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

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).

A performance management process for a small self-managed co-op that allows for democratic overturn of panel decisions if over half of the co-op members object.

A template agenda for a regular group meeting which aims to offer: a deeper check-in on the experience of being in the group / space to raise issues and “have awkward chats”/ space to reflect together on our work, and our direction. This template is structured to help manage tensions and differences and to surface areas for improvement, but not to address significant conflict.

This policy aims to clarify who is involved in day-to-day decision making and the structures that support the team to be involved, as well as for others to get more involved.

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.

This policy aims to provide a flexible framework within which staff can make informed decisions about the use of AI tools and software and that any such use is accountable, transparent and responsible whilst ensuring workers are treated and paid decently, preventing bias and discrimination, and minimising impacts on the climate and environment. It is not intended to provide a blanket “yes” or “no” answer to whether we use AI.