Worker-Member Handbook

1. INTRODUCTION

Welcome to the Erefugia Cooperative. As a worker–member, you are part of a living ecosystem, a federation of digital and physical commons rooted in cooperation, care, and shared stewardship. Our cooperative exists to sustain community-owned technology, mutual aid networks, and resilient systems of connection. Unlike traditional employers, the Erefugia is owned and governed by its members, including those who contribute their labor, expertise, and time. That means you are not just an employee; you are a co-creator, co-owner, and participant in shaping our shared future.

2. OUR PRINCIPLES

We are guided by the Cooperative Principles and Values of the International Cooperative Alliance, adapted for our digital-physical ecosystem:

• Voluntary and Open Membership. Participation is open to all who accept our responsibilities.

• Democratic Member Control. One member, one vote.

• Member Economic Participation. Equitable distribution of surplus based on contribution.

• Autonomy and Independence. Member control, not external ownership.

• Education and Training. Learning as a shared practice.

• Cooperation Among Cooperatives. Federating for mutual support.

• Concern for Community. Stewarding both human and ecological well-being.

Erefugia builds upon these principles and values:

• A livable wage for all worker-members.

• Reasonable pricing for products and services.

• Resilience and Regeneration. Designing systems that endure and renew.

• Privacy and Autonomy. Protecting data, sovereignty, and consent.

3. STRUCTURE OF PARTICIPATION

3.1. Employment Relationship

As a worker–member, you have an employment agreement that defines your role, hours, and compensation. You are protected by applicable labor laws and entitled to fair, transparent working conditions.

3.2. Membership Relationship

Your membership gives you the right to:

• Vote in cooperative elections (one member, one vote).

• Propose and deliberate policies.

• Access internal reports and audits.

• Share in the cooperative’s annual surplus through patronage.

3.3. Dual Role Integration

You are both a contributor and a decision-maker. This dual role means that your work and your voice both directly shape the cooperative’s direction.

4. COMPENSATION AND PATRONAGE

4.1. Wages and Stipends

To ensure that all labor within the Cooperative is valued fairly, transparently, and in alignment with real-world cost-of-living data, compensation for worker-members is organized into three skill and experience levels: Apprentice, Artisan, and Luminary.

• Apprentice-level positions are pegged to the national average livable wage for an individual with no children in the United States, as published annually by the World Population Review or a substantially similar data source designated by the Board of Directors. 

• Artisan-level positions are set at 50% of the difference between the Apprentice and Luminary rates.

• Luminary-level positions are pegged to the national average livable wage for an individual with two children in the United States, as published annually by the World Population Review or a substantially similar data source designated by the Board of Directors. 

At the time of this handbook’s adoption:

• The Apprentice-level benchmark is $48,956.08 annually (or $23.54 per hour).

• The Artisan-level benchmark is $78,059.52 (or $37.90 per hour)

• The Luminary-level benchmark is $107,162.96 annually (or $52.26 per hour).

4.2. Classification and Advancement

Positions within the Cooperative are posted and budgeted according to a designated level (Apprentice, Journeyman, or Master), reflecting the expected scope of responsibility, autonomy, and experience required.

Upon onboarding, a worker-member’s initial pay level will be determined collaboratively by the Service Delivery Team Leader, Director of Service Delivery, Executive Team, and Board of Directors Membership Team, ensuring both fairness and accountability.

Worker-members may at any time submit a self-assessment and request for reclassification. The relevant teams review these requests in consultation with peers and community members to evaluate demonstrated growth, contribution, and value to the Cooperative.

Additionally, the membership of the Cooperative may bring forward a promotion proposal for any worker-member, attesting to their increased skill, leadership, or impact. These proposals follow the standard DAO governance process for deliberation and consensus.

4.3. Compensation Principles

This three-tier structure is designed not to create hierarchy but to recognize different stages of professional growth and contribution. All tiers remain grounded in the Cooperative’s principle of equitable valuation of labor, free from arbitrary market distortion or extractive pay disparities.

Part-time, temporary, or project-based worker-members may be compensated on a proportional basis reflecting hours worked or contractual scope, in accordance with their designated wage tier.

Through this system, the Cooperative ensures that compensation reflects both livable standards and collective recognition of contribution, aligning economic justice with cooperative governance.

4.4. Patronage Distributions

At the end of each fiscal year, any surplus remaining after expenses, reserves, and reinvestment may be shared with members as patronage. For worker-members, this distribution is based on their contribution to the Cooperative, typically measured by hours worked or another fair metric determined for that year. In essence, patronage is a way of returning a portion of the Cooperative’s surplus to members in proportion to the value they add through labor or participation, rather than investment or title. It rewards active engagement and ensures that everyone benefits from the collective success of the Cooperative.

4.5. Transparency

All financial policies, including compensation formulas and surplus allocations, are approved by the Board and published internally.

5. COOPERATIVE GOVERNANCE AND ACCOUNTABILITY

5.1. Participation in Decision-Making

Worker–members are expected to attend membership meetings, participate in working groups or committees, and contribute to collective decisions through our democratic processes (both offline and through the DAO).

5.2. Stewardship and Conduct

Worker–members are responsible for upholding cooperative values in their daily work:

• Treating others with respect and care.

• Protecting the cooperative’s assets and data.

• Practicing transparency and mutual accountability.

• Reporting conflicts of interest.

5.3. Performance and Feedback

Periodic evaluations emphasize reflection, feedback, and mutual learning — not punitive management.

We believe in growth-oriented accountability: identifying challenges early, offering support, and learning together.

6. EDUCATION AND DEVELOPMENT

The Erefugia Cooperative invests in education for all members.

This includes:

• Cooperative and DAO governance training.

• Technical and professional development.

• Courses or workshops in solidarity economics, permaculture design, digital sovereignty, and mutual aid.

Worker–members are encouraged to dedicate part of their time to learning, mentoring, or co-developing educational resources for others.

7. TIME INVESTMENT AND FLEXIBILITY

We understand that our members balance multiple forms of care and labor — paid, unpaid, personal, and collective.

Work arrangements may include:

• Part-time or flexible hours.

• Remote and hybrid structures.

• Collective sabbaticals or rest cycles (periods of reduced activity for renewal).

These policies support sustainability — for our members, not just our systems.

8. GRIEVANCE AND MEDIATION

If a conflict arises:

• Begin with direct dialogue where safe and possible.

• If unresolved, bring it to a peer mediation circle or Cooperative Ombudsperson.

• If necessary, the Board (or designated Ethics Committee) may intervene using restorative practices.

We prioritize restoration and communication over punitive discipline.

9. SEPARATION AND TRANSITION

When a worker–member leaves:

• Employment compensation is settled as per contract.

• Patronage distributions for the final fiscal year are calculated proportionally.

• Membership may continue if the member wishes to remain active in governance, subject to bylaws.

• Access to systems and responsibilities transitions respectfully and securely.

• Departing members are invited to share lessons and reflections with the cooperative community — honoring the cyclical nature of participation.