Working together to create radical, anti-oppressive approaches to HR & operations.

An induction policy to provide a framework for identifying and sorting out any initial difficulties which can occur in the early stages of starting a job. The aim is to provide a supporting structure for the new employee and alleviate some of the initial pressures that can arise when starting a new post. For existing members, it also helps clarify how to support new members effectively.

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.

Maternity, paternity, adoption and shared parental leave are areas that are covered by legislation. This policy offers terms that are additional to the statutory allowance and tries to make the language more gender neutral.

Clear non-punitive steps for a small cooperative to take when a conflict has been raised between members. Includes steps that range from informal conversations to deciding to close the cooperative.

Our rest policy acknowledges that due to structural inequalities in the cultural sector, not everyone experiences work in the same way. It offers up to three additional days of paid rest per year for staff members who experience inequality.

This peer review policy and procedure aims to support all employees to achieve and maintain their maximum (reasonable) contribution to their role at the project. It’s an opportunity for all employee members to have time to reflect on their role, to think about how their work is going and what the issues are. It’s a chance to have someone else engage with their job, listen to them and support them with anything they need help with, and to grow and develop within the role.