Matter; they support equal human rights for everybody, including LGBTQIA+ people; and they are enlisted in the fight for reproductive justice. In short: they are dedicated to creating a more equitable and free society for all. 

Now, we know that most progressives are skeptical of Hybrid PACs (most commonly referred to as Super PACs). And they should be: Super PACs have the ability to raise and spend unlimited money, making it easier for wealthy individuals and corporations to buy off politicians and block progressive policies. We at Rebellion PAC agree that that’s one of the biggest problems in our current political system. We specifically support candidates that want to publicly fund elections and dismantle special interest groups.

That’s why Rebellion PAC has a strict Code of Ethics about contributions and spending. 

• We focus our fundraising efforts on small-dollar, individual donors, rather than the billionaire and millionaire class.

• We do not accept money from for-profit corporations 

• We do not accept money for orgs or individuals that are antithetical to our progressive goals.

All board members, directors, employees and contractors of Rebellion PAC are required to sign and abide by our Code of Conduct.

Rebellion PAC Code of Conduct

This code of conduct outlines team expectations for participation in Rebellion PAC, as well as steps for reporting unacceptable behavior. We are committed to providing a welcoming and inspiring place to work. People violating this code of conduct may face disciplinary actions, including being suspended and fired. 

Our team strives to:

Be friendly and patient: Remember you might not be communicating in someone else's primary spoken language, and others may not have your level of understanding in a subspecialty, which can involve jargon.

Be welcoming: Our team welcomes and support people of all backgrounds and identities. This includes, but is not limited to, members of any race, ethnicity, culture, national origin, color, immigration status, social and economic class, educational level, sex, sexual orientation, gender identity and expression, age, size, family status, political belief, religion, and mental and physical ability.

Be respectful: We are professionals, and we conduct ourselves professionally. Disagreement is no excuse for poor behavior and poor manners. Disrespectful and unacceptable behavior includes, but is not limited to:

• Violent threats or language.

• Discriminatory or derogatory jokes and language.

• Posting sexually explicit or violent material.

• Posting, or threatening to post, people's personally identifying information ("doxing").

• Insults, especially those using discriminatory terms or slurs.

• Behavior that could be perceived as sexual attention.

• Advocating for or encouraging any of the above behaviors.

Understand disagreements: Disagreements are useful learning opportunities. Seek to understand the other viewpoints and resolve differences constructively. 

Anyone asked to stop behavior that is felt to violate the Code of Conduct is expected to comply immediately.

This code is not exhaustive or complete: It serves to capture our common understanding of a productive, collaborative environment. We expect the code to be followed in spirit as much as in the letter.

Open, honest and direct communication: Particularly with creative work, disagreements and differences of perspective must be explored to excel. We show our character in how we resolve those differences. We speak to team members as equals, with respect, and understanding that being a good teammate requires the grace to admit when one is wrong. 

Explicit beliefs: Rebellion PAC is an anti-racist, pro-LGBT and gender-inclusive team. While we may fall short of our ideals, the ideals themselves are not up for debate.

Positive reporting: We all build our team culture, and as such we have a responsibility to address issues as they arise. If you witness a violation of the Code of Conduct, you have an obligation to voice your concerns, discuss it and if necessary have relevant team leaders address it.

Reporting and Addressing Code of Conduct Issues

Miscommunication and errors in judgment happen. We show our character not by making mistakes, but in how we respond to them. As such, we have an escalating series of guidelines for addressing Code of Conduct violations as they occur. Depending on the severity or frequency of the incident, earlier steps might be skipped in lieu of later ones. 

Step 1. Correction

Team Impact: Use of inappropriate language or other behavior deemed unprofessional or unwelcome in the community.

Consequence: A private warning from either the affected party or team leaders, providing clarity around the nature of the violation and an explanation of why the behavior was inappropriate. A public apology may be requested.

Step 2. Warning

Team Impact: A violation through a single incident or series of actions.

Consequence: A formal warning with consequences for continued behavior, delivered in writing, as well as the steps expected to address it. As our organization considers honest missteps a learning opportunity, we will support members of our team if they offer to rectify mistakes, including offering training, facilitating open discussion, and encouraging educational opportunities. However, depending on the results of the investigation and the allegations - these options might not be available.

Step 3. Company investigation

Team Impact: A serious violation of community standards, including sustained inappropriate behavior after a warning.

Consequence: A formal investigation and review by team leaders and the appropriate entity empowered to investigate the incident. After facts have been established, recommendations that must be followed shall be delivered in writing. 

Step 4. Termination

Community Impact: Demonstrating a pattern of violation of community standards, including sustained inappropriate behavior, harassment of an individual, or aggression toward or disparagement of classes of individuals.

Consequence: A termination of employment with Rebellion PAC. 

Step one allows teams to address these incidents quickly and informally. This builds a broader and deeper understanding and ultimately a healthier interaction. In the event that an issue escalates to step 2, you have a responsibility to report your concerns to our executive director.

If the issue concerns the executive director, please report the issues directly to the executive board, who have the power to suspend, sanction and fire the executive director for not providing a safe workplace. 

If the issue involves a member of the board, the executive director has the power to suspend board members for Code of Conduct violations, pending an investigation in accordance to board bylaws. Members may be dismissed from the executive board pending a vote by other members.

In your report please include:

• Your contact information.

• Names (real, usernames or pseudonyms) of any individuals involved. If there are additional witnesses, please include them as well.

• Your account of what occurred, and if you believe the incident is ongoing. If there is a publicly available record (e.g., a mailing list archive or a public chat log), please include a link or attachment.

• Any additional information that may be helpful.

All reports will be reviewed by a multi-person team and will result in a response that is deemed necessary and appropriate to the circumstances. Where additional perspectives are needed, the team may seek insight from others with relevant expertise or experience. The confidentiality of the person reporting the incident will be kept to the best of our ability, given the situation. Involved parties are never part of the review team.

[Credit: This document was adapted from the Microsoft Open Source Code of Conduct and the Open Source Contributor’s Covenant]