This policy is our framework when deciding to accept funding from a certain source. It lays out who we want and do not want as funders, and the due diligence process for new funders.

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.

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.

A values based policy aimed at supporting staff health and wellbeing based on years of adapting and learning to shape our practice which we have now formalised into a policy.

A consolidation of policies to support workers’ rights and wellbeing, for a large membership-led activist organisation/union. It includes: Sickness policy, Parental Leave, Carers and compassionate leave, Time off in lieu and overwork, Additional leave, Trade union recognition, Staff access to counselling or other support, Annual leave, Pension contribution, Staff absence planning, and Parent and carer subsidy.

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.