Policy Library

A staff review process aiming to: 1) review progress and priorities, 2) explore and resolve any problems in these areas, 3) discuss the employee’s potential and future training needs, 4) set targets for future work and training if relevant. Staff take it in turns to review each other.

A recruitment process for paid staff (permanent or temporary), aiming to overcome the problem of processes that are more likely to recruit people from privileged backgrounds.

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 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 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 policy for a mid-sized organisation to identify individual and collective responsibilities for staff taking time off, in a way that both enables staff to take time away, and for it to avoid negatively impacting on staff who are still working. Includes link to a template for work handover planning.

This policy sets out employees’ entitlement to leave to care for children during the period until the child reaches 18 years old.

This is a non-punitive version of a disciplinary procedure, designed to encourage dialogue through structured opportunities to discuss and learn from mistakes. It has been written to follow the guidelines set out in the Acas Code of Practice on Disciplinary and Grievance Procedures, without the punishment-based approach of issuing warnings.