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.
A policy aiming to support employees undertaking short courses and those of a longer duration such as certificates, diplomas or MAs that require intensive study. The policy also recognises that small organisation often have has limited resources. The policy also covers sabbaticals and extended voluntary work.
A policy that aims to improve on the amount of time off and pay linked to statutory parental leave, which can be shared equally between parents.
A policy to support staff who are struggling to meet the aims of their role, rather than treating under-performance as a disciplinary issue, like behavioural or ethical concerns. Acknowledging the ableism that is often implicit in disciplinary policies and offering comprehensive collective support for staff, with a recognition that disability, illness and other wider life circumstances may affect someone's ability to do their job.
A plain-English policy to clarify the different roles held by volunteers and paid members within a youth work cooperative. Includes simple outline template agreements for volunteers and for cooperative members.
A plain-English pay policy for a small youth work cooperative, in which pay is variable, depending on current organisational income levels. Aims to offer the flexibility of freelance work, while offering additional forms of support (like sick pay).
A plain-English youth work cooperative equality and diversity policy, which makes explicit the range of types of oppression that can play out amongst young people and the cooperative, as well as the ways in which those experiences are often reflections of wider social power dynamics. Outlines the responsibilities of both the organisation and of individual youth workers.
A simple 1-page process guide to support a newer member to get involved in a particular working group within the organisation. It aims to provide clarity for members looking to get involved in a new part of the cooperative.
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.
A detailed process and template guide for a mid-sized collectively-managed organisation, to review its current pay policy. It includes steps for identifying the scope of the review and the types of questions it will and won't ask (including several specific ones which came up in this organisation), as well as projected timelines for gathering information and developing proposals, collectively and democratically.