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.
A handy adaptable exit process including items around support & organisational learning as well as practical, legal and technical concerns.
A wage system based on Platform's policy, with important additions to pay adjustments for dependents (including children) and housing.
A policy challenging the ways in which discrimination against parents and carers is still the norm in most workplaces. Includes: maternity leave and pay; paternity / second parent leave & pay; shared parental leave & pay; and adoption leave & pay.
A values based policy aimed at supporting staff health and wellbeing based on years of adapting and learning to shape our practice which we have now formalised into a policy.
This policy aims to clarify who is involved in day-to-day decision making and the structures that support the team to be involved, as well as for others to get more involved.
A support and accountability system for a small non-hierarchical organisation, designed to avoid the pitfalls of annual reviews and strengthen a disability justice approach.
This policy has guidance on: travelling to a work meeting/workshop, travelling to an external training (for staff development) and commuting.
A policy that provides two ways into a role for employees, acknowledging that not all hierarchical work relationships are equitable. It also involves staff members in the process and allows current workers to have a first go at a role.