An unlimited PTO policy that seeks to pre-emptively address the more common issues with such policies, including some evidence that staff are less likely to take time off in an unlimited PTO scheme.

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.

This process provides a space for reflection and feedback: how is everyone doing, and how are we doing as a collective? It includes written self reflection and written feedback from others and an hour-long feedback meeting.

A radical approach to safeguarding that questions the definition of “vulnerable” and instead places all people we work with at the heart of the policy holistically. We propose a shared opportunity to use non-punitive procedures, ask for consent, offer a matrix to attempt to diffuse conflict or avoid involving external agencies and supporting both victim and perpetuator.

A policy that provides two ways into a role for employees, acknowledging that not all hierarchical work relationships are equitable. It also involves staff members in the process and allows current workers to have a first go at a role.

A staff review process aiming to: 1) review progress and priorities, 2) explore and resolve any problems in these areas, 3) discuss the employee’s potential and future training needs, 4) set targets for future work and training if relevant. Staff take it in turns to review each other.