A waging system that aims to be socially just, in recognising different needs and backgrounds, and fair to all of its workers. It aims to provide for maximum financial security, and also reflect the organisation’s ethics and principles. It’s trying to address the fact that pay tends to ignore people’s pre-existing circumstances and treats people’s time as worthy of different amounts.

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.

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

A safeguarding policy for a small charity that works with adults, based on values of liberation, equity and anti-oppression and informed by Maslaha’s Radical Safeguarding workbook.

This policy is for RadHR workers outlines the practices and processes through which we manage our work, in line with our values. Our practices come under three main categories: 1) How we approach our work, 2) How we manage our time, and 3) How we look after one another.

This is a sick leave policy for a small collective with limited funds. On average, for each 10 days of work, you have the right to one paid sick day. However, we have decided to pool our sick days. Pooling addresses the fact that we do not all have the same health and to alleviate the stress of having “enough sick days”.