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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.
A framework for traveling for a collective covering 1) which expenses are reimbursed, for who, and how; and 2) how to count working days when traveling. It provides guidelines and suggestions regarding how to think about travelling in an activist context.
This policy is our framework when deciding to accept funding from a certain source. It lays out who we want and do not want as funders, and the due diligence process for new funders.
The structure of a flat management system, including core groups (for internal work), delivery roles (for programme work), meeting cycles and related support systems.
A policy that establishes monthly sessions for team members with external mentors. The sessions aim to provide support, facilitate realistic workplanning, and offer an external perspective on team dynamics. Annual appraisals and anti-oppression meetings are also conducted by mentors. Confidentiality is maintained with three clear exceptions.
A policy outlining that we do not have a dress code and employees decide how they dress. They are invited to dress in ways that make them feel comfortable and authentic.
In Autonomic, we make decisions collectively, while also attempting to empower autonomous action by individual workers. We designed our decision making process using decision making tools we had experienced through participation in various horizontal organisations. We hope this tool is useful to others in the struggle for a better world.
This document sets out our values, as well as what each of these means for behaviour and practice, with examples of the habits team members can adopt which would mean they are living the values.
A policy that defines a financially-healthy organisation and outlines actions to undertake if that status isn't met at different points in time. It also includes a simple plan to increase financial reserves.
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”.