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

This document is designed to make it easy to understand the key elements of employment with us. Our approach to our employment relationships aims to recognise hard-fought for employment rights.

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

An adaptable induction process focused on wellbeing and support, as well as practical, legal and technical tasks.

A policy which aims to create environments that prevent safeguarding issues from arising, and outlines how to respond to incidents if they occur. It applies to: children, adults at risk of harm, staff members, board members, and others.

This policy aims to clarify what types of bespoke work we will do (workshops or consultancy); how it will be decided (based on capacity and equity questions); and what we will charge for the work (sliding scales based on org income).

In recognition of the gravity of the climate emergency, the PTC will donate up to 6 days leave per year (pro rated depending on your working hours) to every employee to spend on direct action – e.g. attending or preparing for demonstrations or other related voluntary activity.

How do we avoid replicating corporate doctrines of efficiency and productivity at all costs? This guide explores practical alternatives to individualised performance management processes.

How can we create systems of accountability without hierarchy? This guide considers options for processes that assess how we are each managing in our roles and take into account wider factors when considering why work may not be being done.

How can progressive employers meet the legal requirements of a disciplinary policy, without embedding punitive values? This guide covers how ‘disciplinary’ situations can be treated as opportunities for learning and collective improvement.

From flat pay structures to needs based pay systems – how do we live our progressive values, meet everyone’s needs and avoid replicating the systemic inequalities of the corporate world? This guide explores the tricky topic of pay.

We all need breaks from work to rest and recharge, but how do we design a holiday system with flexibility and accountability? This guide covers what you need to know about holiday policies.

What does it mean to raise a grievance? This guide covers ways to create grievance procedures that hear different perspectives while avoiding shame and blame, so that we can strengthen rather than corrode the bonds between us.

If you’ve decided that one highly-paid HR consultant probably shouldn’t be writing all of your radical policies for you, what are some of the options for doing things more collectively?

If you’re wanting to establish a more collective policy making process for your team or organisation, what are the steps involved?

What kinds of group policies and processes can support our comrades and communities impacted by the current wave of British fascism?

A conversation with Jo Verrent of Unlimited.

A (republished) blog by Jo Verrent of Unlimited, a disability arts organisation, about their collective policy-making process and goals.

The members of GRIPP reflect on their November 2023 residential, and the “We Will Not” process they used to spark conversation.