A socially-just pay policy, including adjustments for: time worked; dependents; no recourse to public funds; experience of marginalisation; city living; and disability. It also includes adjustments for freelance pay; a process for implementation; an emergency pay system; and an emergency fund for workers.

In our flat structure, we have created a “Buddy system” where each team member acts as a buddy to another. This aims to ensure that we don’t lose the good bits of management, and that we all feel supported and able to hold ourselves accountable.
The buddy system is closely related to our feedback processes which are also detailed here.

A policy for a mid-sized organisation to identify individual and collective responsibilities for staff taking time off, in a way that both enables staff to take time away, and for it to avoid negatively impacting on staff who are still working. Includes link to a template for work handover planning.

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

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 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.