Within Faircoop there is now a team of now maybe 5 or 6 people who are working on faircoop for a meaningful amount of time every week. This is great, but it’s also a new stage with faircoop as we are now in charge of taking care of the work we do and of each other and making sure we are all okay, as well as the tasks, and faircoop, and all the local nodes or groups and people that participate. We can’t simply expect our jobs to meet our needs, but we can apply the integral revolution and re-evaluate all needs from the ground up, in the way we work together, and the way we might do when joining an ecovillage. We need to make sure every individual is well, from the people down at the town to the animals in the hills.. Only this way can we protect the ecovillage that is faircoop.
So here are what I think are the basic rights and responsibilities of a worker for faircoop(inspired by Stafford Beer’s VSM and Mazlow pyramid of wants/needs):
- local democracy: The right to support and work with a functional, democratic assembly, or failing that (for small groups for example) – a means to have their views heard, and to know about other areas, by the people relevant to their areas of work and life. Actions:staff must participate actively in faircoop assemblies and other assembiles relating to their work and lives. Faircoop must ensure basic assembly and democratic meeting techniques are common knowledge.
- health and ethics: The right to a healthy and just life – and the responsibility to pursue active use of the work and tools we actually put in place to further an integral revolution, so for example you work the right amount to be efficient but take care of yourself, eat well, get some sleep and fresh air etc so as to live a balanced life and an example of what a life in a fair economy can be like. For example a new staff member, as part of their agreement, might be seconded to live within an integral coop or equivalent local network while they work at faircoop, so they can live from alternate ways of living, and more directly from faircoin or faircredits, or direct exchange or mutual aid arrangements with other faircoop members, until they feel able to start or strengthen a less active node. Actions: staff must actively pursue the principles of faircoop and similar movements that transition from capitalism and fiat currencies. Faircoop must ensure staff are getting needs met by providing timely financial projections and training so staff understand their implications, keeping contact with host organisations if applicable, ensuring staff payments are made on time and correctly, and ensuring that related faircoop tools function correctly and simply.
- greater / macro democracy: The right to feel their views and areas of activity expressed by all the rest of 2017.fair.coop and the world, participating where needed, or voicing these via the global assembly or whatever means we might have: to be part of the global change we are making, not just within their particular field. Actions: staff must assist and keep track of global developments in faircoop, and Faircoop should ensure all staff and their connected groups can be adequately informed and are able to participate in meetings (i.e helping with language, tech problems).
- Job Complexes and complex jobs: In the sense of balance, the tasks taken should also reflect what each staff member and those around them see as their direction and area of expertise and interest. There should be a fair share of tasks that are creative, or new and interesting, as with the menial, difficult or dangerous so no-one is burnt out or takes on work they ultimately don’t wish to. Actions: Staff must log all tasks using OCP or similar tools. Faircoop must produce stats and info based on these logs to ensure skill/role progression and overall balance.
- Security and protection: faircoop legal tools will function to protect the rights of everyone who works within it, and to ensure a fair and supportive work structure for all. Likewise, an ecosystemic group (e.g Sauko and Tereseta) can ensure then interests of faircoop are met and protect faircoop so that all participating groups, projects and areas feel they are in consensus, via a task and project system with a public and private side.Everyone involved must feel supported. Actions: Staff must understand and know how to use legal/IT tools provided by faircoop. Faircoop must ensure all staff can use these tools and monitors overall task completion and efficiency, ensures a clear process involving transparency and discretion when dealing with internal issues or disputes.
- Connection & contact: workgroups need periodical physical or at least A/V based meetings between members. At least one member must be at all times aware of how another member feels, to avoid prolonged situations of isolation, burnout etc while carrying out tasks or work. We also need other structures so we can express ourselves across faircoop outside our specific areas. It’s also in each member’s duty to try and say as soon as possible if they feel something is wrong. Actions: Staff must create local processes allowing for peer mentoring and revision. Each staff member has a peer mentor that checks their work/state of mind and helps with planning or human issues via periodical meetings/calls. Faircoop creates a clear process for peer mentoring and ensures members know how to mentor/mentee so can adequately share issues, comment and discuss Faircoop also supports by creating commmissions and IT structures(forums, chat etc) as needed to resolve issues arising within faircoop – for example a gender group to deal with sexism issues etc.