A policy that defines a financially-healthy organisation and outlines actions to undertake if that status isn’t met at different points in time. It also includes a simple plan to increase financial reserves.

A redundancy policy for a collectively-run organisation, which aims to avoid situations of coop member redundancy and offers structures to support staff who may be made redundant, as well as offering alternative employment within the organisation, where possible.

A policy about giving staff a mix of paid and unpaid time off to support their lives beyond their role. Lengths of time off, eligibility, notice periods, work re-planning and pay levels are covered.

A sickness policy to support workers who experience illness, designed to find solutions that suit all, and for financial worries not to be an added burden to staff off sick. The policy outlines how the organisation will deal with prolonged absence, repeated short-term absences and/or poor or partial performance of duties due to illness, injury or other medical condition, and aims to ensure they feel supported and fairly treated throughout.

In our flat structure, we have created a “Buddy system” where each team member acts as a buddy to another. This aims to ensure that we don’t lose the good bits of management, and that we all feel supported and able to hold ourselves accountable.
The buddy system is closely related to our feedback processes which are also detailed here.

A safeguarding policy for a small charity that works with adults, based on values of liberation, equity and anti-oppression and informed by Maslaha’s Radical Safeguarding workbook.