Fair Work
Print Clan is committed to following the five principles of the Fair Work Framework and we are striving to implement our Fair Work Policy across all aspects of the orgnisation. The first version of this document has been written using framework from the Scottish Government’s 2015 Fair Work Convention, and following seminar support from Culture Radar in partnership with SCAN.
Background
Print Clan is an inclusive textile screen printing studio nurturing creativity in people at any ability. Our aim is to be a sustainable model for community development through engaging people with the craft of screen printing. As well as championing diversity, equity and inclusion across our customer and audience base, being a Fair Work employer and providing our staff with a positive working environment is central to our aims as an organisation.
When Print Clan began in 2018 it relied mostly on input from volunteers and freelance staff. Thanks to funding from Firstport in 2021 we have grown to 1.5 permanent salaried staff, with a small team of contracted staff and freelancers.
This is a working document as we recognise that as a small organisation our approach to Fair Work will change as we grow. We want to implement our commitments into future business planning processes wherever possible.
Effective Voice
Print Clan aims to create a working environment where listening is centred, feedback is encouraged and achievements are celebrated. We are committed to maintaining open dialogue streams and making sure that all staff, volunteers and board members feel heard and valued within the organisation.
Although we are not sizeable enough to formally recognise a trade union, we fully support staff in joining unions. We can recommend Unison, Unite, or Scottish Artists’ Union.
As a small team we involve all three studio staff in the decision making process. We hold regular informal one-to-ones, as well as periodic team meetings. We meet with freelance staff at the start of each project to discuss mutual goals, concerns, or thoughts, and feedback with these staff on a regular basis.
All staff and volunteers have access to Print Clan’s Staff Structure & Wages, Code of Conduct, Grievance Procedure, and policies. These were created in line with guidance from our Board of Directors, and are working documents that we encourage all staff members to feedback on.
As an organisation that sometimes employs staff on temporary bases due to funding restrictions - for example the Kickstarter or GCAS scheme - we aim to maintain complete transparency from the offset of employment about our financial situation and the potential extension of these contracts. We hold regular meetings throughout each employee’s contract in regards to extension and potential future work opportunities. We never use zero hour contracts.
We are members of GCAN, GSEN, SCAN, SCVO, and the Wellbeing Economy Alliance (WEAll), and attend regular meetings and discussion forums within these communities. We believe in the power of resource-sharing at local and national levels within the creative sector, and know how symbiotic relationships with other CICs and creative organisations can be.
Opportunity
The majority of our staff are part-time so we offer flexible working patterns to all staff members, and schedule rotas around our employee’s other work commitments.
We also offer family friendly working practices, which is supported by our integrated parental leave and adoption policy.
As a small, young organisation, we have only been through two recruitment processes for hiring new staff members. Both of these were funded positions: one by the UK Government’s Kickstarter scheme, which offered opportunities to young people claiming Universal Credit; and one through the GCAS scheme, which offered work to recent graduates who were either unemployed or not on the career track they’d prefer. The two successful candidates joined Print Clan as Studio Assistants, and received full training, and a topped up salary to meet the Real Living Wage. Both have received paid work opportunities from Print Clan beyond the six month funded position.
We are undertaking an equality and diversity audit to get a better understanding of the demographic and culture of Print Clan, and to identify the specific factors that will help us create a diverse and inclusive organisation. We recognise the need for positive action in future recruitment processes in order to better implement our commitment to equality and diversity.
We recognise the barriers that prevent many from accessing art opportunities, and work to overcome these through our Wellbeing Programme, which specifically targets disadvantaged communities and people with marginalised identities. Our volunteering opportunities allow anyone with an interest in screen printing to help out in the studio, gaining insight into running an open access workshop; assisting artists; or teaching experience. We periodically offer these opportunities out to current students or recent graduates, as well as existing or previous members of Print Clan who are experiencing financial hardship. As well as providing meaningful work experience, we provide all volunteers with professional references for future job applications, and reimbursement for their help through our studio timebanking scheme. Many of our volunteers have gone on to receive paid work opportunities from us.
Respect
We want all employees, volunteers and freelance staff to feel valued and respected when working for Print Clan, regardless of their role or status. We outline our commitment to this through our EDI policy and the employee code of conduct, which is sent out to all staff and volunteers upon joining or renewing their contract with us.
We involve staff in business planning processes and policy making, and encourage staff feedback through regular check ins, both formal and informal. We are currently in consultation with SCVO’s HR service on how to further develop these practices, so that staff feel fully able and safe to raise issues and are confident that these will be professionally and properly dealt with.
A copy of our grievance procedure is made available to all staff and volunteers for anyone wishing to raise a formal complaint, and our Board acts as an impartial third party in such occasions.
Our volunteering policy outlines our commitment to ensuring that volunteers feel as respected as any other staff member, and gain meaningful work experience and skills in exchange for their time. All volunteers are reimbursed through our timebanking scheme, and have any reasonable travel expenses covered by Print Clan.
We have robust health and safety policies in place, and provide full health and safety training to all staff and volunteers. In addition to this permanent studio staff undertake first aid and fire safety training, and are encouraged to work together to assess risk and champion best health and safety practices at all times.
Fullfilment
All of our staff are practising artists or designers, and we encourage them to develop their own practice and use the facilities at Print Clan for the production of their work. We see our staff’s creative development as symbiotic to their roles at Print Clan, and support this as much as possible.
We encourage staff to take ownership of individual projects which align with their personal interests. Upon recruitment of new staff or volunteers we identify any professional goals they have, and try to place them accordingly so that the opportunity is mutually beneficial to us and them. This might include training someone in merchandise printing, or having them assist on workshops to gain teaching experience.
Security
All staff and freelancers are protected by contracts that lay out their working conditions. For freelancers this guarantees their hours over a set period of time. For employees this includes all statutory provisions of sick pay, pensions and parental leave.
We will continue to prioritise partnerships with organisations who are promoting Fair Work within their structures and employment practices.
We will continue to provide all freelancers with longer-term contracts and involve them in discussions regarding potential extensions.
This policy was written in October 2023 and will be reviewed annually.