This organization is committed to creating a workplace that supports our mission while also prioritizing the well-being of our team. This policy outlines the guidelines and expectations for all staff during the Four-Day Work Week trial. The trial will reduce the standard workweek from 40 hours to 32 hours, Monday through Thursday, while maintaining full pay and benefits. This organisation is based in the USA.
This is a safeguarding policy of a small organisation that facilitates, convenes, and runs trainings. It's aim is to prevent harm and to empower the person who has experienced harm, avoiding punitive ways of addressing harm and limiting contact with state institutions, where possible, due to the harm these institutions themselves often cause, particularly in marginalised communities.
This policy supports trans inclusion, respect and dignity within the organisation and outlines our commitment to trans, non-binary, gender non-conforming, and gender questioning colleagues and volunteers, in areas such as: transitioning at work, DBS checks, employment references and toilet/changing facilities.
A policy and process for addressing conflict in a small team, which integrates non-punitive accountability measures and nuanced understandings of conflict and accountability for harm, with the legal requirements of an organisational grievance process.
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.
A (more) plain English contract for freelance workers, which aims simply ongoing work agreements and to equalise terms in areas such as: Intellectual property, liability and cancellation pay.
This employment contract aims to enshrine a more equitable relationship between employee and employer and is designed to make it easy and accessible to understand the key elements of employment with us.
This policy outlines our wish to be an equitable employer by addressing how we can support team members to bring their whole selves in and calculating wages in a caring way.
A maternity policy that is inclusive and caring towards the people involved in starting or wishing to start a family.
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.