Will Work For Food

Recently we've received some questions about employee welfare. Admittedly, they are all from one owner, but this is one issue we consistently get asked about. Our owners care about the welfare of Co-op employees. On our last member survey, in 2007, 75% of owners rated treatment of workers in the co-op environment very important. (To see the results of the whole survey, go to http://commonground.coop/2007_survey_results/; we will be conducting a new owner survey toward the end of this year.)

Are employees owners at the Co-op? How does being an employee and owner effect the policies around management of employees? Who makes policies concerning employee behavior, benefits etc.? How much input do employee/owners have in creating policies that directly effect employees?

These are the questions asked by that one owner and they are indicative of member concern. The answers to these questions are decidedly boring. But here goes.

Co-op employees are owners of the Co-op if they paid equity like any other owner. While we hope that being interested in the Co-op is what brings them to the door in the first place, and that seeing close up a great example of a working cooperative makes them want to be owners, it is not a requirement of employment.

Although these questions arose as an offshoot of our discussion about bylaws, the general policies regarding employee treatment are not part of the bylaws. (You can view the bylaws, both current and proposed, here: http://www.commonground.coop/membership/board/bylaws.) They are part of the body of policies called Executive Limitations Policies. These are the policies developed by the board of directors to guide the general manager as she strives to accomplish the main goals of the Co-op, which are set out in the Ends Policies. For a more clear discussion about these policies, see What Does the Board Do? (http://www.commonground.coop/membership/board/what_does_the_board_do).

The executive limitations are written in such a way as to allow the general manager, Jacqueline Hannah, to operate the store using her knowledge and judgement. They are proscriptive, meaning they describe what the general manager is NOT to allow to occur, leaving her whatever control is not withheld by the policies. Seems backwards and wonkish, yes, but your Co-op is run using the Policy Governance model as outlined by John Carver, and we've benefitted greatly from this structure. For more information about policy governance, see John Carver's book “Boards That Make A Difference.” (Seriously dry. Makes this seem like a roller coaster ride.) The general manager is accountable to the board, and her compliance with these policies is reviewed regularly.

There are two executive limitations policies regarding staff. The first one states that the GM may not cause or allow paid staff, owner workers, and volunteers to be subjected to unfair, undignified or unsafe treatment or conditions. It goes on to prohibit not having, among other things, the following: written employee guidelines/rules, a grievance process, emergency procedures, employee participation in decision-making, annual evaluations, and staff training. The policy prohibits discrimination based on anything other than business related criteria, individual performance and qualifications. Jacqueline reported compliance in January 2009.

The other policy regarding staff talks about compensation and benefits. It states that, among other things, the GM shall not "establish current compensation and benefits that deviate materially from the geographic or professional market for the skills employed.” As part of her compliance report on this policy in June 2009, Jacqueline submitted a spreadsheet comparing Common Ground's compensation with several other small co-ops nationally. I was elated to see that Common Ground compared favorably.

For more information or details about these executive limitations policies, please email board@commonground.coop. If you're interested in more details about how these policies are applied operationally in the store, please email Jacqueline at jacqueline@commonground.coop.

If you've read this much about these policies, you likely are very concerned about the employees at your co-op, and maybe you even have an interest in policy in general. Please consider taking part in Co-op leadership by running for a position on the board of directors.