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

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.

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.

In Autonomic, we make decisions collectively, while also attempting to empower autonomous action by individual workers. We designed our decision making process using decision making tools we had experienced through participation in various horizontal organisations. We hope this tool is useful to others in the struggle for a better world.

We aim to ensure anyone who becomes responsible for a child has paid time off devoted to this huge new responsibility.

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 plain-English pay policy for a small youth work cooperative, in which pay is variable, depending on current organisational income levels. Aims to offer the flexibility of freelance work, while offering additional forms of support (like sick pay).