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

This is a youth work cooperative safeguarding policy, accessible for a range of members, which avoids resorting to calling state authorities, unless the group’s safeguarding contacts are not available. Designed by an organisation with a mix of paid and voluntary youth workers, some of whom are adults and some are young people, too. Safety is supported via collective dialogue between youth workers.

A framework for traveling for a collective covering 1) which expenses are reimbursed, for who, and how; and 2) how to count working days when traveling. It provides guidelines and suggestions regarding how to think about travelling in an activist context.

A (more) plain English contract for freelance workers, which aims to simplify ongoing work agreements and to equalise terms in areas such as: Intellectual property, liability and cancellation pay.

A policy that establishes monthly sessions for team members with external mentors. The sessions aim to provide support, facilitate realistic workplanning, and offer an external perspective on team dynamics. Annual appraisals and anti-oppression meetings are also conducted by mentors. Confidentiality is maintained with three clear exceptions.

This policy has guidance on: travelling to a work meeting/workshop, travelling to an external training (for staff development) and commuting.

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.