Article IX is where the Nonprofit stops describing itself and starts committing itself. It opens with a single demanding idea: The Truth Above All Else. Above comfort, above agreement, above whatever would be most convenient to believe. That is a hard promise to keep, and it is written down anyway. A society asked to trust a new constitution are entitled to ask whether those proposing one live by their own words. So the Article asks for dignity toward every person, loyalty to the mission over private advantage, and honesty about power. It welcomes every faith and no faith at all. It admits that people fall in love at work and ensures affection never becomes leverage. Being proven wrong is not failure here. It is how honest work gets done.
Section 9.1 Veritas Super Omnia
Veritas Super Omnia — “The Truth Above All Else” — is the guiding principle of ReDrafting America. It is the standard against which the organization’s work, its conduct, and its proposals are measured. Truth is the foundation of public trust, ethical leadership, informed self-government, and the charitable mission of the Nonprofit.
Every Official Representative of RDA shall act with honesty, integrity, accuracy, and transparency in organizational matters. They shall communicate truthfully, represent facts fairly, avoid knowingly false or misleading statements, and take reasonable steps to correct material errors or misinformation. Ethical leadership also requires intellectual humility, openness to credible evidence, and willingness to reconsider conclusions when the facts warrant it.
In the development of Constitution v2.0. The Nonprofit proposes a modern constitutional framework for the United States. No such proposal deserves public consideration unless it is honestly made. Every provision of Constitution v2.0 shall be researched, drafted, published, and defended on the strength of evidence and reasoned argument alone.
Those who contribute to that work shall represent the state of scholarship accurately. That includes where the evidence is contested, incomplete, or unfavorable to a position the Nonprofit has taken.
They shall disclose the reasoning and the sources supporting a proposed provision. They shall revise or withdraw any provision the evidence no longer supports. A constitutional proposal advanced by any other means would betray the principle it claims to serve.
Why this principle, and not another. Under Constitution v2.0, the Nonprofit proposes Veritas Super Omnia, enshrined among the 12 Immutable Laws, as the national motto of the United Republic of America, replacing “In God We Trust.” The Nonprofit’s own motto, Ex Uno Floremus, would take the place of its predecessor, E Pluribus Unum, on the National Seal. Those substitutions are not a matter of style. They rest on two convictions the Nonprofit holds and is bound by in this Section.
The first is that truth is the only foundation on which a legitimate government can rest. The second is that a government owes every person strict neutrality in matters of belief. The separation of church and state requires that neutrality, and the Secular Governance and Religious Neutrality rules oblige the Nonprofit to practice it.
A nation asked to inscribe a principle upon its seal is entitled to ask whether those proposing it are themselves governed by it. This Section is the Nonprofit’s answer, and it is binding.
In the culture of the organization. Veritas Super Omnia governs how the Nonprofit conducts itself internally as well as publicly. Absolute candor is expected rather than merely permitted. Every person acting on the organization’s behalf may state an honest disagreement or raise an uncomfortable fact. Each may question a conclusion reached by a person senior to them. They may do so without reprisal of any kind. Retaliation for doing so is reportable under the Whistleblower Policy.
Being shown to be wrong is not a failure of judgment but the ordinary operation of inquiry. No person shall be disadvantaged in evaluation, assignment, or standing for having held a position that later proved incorrect. That protection applies where the position was honestly held on the evidence then available.
No Official Representative shall suppress, discourage, or penalize the accurate reporting of information because it is inconvenient. That includes inconvenience to the Nonprofit, to its leadership, to its donors, or to a position it has previously advanced. Where truth and comfort conflict, truth governs. Where truth and consensus conflict, truth governs. Where truth and the institutional interest of the Nonprofit conflict, truth governs.
The Nonprofit is committed to conducting its affairs openly and transparently whenever reasonably possible. Transparency shall be balanced with the legitimate protection of confidential information. That includes matters protected by law, fiduciary duty, attorney-client privilege, donor privacy, personnel confidentiality, cybersecurity, or other legitimate organizational interests.
Section 9.2 Respect for Human Rights
ReDrafting America affirms the inherent dignity, equal worth, and fundamental human rights of every person. The organization shall conduct its affairs in a manner that respects these principles. It shall look to the Universal Declaration of Human Rights as an important ethical guide. That guidance shall be consistent with its charitable mission, Foundational Principles, and applicable law.
Every Official Representative shall treat all individuals with dignity, fairness, civility, and respect. Discrimination, harassment, exploitation, intimidation, and dehumanization are inconsistent with the ethical standards of the Nonprofit and shall not be tolerated. The same applies to other conduct that undermines the dignity or fundamental rights of any person.
The organization encourages respectful dialogue, peaceful disagreement, and the equal participation of all individuals in furtherance of its mission. Commitment to human rights includes both the protection of individual dignity and the responsibility to engage others fairly. That means fairness, compassion, and mutual respect, even during principled disagreement.
Section 9.3 Equity and Inclusion
ReDrafting America is committed to fostering an organizational culture in which every individual is treated with fairness, dignity, and respect. Everyone has equal opportunity to participate in furtherance of the Nonprofit’s charitable mission. The organization values the diverse experiences, perspectives, and backgrounds that strengthen evidence-based dialogue, constitutional research, and informed civic engagement.
The Nonprofit shall not unlawfully discriminate on the basis of race, color, ethnicity, national origin, sex, age, disability, religion, or veteran status. Nor shall it discriminate on the basis of sexual orientation, gender identity, or any other characteristic protected by applicable law. These examples are illustrative and shall not be construed to limit the organization’s broader commitment to equal dignity, fairness, and respect for every person.
Every Official Representative shall contribute to an environment that encourages respectful participation, constructive dialogue, and the free exchange of ideas. That environment is consistent with the Foundational Principles and the charitable mission of the Nonprofit.
Section 9.4 Loyalty to Mission
Every Official Representative shall faithfully advance the charitable mission, Foundational Principles, and public interest purposes of the organization. The interests of the Nonprofit and the communities it serves shall take precedence over personal, political, financial, or other private interests. That rule applies whenever organizational responsibilities are being exercised.
Individuals acting on behalf of the Nonprofit shall perform their responsibilities with loyalty, good faith, diligence, and responsible stewardship. Organizational authority shall never be used for personal enrichment, improper political influence, favoritism, retaliation, or self-dealing. Nor shall it be used for any other purpose inconsistent with the charitable mission or fiduciary obligations of the organization.
Every individual entrusted with organizational authority shall protect the reputation, independence, charitable assets, institutional knowledge, and public trust of ReDrafting America. Each shall avoid both actual conflicts of interest and circumstances that would reasonably create the appearance of impropriety. Conflicts of interest, including the disclosure, review, and management of actual or potential conflicts, are further addressed by the Conflict-of-Interest Policy.
Section 9.5 Nonpartisan and Ethical Conduct
ReDrafting America shall remain strictly nonpartisan and comply with Internal Revenue Code § 501(c)(3) and other applicable charitable-organization laws. It shall preserve institutional independence. Partisan interests shall not influence its governance, research, educational activities, publications, or public positions.
The Nonprofit shall not endorse, oppose, rate, recommend, coordinate with, provide preferential access to, or otherwise support any candidate for public office. This prohibition also covers campaigns, political parties, political committees, and other partisan political organizations.
Consistent with its charitable mission, ReDrafting America may educate the public about constitutional reform, civic education, governmental accountability, institutional design, democratic participation, and other public interest matters through nonpartisan analysis, study, and research. Its public work must remain educational, evidence-based, lawful, and strictly nonpartisan. Objective evidence, ethical reasoning, and the Foundational Principles shall guide organizational positions, rather than partisan ideology or political expediency.
Any individual or organization, including candidates, campaigns, political parties, and elected officials, may independently discuss or use ReDrafting America’s work. This includes referencing, supporting, or criticizing its research, publications, and constitutional proposals. Independent use shall not constitute, imply, or be represented as the Nonprofit’s endorsement, affiliation, coordination, partnership, or reciprocal support.
Every Official Representative shall exercise reasonable care to avoid misleading statements, conduct, or public appearances. The public must not reasonably conclude that ReDrafting America endorses or opposes any candidate, campaign, political party, or partisan political organization.
Official Representatives remain free to hold, express, and act on personal political beliefs, including through lawful voting, campaign contributions, and party or campaign involvement. Individuals must act in their personal capacity, must not claim to represent ReDrafting America, and must otherwise comply with this Section.
Section 9.6 Secular Governance and Religious Neutrality
ReDrafting America is a secular nonprofit organization committed to serving individuals of every religion, philosophy, worldview, and none. Every Official Representative remains free to hold, practice, express, or change their personal religious, spiritual, philosophical, or ethical beliefs in their individual capacity.
When acting for the Nonprofit, every Official Representative shall place its charitable mission, Foundational Principles, and secular governance requirements above personal religious preferences. Personal beliefs shall not override organizational decisions, redirect its mission, or justify imposing religious doctrine on others. This rule governs organizational conduct and does not require anyone to change personal beliefs. The Nonprofit shall provide religious accommodations required by applicable law.
Organizational governance, decisions, policies, educational materials, research, publications, and official positions shall follow objective evidence, ethical reasoning, universal human rights, Foundational Principles, and charitable mission. They shall not follow religious doctrine, sectarian authority, supernatural claims, or personal theological belief.
ReDrafting America affirms that:
- (a)laws and public policy should be evaluated through evidence, ethics, constitutional principles, and universal human rights rather than sectarian doctrine, dogma, or supernatural beliefs
- (b)civic institutions are strongest when equally open and accessible to people of every faith and no faith
- (c)freedom of religion and freedom from religion require protecting everyone from religious coercion in civic and governmental affairs
No official action, policy, publication, educational program, research conclusion, or organizational position shall rest on religion. None shall rely on religious doctrine, religious authority, sectarian symbolism, or religious ritual. This preserves institutional neutrality, fairness, public trust, and constitutional integrity.
Respectful discussion of religion, religious history, comparative philosophy, ethics, and constitutional questions involving religion remains welcome. It must advance the Nonprofit’s charitable mission and remain objective, respectful, and consistent with evidence-based civic education.
Section 9.7 Responsible Use of Authority
Organizational authority is entrusted to Official Representatives solely to advance the Nonprofit’s charitable mission and public interest purposes. They shall exercise it with integrity, impartiality, accountability, good faith, and responsible stewardship.
No individual shall misuse organizational authority for personal gain, political advantage, retaliation, favoritism, intimidation, coercion, self-dealing, discrimination, or harassment. No one shall misuse it for another purpose inconsistent with these Bylaws, the Foundational Principles, or the Nonprofit’s charitable mission.
Individuals exercising organizational authority shall decide objectively, fairly, and in good faith. They shall consider relevant evidence, ethical responsibilities, applicable law, and the Nonprofit’s long-term interests. They shall safeguard confidential information and organizational assets, respect others’ rights and dignity, and remain accountable for exercising their responsibilities lawfully.
Individuals exercising delegated authority remain accountable to the Board of Directors or another supervising authority designated by these Bylaws or Board Resolution. Delegation never eliminates the individual’s accountability for ethical conduct.
Section 9.8 Romantic Relationships and Professional Boundaries
This Section admits what governance documents rarely admit: People fall in love at work. It then draws the lines that keep affection from becoming leverage. No one may date a person they hold authority over, and Directors may not date each other or any employee at all. A table states every pairing, the rule, and the reason. Consent never cures a prohibited relationship. The person with more power carries the responsibility, and the person with less is never made to pay for it. Retaliation of any kind is forbidden. Existing relationships get a fair transition, not a trapdoor.
ReDrafting America understands that people need love and companionship. People spend a substantial part of their waking adult life at work, alongside intelligent, driven, and possibly attractive people who share their values. Friendships can deepen and romantic feelings can develop. Those feelings are not a failure of professionalism or commitment to the mission. They are part of being human.
There is another side to consider. Authority can make it difficult to know whether someone feels completely free to decline a date or end a relationship. Colleagues may question whether opportunities are earned or influenced by a personal connection. A disagreement at home can follow people into work, and a difficult decision at work can follow them home.
Especially for Board members, romantic entanglements can not only cause issues in the board room, but also the bedroom. Directors must be able to challenge one another, evaluate performance, investigate concerns, and make difficult decisions without placing their personal relationships at stake.
These rules seek to balance the best interests of the Nonprofit against the needs of human beings for love and companionship. They permit relationships where people can participate freely and work fairly. They establish firm boundaries where authority or governance responsibilities make that balance too difficult to maintain.
Section 9.8.1 Relationship Policy Scope
These rules apply to Directors, the Founder subject to the Founder Emeritus exception below, the Member, and any Acting Member. They also apply to employees, volunteers, interns, contractors, and others exercising organizational authority.
“Works for ReDrafting America” includes paid or unpaid service as a Director, employee, volunteer, intern, or contractor. “Authority” includes direct or indirect power over hiring, dismissal, compensation, promotion, assignments, evaluation, discipline, contract decisions, or continued service. It also includes directing those exercising these powers or substantially influencing those decisions.
No one exercising authority of the Nonprofit may date or have a romantic or sexual relationship with anyone subject to that authority. Additional restrictions apply regardless of direct reporting relationships. All restrictions apply together; permission in one table row does not override a prohibition in another.
Section 9.8.2 Relationship Rules
RELATIONSHIP | RULE | JUSTIFICATION |
|---|---|---|
Any two Directors | Prohibited while both serve, regardless of position or reporting relationship. | Directors must exercise independent judgment without conflicts between affection, personal loyalty, and collective governance duties. |
Director and any employee of the Nonprofit | Prohibited, including outside the Director’s reporting line. | Directors collectively govern the Nonprofit. Different reporting lines do not adequately separate Board authority from an employee’s livelihood and opportunities. |
Director and a volunteer, intern, contractor, or anyone else under that Director’s authority | Prohibited while that authority exists. | Declining or ending a relationship must not jeopardize assignments, opportunities, compensation, or continued service. |
Founder, Member, or Acting Member and anyone working for the Nonprofit | Prohibited for paid and unpaid work, subject to the Founder Emeritus exception below. | These roles require separation between personal relationships and the working lives of people serving the Nonprofit. |
Founder Emeritus who holds no governing or supervisory role in the Nonprofit | Permitted. These rules do not restrict whom that person may date or have a consensual romantic or sexual relationship with. | Historical recognition alone does not justify restricting the private life of someone who no longer governs or supervises the Nonprofit. |
Two employees with no authority over each other | Permitted, subject to professional conduct and disclosure of actual, potential, or reasonably apparent organizational conflicts. | Colleagues may build personal lives together when neither controls the other’s working conditions or opportunities. |
Employee supervisor and a direct or indirect subordinate | Prohibited while authority exists. A relationship may begin only after genuine reassignment takes effect and written verification confirms that authority has ended. | Removing supervisory power protects freedom of choice and helps prevent favoritism, pressure, and retaliation. |
Employee and a volunteer, intern, contractor, or another person connected with the Nonprofit | Permitted only if neither has authority over the other, no other prohibition applies, and required conflict disclosures are made. | Fair treatment applies equally to paid and unpaid service and different forms of engagement. |
Director or employee and someone outside the Nonprofit | Permitted if no prohibited authority relationship exists. Disclose and address actual, potential, or reasonably apparent organizational conflicts under the Conflict-of-Interest Policy. | The Nonprofit respects private life while protecting decisions involving vendors, applicants, and others affected by organizational authority. |
“Prohibited” and “permitted” refer to dating and romantic or sexual relationships.
Section 9.8.3 Consent and Professional Conduct
Consent must be freely given, remain voluntary, and may be withdrawn at any time. It does not waive protections or permit a prohibited relationship. No one shall solicit or pursue a prohibited relationship. Unwanted advances, pursuit after refusal, and pressure to begin or continue a relationship are unacceptable.
Individuals in permitted relationships shall act professionally, protect confidential information, and avoid favoritism. They shall not use organizational resources or authority to benefit the relationship. Former relationships must be disclosed or reassessed whenever they create actual, potential, or reasonably apparent organizational conflicts. Ending a relationship does not necessarily end its effects on supervision or decisions.
Section 9.8.4 Administration and Disclosure
Human Resources (HR) shall administer these rules under the oversight of the Director responsible for HR. Without separate HR staff, that Director shall perform the administrative duties under the same independence requirements. Administration includes receiving disclosures, maintaining confidential records, assessing reporting relationships, coordinating authorized reassignments, and monitoring compliance. Disclosures by the Member or an Acting Member are made only to the Independent Review Panel, which administers these rules for them.
Disclose promptly upon learning of a circumstance requiring disclosure. A permitted relationship need not be reported solely because it exists if no organizational conflict or other disclosure obligation applies.
Assign review responsibilities as follows:
- (a)Routine employee matters: HR acts within delegated authority. Formal conflict determinations follow the Conflict-of-Interest Policy’s designated decision-makers, exclusions, voting thresholds, and Quorum requirements.
- (b)Matters involving HR personnel: reporting and review shall bypass anyone involved.
- (c)Leadership matters: concerns involving the Director responsible for HR, another Director, or the Founder follow the Chain of Authority. Concerns involving the Member or an Acting Member go to the Independent Review Panel. Applicable complaint, investigation, and review safeguards govern.
HR may provide impartial administrative support but shall not replace the authorized decision-making body. No person or body may waive a prohibition through disclosure, consent, recusal, or an individual exception.
Section 9.8.5 Reassignments and Role Changes
Reassignment must end actual authority, including indirect authority and substantial influence over the replacement supervisor. Before relying on a reassignment:
- 1.HR shall assess and document how the relevant authority will end.
- 2.The person or body authorized to change responsibilities shall approve the arrangement.
- 3.The reassignment shall take effect, and its adequacy shall be verified in writing.
Changing a title or delegating daily supervision does not resolve a conflict if authority remains. Reassignment alone does not remove prohibitions based on Director, Founder, or Member status.
Disclose existing relationships affected by a proposed appointment, promotion, reassignment, or return before the change takes effect. If the change is outside the individuals’ control, disclose it promptly upon learning of it. Ordinary appointments or responsibility changes creating incompatible arrangements shall not proceed until resolved.
A Founder Emeritus return must respect the Founder’s restoration rights and applicable conflict safeguards. These rules create no additional eligibility exception to those rights. Relationship restrictions resume upon return to a covered role, and existing relationships must be addressed as part of that return.
Section 9.8.6 Existing Relationship Transition
Existing relationships shall receive a fair transition review. HR shall promptly invite confidential disclosures and arrange immediate protective measures when needed. It shall refer incompatible arrangements to the authorized decision-maker for a written resolution plan with a definite compliance deadline.
Conduct predating these rules shall not violate them solely because it is now prohibited. This protection does not excuse conduct already prohibited by another applicable rule.
Transition plans shall not permanently waive the rules or allow incompatible arrangements to continue indefinitely. Reassignment, suspension, or other protective measures must be imposed by an authorized person or body under the applicable Bylaws provisions.
Section 9.8.7 Fair Treatment and Confidentiality
The person holding authority bears primary responsibility for compliance. The person with less authority shall not automatically be required to resign, accept demotion, or bear the professional cost of resolution.
Retaliation is prohibited for declining a date, ending a relationship, making required disclosures, raising good-faith concerns, or participating honestly in investigations. Reporting routes shall allow bypassing both individuals involved, consistent with the Whistleblower Policy.
Collect and share personal information only as reasonably necessary to assess and address the situation. Protect confidentiality consistently with these Bylaws, applicable law, and a fair investigation. These rules do not require anyone to surrender the right to report misconduct to an appropriate outside authority.
Section 9.8.8 Relationship Accountability
A permitted relationship does not itself constitute misconduct or Just Cause if required disclosures have been made. Corrective or disciplinary action may address the following conduct.
- (a)coercion, retaliation, or favoritism
- (b)concealment of a material conflict
- (c)solicitation or pursuit of a prohibited relationship
- (d)entering or continuing a prohibited relationship, subject to the transition provisions above
- (e)refusal to comply with required safeguards
Director investigations and disciplinary proceedings remain subject to the Leadership Accountability provisions. Member and Acting Member matters are Member Matters administered by the Independent Review Panel. These rules do not authorize automatic removal or bypass required notice, findings, voting thresholds, Quorum, or an opportunity to be heard.
Separate restrictions on simultaneous Director service by spouses, domestic partners, relatives, and household members still apply. So do additional independence requirements for Independent Directors.
Section 9.9 Technology and Artificial Intelligence Integrity
ReDrafting America embraces responsible use of digital technologies, AI, automation, and other emerging technologies. Used ethically, these tools can strengthen constitutional research, civic education, organizational effectiveness, and public engagement.
Every Official Representative shall use digital technologies responsibly, protect confidential and sensitive information, respect intellectual property rights, and safeguard cybersecurity. Each shall avoid data misuse, deceptive practices, digital platform manipulation, unauthorized surveillance, and knowingly creating or spreading false or misleading information.
Artificial intelligence and automated systems shall assist — not replace — human judgment, ethical reasoning, or organizational accountability. Individuals remain personally responsible for verifying the accuracy, legality, and appropriateness of AI-generated or AI-assisted work. Verification shall precede reliance, publication, or use in organizational decisions.
Artificial intelligence may materially contribute to official publications, educational materials, research, or other significant organizational work. The Nonprofit should promote appropriate transparency about such use, consistent with truth, intellectual honesty, and public trust.
The Board of Directors may adopt additional policies for ethical use of digital technologies and artificial intelligence as technology evolves. Those policies must remain consistent with these Bylaws.
Section 9.10 Ethical Confidentiality
Official Representatives may receive or develop information not intended for public disclosure (“Confidential Information”) during their service. This includes confidential, proprietary, or otherwise sensitive information. Examples include donor information, personnel records, deliberative Board of Directors and committee communications, legal advice, security-sensitive information, and other sensitive organizational, personal, or third-party information.
Anyone entrusted with Confidential Information shall protect it and use it solely for the Nonprofit’s charitable mission and lawful business. No one shall disclose, use, or permit its use for personal or third-party benefit or purposes inconsistent with the Nonprofit’s interests. These obligations continue after service ends for Confidential Information acquired during that service.
These obligations do not restrict disclosures required by law or valid legal process. They permit good-faith reports of known or reasonably suspected violations of law or this Code of Ethics, including under the Whistleblower Policy. They also permit disclosures authorized in advance by the Board of Directors or an officer authorized to approve them.
Section 9.11 Gifts and Hospitality
Official Representatives shall not solicit, accept, or retain gifts, gratuities, favors, or other items of value that could reasonably influence their official duties or judgment. This also applies where acceptance would create the appearance of influence. It covers items from persons or entities seeking business with, influence over, or benefits from the Nonprofit.
Unsolicited nominal promotional items, token-value items, and customary business courtesies are permitted if they create no actual or apparent conflict of interest. These include modest meals or refreshments at legitimate meetings or events.
Gifts or hospitality exceeding these limits shall be disclosed to the Board of Directors or, where applicable, addressed under the Conflict-of-Interest Policy. The same applies when the recipient reasonably believes a gift or hospitality may create an actual or apparent conflict of interest. The Member makes these disclosures to the Independent Review Panel instead.
Section 9.12 Code of Ethics Violations
Every Official Representative is expected to comply with this Code of Ethics and has an ethical obligation to report known or reasonably suspected violations. Reports shall be made in good faith. They may use any Board-established channel, including the Whistleblower Policy procedures. Reporters shall receive the fullest retaliation protection provided by that policy and applicable law.
Alleged violations shall receive fair, impartial review under these Bylaws, applicable law, and applicable due-process principles. Corrective action depends on the violation’s nature and severity. It may include education, counseling, reprimand, removal from assigned responsibilities, suspension, or removal from office or position. It may also include termination of employment or service, referral to authorities, or other appropriate lawful action.
Director investigations, suspensions, removals, and other disciplinary actions shall follow the Leadership Accountability provisions. All other applicable Bylaws provisions also apply. The Board of Directors retains authority to take lawful action necessary to protect the Nonprofit’s charitable mission, assets, reputation, or legal interests. Alleged violations by the Member or an Acting Member are Member Matters handled by the Independent Review Panel.
Section 9.13 Code of Ethics Acknowledgment
Every Official Representative shall sign a written acknowledgment before assuming official duties. It shall affirm receipt, reading, understanding, and agreement to comply with this Code of Ethics.
After material amendments, every Official Representative shall sign a renewed acknowledgment within a reasonable period set by the Board of Directors. The Secretary shall retain all required acknowledgments in the Nonprofit’s official corporate records under its Technology and Records Standards. The Member’s acknowledgment is lodged with the Independent Review Panel.
Failure or refusal to sign may justify withholding appointment or delaying official duties. It may also justify suspension, termination of employment or service, removal from office, or other appropriate action consistent with these Bylaws.
End of Article IX. Return to the TOC