This policy has guidance on: travelling to a work meeting/workshop, travelling to an external training (for staff development) and commuting.

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 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.

This is a supportive alternative to what some organisations might call a ‘Performance management’ policy: an organisational response to a worker consistently not managing to do their job effectively.

A policy that allows employees to take “protest leave” to participate in demonstrations or civil action related to major political issues, without it counting against their holiday or sick leave, as long as it doesn’t interfere with time-critical projects and is approved by their manager.

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.