Employee Handbook and Policies Update & Review

We are looking for a volunteer who can update, suggest new policies and additions, and review the employee handbook and existing materials. We're hoping to find a partner with a strong background in HR to improve transparency and accountability by clarifying our employees’ rights and our policies, and other expectations for performance and conduct in a revised employee handbook. This project will contain the following activities:

-Conducting an audit of our existing policies, including reviewing our existing materials and asking any clarifying questions with an eye on PA state law.
-Suggest new updates or policies for areas of current need, including PTO and coverage; hourly vs salary language; intellectual property, DEIJA, and equity statements; health stipend updates; virtual work policy, etc.
-Identify policies that we should modify and any new policies or areas that should be addressed and included in the handbook, or just kept as policies for the org (not in the handbook)
-consider evaluation/review process for employees and whether that belongs in the handbook
-Present a detailed outline of handbook edits/updates
-Finalize the handbook after receiving feedback from our team

Through this project the volunteer will support Open Up's mission by it is supporting alignment, equity, and staff sustainability. As an organization committed to accessibility, inclusion, and community wellbeing, the way we support our employees directly shapes the quality and integrity of the programs we deliver.

A revised handbook can strengthen our mission in three key ways:
First, it embeds equity and DEIJA into daily operations, not just values statements. By formalizing policies around equitable hiring, compensation transparency, accessible workplace practices, anti-discrimination protections, and clear reporting pathways, we create a structure where fairness is operationalized. Explicit DEIJA policies — including commitments to disability justice, culturally responsive practices, and inclusive decision-making — ensure that staff from diverse backgrounds experience safety and belonging.

Second, it increases clarity, consistency, and shared expectations. A strong handbook reduces ambiguity around roles, boundaries, and workplace processes. Clear policies on expectations, communication norms, flexible scheduling, and accommodations support a healthier work culture and prevent burnout — especially important in mission-driven organizations where staff often overextend themselves. Consistency in how policies are applied promotes internal equity and trust.

Third, it strengthens employee support and retention. Updated policies possibly around feedback channels and conflict resolution demonstrate that Open Up values its staff as whole people. Embedding trauma-informed workplace principles — such as predictable structures, transparent communication, and restorative approaches to conflict — mirrors the values we teach in our programs. Supporting employees in this way improves morale, retention, and long-term organizational stability.

Ultimately, revising the handbook better aligns internal culture with external mission. When Open Up models equity, accessibility, and care in how it treats employees, we build a stronger foundation for delivering inclusive movement and mindfulness programming. A well-designed handbook becomes a living tool that helps the organization grow sustainably while centering the wellbeing of the people who make the work possible.

My team and I have prepared for this project by discussing handbook needs and issues, discussing PTO and coverage issues and forming ideas, completing 2 one-hour long Taproot sessions to discuss PTO and coverage issues and ideas to move forward. We are looking forward to creating a stronger employee handbook that reflects more years and experience in the field at this point. To prepare, we've designated a team member to oversee the project. We'll provide you with our existing Employee Handbook, Addendum document, internal communications regarding employment policies, and any other employment policies that we have in place. The volunteer should expect to spend 15-20 hours over 4-5 weeks or we are open to discussions of the timeline from the volunteer's perspective.