This agreement sets out our accountabilities to one another, and our collective responsibility to the mission and work of the organisation. It lists what we expect from each other – including working hours and availability, how we communicate and work as a team, and where to find support if you are unable to meet the expectations.

Our rest policy acknowledges that due to structural inequalities in the cultural sector, not everyone experiences work in the same way. It offers up to three additional days of paid rest per year for staff members who experience inequality.

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.

The accountability agreement is a code of behaviour that all club members agree to adhere to and embrace on joining the club… we outline suggested consequences for members who have caused harm, based on current working practices. You can use these as guidance in how to engage with a person who has caused harm, depending on what has happened. You should work to these regardless of whether this person is a member, a working volunteer, or guest.

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.

A policy about giving staff a mix of paid and unpaid time off to support their lives beyond their role. Lengths of time off, eligibility, notice periods, work re-planning and pay levels are covered.