Montala has evolved into a more democratic entity by transitioning to employee ownership. To better align with our values as an employee-owned company, this policy ensures that any significant changes in policy or company-wide process should receive the consent of those affected. While achieving unanimous consensus might be impractical, we can ensure that any objections are taken seriously.
Process
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The policy/process owner (as listed at the top of the policy) wishes to make a significant change, definied as a material change (i.e. not spelling/grammar/layout).
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The proposed change is logged on Hive and staff are notified, and are then given a time period, a minimum of one week, to log objections.
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Any objections raised should be thoroughly reviewed by the proposer. Efforts should be made to address these objections, modifying the proposal as necessary, which must then be resubmitted.
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If an objection cannot be satisfactorily addressed after efforts by the proposer to do so, and the proposer wishes to proceed, the directors will make a final decision.
Additional Safeguard
Any proposed change is rejected if 30% of those impacted oppose it. This threshold serves as a safeguard to ensure that significant dissent is enough to halt a change, emphasising our commitment to democratic principles.