openwallet-foundation · swcurran · Jul 30, 2026 · Jul 30, 2026
diff --git a/CODE_OF_CONDUCT.md b/CODE_OF_CONDUCT.md
@@ -1,166 +1,7 @@
-# [Hyperledger Code of Conduct](https://wiki.hyperledger.org/community/hyperledger-project-code-of-conduct)
+# Askar Code of Conduct Policy
 
-Hyperledger is a collaborative project at The Linux Foundation. It is an open-source and open
-community project where participants choose to work together, and in that process experience
-differences in language, location, nationality, and experience. In such a diverse environment,
-misunderstandings and disagreements happen, which in most cases can be resolved informally. In rare
-cases, however, behavior can intimidate, harass, or otherwise disrupt one or more people in the
-community, which Hyperledger will not tolerate.
+The Askar project uses the [LF Europe Code of Conduct], which can be found by clicking "Code of Conduct" in the table of contents of the [LF Europe Policies] PDF document.
 
-A **Code of Conduct** is useful to define accepted and acceptable behaviors and to promote high
-standards of professional practice. It also provides a benchmark for self evaluation and acts as a
-vehicle for better identity of the organization.
+[LF Europe Policies]: https://www.linuxfoundation.org/hubfs/lfeu_policies_exhibitb_051024b.pdf?hsLang=en
 
-This code (**CoC**) applies to any member of the Hyperledger community – developers, participants in
-meetings, teleconferences, mailing lists, conferences or functions, etc. Note that this code
-complements rather than replaces legal rights and obligations pertaining to any particular
-situation.
-
-## Statement of Intent
-
-Hyperledger is committed to maintain a **positive** [work environment](#work-environment). This
-commitment calls for a workplace where [participants](#participant) at all levels behave according
-to the rules of the following code. A foundational concept of this code is that we all share
-responsibility for our work environment.
-
-## Code
-
-1. Treat each other with [respect](#respect), professionalism, fairness, and sensitivity to our many
-   differences and strengths, including in situations of high pressure and urgency.
-
-2. Never [harass](#harassment) or [bully](#workplace-bullying) anyone verbally, physically or
-   [sexually](#sexual-harassment).
-
-3. Never [discriminate](#discrimination) on the basis of personal characteristics or group
-   membership.
-
-4. Communicate constructively and avoid [demeaning](#demeaning-behavior) or
-   [insulting](#insulting-behavior) behavior or language.
-
-5. Seek, accept, and offer objective work criticism, and [acknowledge](#acknowledgement) properly
-   the contributions of others.
-
-6. Be honest about your own qualifications, and about any circumstances that might lead to conflicts
-   of interest.
-
-7. Respect the privacy of others and the confidentiality of data you access.
-
-8. With respect to cultural differences, be conservative in what you do and liberal in what you
-   accept from others, but not to the point of accepting disrespectful, unprofessional or unfair or
-   [unwelcome behavior](#unwelcome-behavior) or [advances](#unwelcome-sexual-advance).
-
-9. Promote the rules of this Code and take action (especially if you are in a
-   [leadership position](#leadership-position)) to bring the discussion back to a more civil level
-   whenever inappropriate behaviors are observed.
-
-10. Stay on topic: Make sure that you are posting to the correct channel and avoid off-topic
-    discussions. Remember when you update an issue or respond to an email you are potentially
-    sending to a large number of people.
-
-11. Step down considerately: Members of every project come and go, and the Hyperledger is no
-    different. When you leave or disengage from the project, in whole or in part, we ask that you do
-    so in a way that minimizes disruption to the project. This means you should tell people you are
-    leaving and take the proper steps to ensure that others can pick up where you left off.
-
-## Glossary
-
-### Demeaning Behavior
-
-is acting in a way that reduces another person's dignity, sense of self-worth or respect within the
-community.
-
-### Discrimination
-
-is the prejudicial treatment of an individual based on criteria such as: physical appearance, race,
-ethnic origin, genetic differences, national or social origin, name, religion, gender, sexual
-orientation, family or health situation, pregnancy, disability, age, education, wealth, domicile,
-political view, morals, employment, or union activity.
-
-### Insulting Behavior
-
-is treating another person with scorn or disrespect.
-
-### Acknowledgement
-
-is a record of the origin(s) and author(s) of a contribution.
-
-### Harassment
-
-is any conduct, verbal or physical, that has the intent or effect of interfering with an individual,
-or that creates an intimidating, hostile, or offensive environment.
-
-### Leadership Position
-
-includes group Chairs, project maintainers, staff members, and Board members.
-
-### Participant
-
-includes the following persons:
-
-- Developers
-- Member representatives
-- Staff members
-- Anyone from the Public partaking in the Hyperledger work environment (e.g. contribute code,
-  comment on our code or specs, email us, attend our conferences, functions, etc)
-
-### Respect
-
-is the genuine consideration you have for someone (if only because of their status as participant in
-Hyperledger, like yourself), and that you show by treating them in a polite and kind way.
-
-### Sexual Harassment
-
-includes visual displays of degrading sexual images, sexually suggestive conduct, offensive remarks
-of a sexual nature, requests for sexual favors, unwelcome physical contact, and sexual assault.
-
-### Unwelcome Behavior
-
-Hard to define? Some questions to ask yourself are:
-
-- how would I feel if I were in the position of the recipient?
-- would my spouse, parent, child, sibling or friend like to be treated this way?
-- would I like an account of my behavior published in the organization's newsletter?
-- could my behavior offend or hurt other members of the work group?
-- could someone misinterpret my behavior as intentionally harmful or harassing?
-- would I treat my boss or a person I admire at work like that ?
-- Summary: if you are unsure whether something might be welcome or unwelcome, don't do it.
-
-### Unwelcome Sexual Advance
-
-includes requests for sexual favors, and other verbal or physical conduct of a sexual nature, where:
-
-- submission to such conduct is made either explicitly or implicitly a term or condition of an
-  individual's employment,
-- submission to or rejection of such conduct by an individual is used as a basis for employment
-  decisions affecting the individual,
-- such conduct has the purpose or effect of unreasonably interfering with an individual's work
-  performance or creating an intimidating hostile or offensive working environment.
-
-### Workplace Bullying
-
-is a tendency of individuals or groups to use persistent aggressive or unreasonable behavior (e.g.
-verbal or written abuse, offensive conduct or any interference which undermines or impedes work)
-against a co-worker or any professional relations.
-
-### Work Environment
-
-is the set of all available means of collaboration, including, but not limited to messages to
-mailing lists, private correspondence, Web pages, chat channels, phone and video teleconferences,
-and any kind of face-to-face meetings or discussions.
-
-## Incident Procedure
-
-To report incidents or to appeal reports of incidents, send email to Mike Dolan
-(mdolan@linuxfoundation.org) or Angela Brown (angela@linuxfoundation.org). Please include any
-available relevant information, including links to any publicly accessible material relating to the
-matter. Every effort will be taken to ensure a safe and collegial environment in which to
-collaborate on matters relating to the Project. In order to protect the community, the Project
-reserves the right to take appropriate action, potentially including the removal of an individual
-from any and all participation in the project. The Project will work towards an equitable resolution
-in the event of a misunderstanding.
-
-## Credits
-
-This code is based on the
-[W3C’s Code of Ethics and Professional Conduct](https://www.w3.org/Consortium/cepc) with some
-additions from the [Cloud Foundry](https://www.cloudfoundry.org/)‘s Code of Conduct.
+Let's all be good to one another!
diff --git a/CONTRIBUTING.md b/CONTRIBUTING.md
@@ -1,13 +1,14 @@
-## How to contribute
+# How to contribute
 
 You are encouraged to contribute to the repository by **forking and submitting a pull request**.
 
 For significant changes, please open an issue first to discuss the proposed changes to avoid re-work.
 
 (If you are new to GitHub, you might start with a [basic tutorial](https://help.github.com/articles/set-up-git) and check out a more detailed guide to [pull requests](https://help.github.com/articles/using-pull-requests/).)
 
-Pull requests will be evaluated by the repository guardians on a schedule and if deemed beneficial will be committed to the main branch. Pull requests should have a descriptive name and include an summary of all changes made in the pull request description.
+Pull requests will be evaluated by the repository guardians on a schedule and if deemed beneficial will be committed to the `main` branch. Pull requests should have a descriptive name, include a summary of all changes made in the pull request description, and include unit tests that provide good coverage of the feature or fix. A Continuous Integration (CI) pipeline is executed on all PRs before review and contributors are expected to address all CI issues identified. Where appropriate, PRs that impact the
+end-user and developer demos in the repo should include updates or extensions to those demos to cover the new capabilities.
 
 If you would like to propose a significant change, please open an issue first to discuss the work with the community.
 
-Contributions are made pursuant to the Developer's Certificate of Origin, available at [https://developercertificate.org](https://developercertificate.org), and licensed under the Apache License, version 2.0 (Apache-2.0).
+Contributions are made pursuant to the Developer's Certificate of Origin, available at [https://developercertificate.org](https://developercertificate.org), and licensed under the [Apache License, version 2.0](LICENSE) (Apache-2.0).
diff --git a/GOVERNANCE.md b/GOVERNANCE.md
@@ -6,8 +6,6 @@ Anywhere you would like to make a change, please add a comment **in the google d
 
 Once the maintainers provide comments and approve, LF Project Formation will finalize the document. We can then update GOVERNANCE.md with the PDF of the charter. 
 
-Per the Linux Foundation, 
+Per the Linux Foundation,
 
-*A technical charter is created for all new projects to define both the project operations and the IP policy.  
-We have proposed technical oversight for the project that falls to a “Technical Steering Committee” made up of the project’s committers. 
-At a later date the TSC is free to evolve how membership on the TSC is determined to accommodate project growth and the evolution of its governance.*
+*A technical charter is created for all new projects to define both the project operations and the IP policy. We have proposed technical oversight for the project that falls to a “Technical Steering Committee” made up of the project’s maintainers. At a later date the TSC is free to evolve how membership on the TSC is determined to accommodate project growth and the evolution of its governance.*
diff --git a/LICENSE-APACHE → LICENSE b/LICENSE-APACHE → LICENSE
diff --git a/LICENSE-MIT b/LICENSE-MIT