Membership Legislation – old(2016)

10.0 – 18.0 Membership
10.0 – Membership Process
Community Ballot, 15 Sep 1995
Amended by Petition of 2/3 Full Members, 17 Aug 1998 Amended to add II.E, 23 Oct 2003
Amended to revise III and add IV, 30 May 2004
I. General Considerations
Membership selection matters will be decided only through the process described in this
legislation; however, two-thirds of the full members can override any decision as provided in the
by-laws. Other community decisions do not have priority unless they specifically suspend or do
away with this legislation.
The membership manager (mm) shall administer this legislation, however, in the event that there
is no membership manager or mm is not available, a member appointed to act in mm’s place
shall administer it.
This legislation replaces “East Wind’s Membership Acceptance Process, July 1991 (revised May
95)”, and “Membership Selection Revisions 12 May 95”. There will be accompanying policy
revisions to conform to the new legislation where appropriate.
This legislation will be extended indefinitely, until the community decides otherwise.
(Board/Membership Proposal, passed 12 to 4 by Community Ballot, 4 May 97 replaced previous
legislation that stated “This legislation will come up for extension by the central decision-making
body 18 months after passage.”)

II. Votes on Associates and Provisional Members [Amended by Petition 17 Aug 1998]
A. Requests for Votes: A full member (FM) may request a vote on a provisional member (PM)
or associate. The request is made to the membership manager. Requests for votes may be given
at any time during the provisional member period or associate residency period. Requests for
votes may be received during PM and associate leaves of absence.
In order for the request to be accepted, it must be written, signed by the full member, and include
reasons for the request.
The request will not be confidential unless indicated by the full member, however, the names of
FM’s who request votes will become public once the number of requests reaches 25% (of full
members not on leaves of absence) unless, in the opinion of the Board, there is likelihood of
harassment or abuse. In such cases, the Board will be fully informed of the particulars by the
membership manager.
It is the responsibility of the membership manager to give information to a full member
requesting a vote about how the community can help to resolve a problem between a full
member and a PM or associate. Offering this information is intended to show the full member
that problems can be dealt with in more cooperative ways. It is not intended to advocate for
anyone. It is intended as a way to decrease festering tension.
B. If 25% of the full members request a vote on a provisional member or associate, a vote will be
held to determine if the individual should lose co’s status and leave the community.
1. If requests for votes are withdrawn so that the number of requests is below 25% of the full
members, the vote is not held so long as the withdrawals are made before the commencement of
the vote.
2. Within 36 hours of receiving the required number of requests, the membership manager
announces that a vote will take place, announces who requested the vote, and posts a summary of
the reasons for the requests.
3. There will be a one week waiting period between the announcement of the vote and the
commencement of the vote. If, at the end of the waiting period, requests for a vote amount to
25% of the full members, the vote will commence. The voting period is for five days.
4. Votes may not be held while the person being voted on is away on leave of absence. There
will be an attempt to inform such persons that a vote will be held when they return.
5. All full members not on leaves of absence will be eligible to vote. Full members not on the
premises may relay their vote to the mm via phone or by proxy arrangement before they leave.
Otherwise the vote will be by ballot.
(Section II.B.6 was changed to the following by Board Proposal, passed by Community Meeting,
29 July 1997)
6. The ballot will solicit only the signature of those in favor of the individual maintaining co’s
The ballot will read as follows:
At least 25% of the full members have requested a vote on. If you would like for this person to
continue to reside at East Wind, vote yes and return this ballot to the ballot box. If not, vote no.
At least half of the full member population not on leaves of absence must participate in this vote
for any action to be taken. If less than 50% participate, a re-vote will automatically occur until a
decision is reached. If there are more yes than no votes, membership status is maintained. If there
are more no than yes votes, the membership or associate status ends. The individual must leave
within a period determined by membership policy. Tallies will happen immediately following
the conclusion of the voting period. Announcements of vote outcomes will be posted as soon as
the ballots are tallied.
Votes will occur once a week for a minimum of three times. Simple majority will rule on the
third re-vote.
7. If a provisional member is not rejected, then co continues as a PM. Associates maintain their
status and may continue their residency periods if not rejected in a vote. (this clause altered by
Community ballot 14 July 2011)
8. If requests for votes totaling 25% are not received until very late in the PM period this period
may be extended so as to allow enough time for the vote to take place without an automatic
change of status.

C. Bounces: Visitors must leave the community in the first week of the visitor period if four full
members give a “bounce” request to the visitor manager. These bounce requests must be written,
signed by the full member, and state reasons like vote requests discussed above, however, they
will be confidential. Visitors may not be bounced unless those requesting the bounce and the
visitor manager agree that they exhibit blatant incompatibilities with the community. Examples
would be severe behavior or communication problems, or deliberately repudiating the by-laws.

D. Votes on Visitors: If at any time 25% of the full members request in writing that a visitor
leave the community, that visitor will be informed by the Membership Manager/Committee or
the Board that co must vacate the premises of East Wind no later than 24 hours after the

E. Visit-Again Option: If, before the end of a visitor period, 25% of the full members request in
writing that a visitor do another visitor period, then the visitor will not transition to PM at the end
of the visitor period, but must instead do another visitor period if co wishes to qualify for
membership. The 2nd
visitor period may be scheduled for any time during the next year, and may
start as soon as the day after the current visitor period ends (if in Membership’s judgment there is
enough visitor housing available).
The Visit-Again option is meant to be used for visitors when members do not have a good
enough sense of their character/compatibility by the end of the visitor period. The Visit-Again
option gives members a chance to ask a visitor to do a second visitor period in order to make
sure of their character/compatibility before admitting them to PM.
The Visit-Again option may only be used once per visitor per year. A visitor cannot be required
to do a 3rd visitor period.
For a visitor doing a 2nd visitor period, co’s labor balance and any concerns placed on co carries
over to co’s next visitor period. However, a visitor doing a 2nd visitor period may not be bounced
during the 1st week of co’s 2nd visitor period by 4 FM requests; instead it requires 25% of the
FM’s to request for co to leave.
Note that if 25% of the FM’s have already requested that a visitor leave, that this takes
precedence over any Visit-Again option.

Section F. Voting on Visitors
Removed from Legispol by Community vote (19Y 7N) 22, September 2014 sponsored by
(Community has voted to add and then remove this piece of legislation multiple times in the past
three years, so although it is not currently a part of our process, I have left it here for
historical reference – Laura 10/2014)

F. In addition to the concerns process, there is a vote at the end of visitor periods.
This vote is a 5 day simple majority vote. Visitors may be present or not during the voting
period. If they are present it counts as an extension of their visitor period, but where the person
is no longer subject to the concerns process. Concerns do not count towards the vote and
members with concerns on an individual must still cast their vote during the 5 day period. If a
visitor is not present for the vote they will be notified, usually via email and a return date within
one year from the end of the vote (their PM leave) will be discussed. If a visitor is present for
the vote and voted out, they will have 24 hours to leave.
The vote will be simple majority rule. You will need at least 8 no votes to be voted out, and at
least 8 yes votes to be voted in. If you do not get enough votes to make a decision either way,
the vote will be extended 2 more days, if there are still not enough you will receive an automatic
visit again.
The vote will be conducted via secret ballot and as with any other membership issue only full
members may vote. The vote will be majority rules just like a full member vote and look very
Would you like _________ to become a provisional member or associate?
Yes_____ No_____
If No, would you allow co to visit again?
Yes_____ No_____ Your Name: ________________

10.0 Membership Process (continued)
Section II Votes on Associates and Provisional Members (continued)

G. “Visitor Vote” on Three Month PM’s
Proposed by Peter and passed by community ballot May 5, 2015 (15.5 yes 1.5 no)
(This legislation was voted in place for a trial period of one year, so it needs to be revisited in
May 2016 – Laura)
A membership vote will take place for PM’s that have been members of East Wind for three
months, (not including their visitor period). The voting period is five days and the ballot will
BALLOT to vote on three month PM
Do you support co continuing their provisional membership?
YES ______ NO ______
FULL MEMBER’S NAME _________________________

III. PM Period and Evaluations
revised 30 May 2004
revised April 2015(evaluation responsibility from Membership to Social Committee)
The provisional member period is 365 days. At 3 months and 6 months, evaluation forms will be
given by the Social Committee to all full members to elicit feedback on PMs. PMs will then meet
with the Social Committee to discuss evaluations. The evaluation is intended to help the PM
adjust to the community, identifying strengths, problems and potential problems, suggestions,
and other information so steps can be taken to INCREASE the PM’s prospects for acceptance.
The Social Committee will post a notice that an evaluation for a particular PM is in progress.
Full members will have one week to give their evaluations. After the evaluation, a summary of
comments, discussions, and next steps (should there be anticipated problems with acceptance)
will be compiled and posted by the Social Committee. How evaluations and full member
concerns about PMs, visitors, and associates are dealt with beyond what is stipulated here will be
membership and/or social committee policy.

IV. Voting on PMs to Become Full Members
[revised by petition 2006]
There will be a vote on all PMs before they become full members. Ballots will be given to every
full member two weeks before the PM’s anniversary date by the Membership Team. The voting
period will last one week.
The ballot will read:
1) Do you want _________________________ to become a Full Member
yes no
2) If the result of question #1 is no, would you allow a 6 months PM extension?
yes no
Be sure to vote on BOTH questions for your vote to be valid
The option with the most YES votes will pass, as long as at least 25% of the full members vote
YES. If no option receives at least 25% yeses, the vote will be extended by two days, and if
necessary two more days, until an option passes. A person’s provisional membership can only be
extended two times. On the third vote, the options will be limited to “Full Member” and “Drop

10.0a – Visitor Period Labor Requirements
Community Meeting, 4 Aug 2012, sponsored by Jeremiah
1. Visitors must be on the farm for 21 consecutive days during a visitor period to be eligible to
become a PM. No visitor is eligible for PM. status if they leave the farm for more than 24
consecutive hours. Unforeseeable exceptions must be ruled on by a majority board decision.
For purposes of this legislation, “member” or “members” refers only to Provisional Members, unless otherwise
specified. Provisional Members must have a labor balance of zero or greater to transition to Full Member status.
[original part VI – voting on visitors becoming PMs — deleted by community meeting, Sept 2001]
2. Visitors must at the end of the 21 day visitor period have accumulated labor hours that equal
labor quota for the 3 week period they are on the farm.
3. Visitors cannot give or receive p.s.c.’s.
4. Visitors are not allowed back hours.
5. Visitors cannot turn in p.w.l.’s.
6. Visitors are allowed during 21 day visitor period up to 15 sick hours, if over 15 hours up to 30
hours a 1 week period will be added to visitor period to meet labor requirements. If over 30
hours are claimed a visitor must do another visitor period.
7. Visitors with a negative labor balance at the end of their visitor period do not become p.m.’s
and must leave the farm for a minimum of 3 months before they can reapply for another visitor
8. If a visitors labor hours are in question at the end of 21 day visitor period a 1 week extension
will be granted, to determine if hours are sufficient to meet labor requirements. During which
time the labor manager and membership manager will confer with visitor and area managers
labor was claimed to verify labor hours. If labor hours are found to meet requirements visitor is
allowed to transfer to p.m.. If hours are insufficient or undeterminable then visitor must leave the
farm for minimum of 3 months before they can apply for another visitor period.
This is to replace legislpol 10a and 10d. This will be for a 6 month trial period, at 6 months this will come back to
community meeting that will end in a vote to make this permanent part of legispol.
10.0b – Policy on Calls for Votes on PMs and Associates
Membership Manager, 15 Sep 1995
Calls for votes must be made for each individual person. Standing calls for votes are not allowed.
Calls for a vote made during the visitor period continue to count toward the 25% required for a
vote until withdrawn.

10.0c – Posting News About Membership Transitions
Membership Manager, 15 Sep 1995
The membership manager will post notes indicating that visitors have become provisional
members or associates or that provisional members have passed into full membership.
Associates may become provisional members at any time during a residency period by informing
the membership manager of co’s intention. The membership manager will post a note informing
the membership. The provisional membership period will last one year as is the case with a
visitor who becomes a PM.

10.1 – Provisional Member Evaluation
PM Evaluation responsibilities changed from Membership to Social Committee April 2015
Board Policy, 31 May 1995
Revised, Membership Manager, 15 Sep 1995
[This policy replaces Board Straw Polls Policy of 22 Aug 1993]
Full and provisional members are invited to give feedback to provisional members whenever
they have concerns or suggestions for change. This can be done directly, or through the
membership manager or other community channel.
At the 3rd and 6th months of provisional membership, there will be a formal call for evaluative
comments on provisional members. The Social Committee will post a note indicating that
evaluation of the provisional member is being solicited. Generic forms will be available for
members to fill out.
The Social Committee may meet with members who express concerns to clarify their concerns.
If needed, PM will be offered mediation of any concerns expressed where appropriate.
Evaluations will be relayed verbatim to the provisional member with this exception: rude or
hateful remarks will be paraphrased. A paraphrased summary of the evaluations will be posted
by the Social Committee. The names of the members who turn in evaluation forms will be
confidential, unless they choose not to be. Evaluation forms will ask for the following
information from members:
1) Do you have any constructive feedback or suggestions for improvement for this person?
2) Do you have concerns that might cause you not to want to live with this person?
[if #2 is true] 2a) Are you willing to discuss concerns face-to-face with this person (with or
without facilitation)?
3) Do you want your name revealed?

10.1b – Child Members Becoming Full Adult Members
Membership, 22 Mar 1995
A full child member between ages 16 and 18 ½ may apply for full adult membership. At no later
than age 18 ½, co will become a full adult member or drop membership. There will be no vote.
Full child members will not be required to go through a period of provisional membership.

10.2 – Responding To Membership Concerns
Board Policy, May 1995
Revised, Membership Manager, 15 Sep 1995
[This policy replaced automatic concerns meetings]
If the membership manager receives any calls for a vote on or concerns about a provisional
member, the PM will be offered the following choices by way of response:
In person if the concerned member and the provisional member are willing to meet together
(with or without the membership manager or someone else facilitating). Other members may be
invited to meet with them if the concerned member and the provisional member are agreeable.
In a note written by the provisional member and delivered to the concerned member by the
membership manager.
In notes taken by the membership manager when meeting with the provisional member, which
will be posted.
In writing on the backboard.
In a community forum facilitated by the membership manager or another person acceptable to
the provisional member. The provisional member may choose to just speak or may offer to
answer questions from the group. Members will never-the-less have a chance to express their
The provisional member may choose one or more of the preceding avenues of communication or
may choose not to respond to concerns; the choice may be mentioned, if appropriate, in notes by
the membership manager.

10.3 – Time to Pack
Board, 20 Sep 93
Those who have been rejected for membership, full or provisional, or expelled will have one
week to make such arrangements as they need and leave.

10.4 – Loans to Departing Members
Board Policy, 05 Nov 96
All loans to departing members or associates must have been posted as a concerns note one week
in advance and have been approved by both the Board and Finance Management.
Amended Community Meeting, 2 September 2006
All loan or AR requests $500 or more must go to community meeting and be voted on via ballot.
The voting period will last 7 days.

10.5 – Provisional Membership and Associate Labor Trouble
Community Meeting, 24 May 2001
Old Part VII deleted by Community Meeting, Sept 2001 Revised 30 May 2004 to add new Part
Part I
The following actions will be taken when it appears that a Provisional Member’s labor balance
has fallen more than 60 hours in the hole:
The member will be notified by the Labor Manager of the situation and be given the opportunity
to submit any changes that would affect the member’s balance. The Labor Manager will then
make a de-termination of the member’s correct balance.
If the correct balance is more than 60 hours in the hole, the Labor Manager will inform the
Membership Committee, which will in turn notify the member that co has 15 days from the date
of the informing to raise co’s balance above 60 hours in the hole and that failure to do so could
result in expulsion, demotion, and/or a labor contract.
The member will also be informed that at 15 days from the issuing of this warning, the member’s
labor balance must be above 60 hours in the hole, even if the member’s labor balance had been
above 60 hours in the hole at any point during the 15-day period.
The Labor Manager will make every effort to find work for the member.
The Membership Committee will ask the Medical Committee to make a determination of the
member’s ability to work, and report back.
The Medical Committee will determine whether the member is able to work. It will report this to
the Membership Committee.
If the Medical Committee determines that a member is unable to work quota, it may make a
partial or full work exemption for the member. If so, it will report this to the Membership
Committee, which will cancel the 15 day warning period, and not take further action until the
member has been determined able to work again.

Part II
After the above actions have been taken, and it is determined that the member has been able to
work, and the member is still more than 60 hours in the hole at the end of the 15 day warning
period, the Membership Committee will notify the member that a community meeting is to be
held and a vote taken on the question of expulsion, demotion, and/or labor contract. (If the
member who has been warned raises co’s labor balance above 60 hours in the hole during the
warning period, but allows co’s labor balance to fall below 60 hours in the hole by the end of the
warning period, then the warning period is violated and the procedure described herein will
continue.) After this notification, there will be a period of at least one week and no more than
three weeks. This is intended to give the member time to prepare for the meeting, or to choose to
resign co’s membership. If co does not choose to resign, the following process will happen:
A. A community meeting will be held to discuss the matter.
B. Following the meeting, Full Members will vote on three separate actions to take:
Whether or not to expel the member.
Whether or not to demote the member to a day 1 PM and place said member on a mandatory
labor contract designed to help said member out of the hole.
To allow member to retain current membership status, but be placed on a labor contract designed
to help said member out of the hole.
C. If 51% or more of the Full Members vote to expel, then the member will be expelled from the
community, regardless of the vote to demote. If less than 51% vote to expel, but 51% or more
vote to demote member to day 1 PM status and place member on labor contract, then member is
demoted to day 1 PM status and immediately placed on a labor contract. If less than 51% vote
for either expulsion or demotion, and 51% or more vote to allow member to retain current
membership status and be placed on a labor contract, then member will automatically be placed
on contract at the end of the vote. If less than 51% of Full Members vote to carry out any of these
three options, then, member more than 60 hours in the hole will automatically be scheduled for
another community meeting and the voting process will repeat until 51% of Full Members vote
to take some action concerning said PM’s labor situation.
D. Labor contract should include:
What constitutes violation of labor contract.
Who deals with labor contract violations.
What appeals process, if any, will be followed if violation occurs.
Labor contract can provide for no more than one revote on member’s status, as outlined in this
proposal. Subsequent violation will be considered grounds for immediate expulsion. Labor
contract will be designed at the meeting concerning the member in violation, and will be
approved by straw poll at same meeting.

Part III
This legislation is not intended to, nor can it, preclude any other proposal to expel, demote, or
place on labor contract, that does not follow this process.

Part IV
Only one 15 day warning period will be allowed per calendar year. That is, any verified repeat
occurrences of member falling more than 60 hours in the hole during any one calendar year will
result in a meeting, followed by a vote as described above, without a 15 day warning period.
Part V
Part VI
Part VII
Any Provisional member or associate who goes three weeks or more hours in the labor hole
(barring mistakes by the labor accountant) is automatically expelled. 7 days are allowed to pack.
No back hours will be accepted after hitting the three weeks in the hole (meaning co’s labor
quota times three) mark.

In the absence of a Labor Manager, a Membership Committee, or a Medical Committee, the
responsibility of carrying out any action prescribed to these entities will fall to the Board of

11.0 – Returning Former Members
Membership Manager, 15 Sep 1995
If a former member who may be controversial wants to return for a visitor period, the visitor
manager will put up a note asking for feedback. Responses to the poll will be discussed with the
membership manager. If 25% of the full members say they would call for a vote on the returning
former member, the visitor manager will automatically deny a visit. If less than 25%, the visitor
manager will use co’s discretion, giving consideration to the strength of negative or positive
feed-back, previous history of returning member, etc.

11.1 – Drop-Ins
Community Meeting, 2007
Drop-ins will not be excepted under any circumstances until they have left the farm for at least
one month, written a visitor letter, and been invited back by the membership manager (team).

11.2 – Housing and Membership Limit
Community Meeting, Sept. 1993
East Wind’s active membership may not exceed the number of standard private spaces we have
and such doubles as may be designated by the Board. The Board may choose to set the membership
limit below the number of spaces we have. An example of when this might be done is to
have set aside space for full members returning from leave, community financial difficulties, or
when extensive repair work needs to be done on rooms or buildings.
When there are more people who have been accepted for membership than there are rooms and
spaces to house them, there will be a waiting list for housing.
When there is a gender imbalance we will accept members according to this proposal until 50/50
is reached.
If there is a waiting list and a gender imbalance in which one gender is greater than 55% of the
adult population (children not considered), the minority gender will be given available housing at
the rate of three of the minority gender to one of the majority gender. The first to receive housing
after the legislation is passed will be the person longest on the waiting list regardless of gender
and will go in the prescribed order from that point.

5) When a gender balance of at least 55/45 has been sustained for two months, and a waiting list
is still in effect, new members will be given housing in the order of their joining without regard
to gender until one gender reaches more than 55% of the adult population. This legislation does
not expire upon reaching gender balance but will come into effect and go out of effect according
to conditions indicated above.

6) If there is a gender imbalance and there is nobody of the minority gender on the waiting list or
none willing to return at that time, the membership manager may hold a place for a person of the
minority gender (either on the waiting list or prospective member) for up to one month,
providing there is a likelihood of that person being able to occupy the space within that time. If
not then the manager must give the room to the next person on the waiting list. The membership
manager will, in these circumstances, attempt to maintain the 3 to 1 ratio over time even if it
means having to accept 4 or more of the minority gender in a row on occasion.

7) The Board or its designated deputy will determine what housing spaces are standard and may
temporarily designate substandard spaces as standard when members (not on the waiting list) are
interested in residing in them. The Board or its deputy may make additional policies to
administer the membership ceiling and the waiting list.

8) Full members returning from leave may choose to tent or camp or double with another
member who offers this accommodation if a room is not available. The first available room will
go to the full member returned from leave.

9) Associates and other temporary members will not be guaranteed standard housing. The Board
may make additional policies concerning associates or temporary members.

10) The membership manager will have responsibility and authority to:
maintain the waiting list
make recommendations to the Board for additional policies regarding the administration of the
membership ceiling and the waiting list.
hold a space for a prospective member of minority gender for up to a month in order to better
maintain the 3 to 1 ratio indicated above.

11) This legislation makes null and void the Housing and Membership Limits legislation passed
by community meeting on 3/14/86.

11.3 – Waiting List Guidelines
Membership Policy, Sept 1993
[Sections #2 and #5 revised 13 Dec 1996 by membership committee]
All potential and incoming visitors will be told in correspondence that we have a waiting list in
If there is not space available for a new member or a member wishing to return from leave, co
will go on a waiting list until space is available.
Full members on Leave of Absence of more than two months will go to the top of the waiting
list, regardless of gender. If there is no housing available when they wish to return and they
prefer not to live in a tent or camper, their leave of absence may be extended by the Membership
Manager if necessary.
The legislated guidelines are that the minority gender will be given preference at the rate of three
to one. These will be followed until we reach a 50/50 gender balance while the waiting list is in
effect. Once the 50/50 gender balance is achieved, the genders can be considered to be balanced
as long as one gender is not greater than 55% of the adult population. After gender balance has
been sustained for two months, new members will be given housing in the order of joining
without regard to gender until one gender reaches more than 55% of the adult population.
When a new person is added to the waiting list, they are added at the bottom of their section (full
members, women, men). If more than one person is added to the list on a certain day, their order
on the list will be determined randomly.
As spaces become available while the waiting list is in effect, the Membership Manager or a
designated representative will contact the next person on leave who is eligible for space and ask
them to get in touch with us with three weeks to let us know if they will be returning to occupy
the space. Space can be held for up to one month. If a member cannot return at the time the offer
of space is made, they will retain their place on the waiting list and will be contacted again. The
next eligible person will then be contacted and offered that particular space.
Members on the waiting list who clearly indicate they will not be returning to East Wind for
residency will be dropped from the list.
Men and women who are in committed relationships and wish to begin their residency together
have the option of waiting until the man is eligible to return, if there is sufficient space available
[see 11.31]
While a waiting list is in effect, Associates will not be able to return for residency periods.
Members who become Associates may keep their rooms until they leave. The following
exception will be made: Associates who have children and grandchildren in the community may
return for residency periods if they tent or camp.

11.31 – PMs on the Waiting List as Working Guests
Amended by community vote 21 December 2014 sponsored by Rin*
PMs on the waiting list may be guested by membership between March 1 and November 3.
*Between November 3rd and March 1st, PMs on the waiting list may be guested by a member,
provided that co agrees to share their room with the guest.
They will be working guests for the duration of their stay. Their labor balance will carry over
if/when they transition to an on the system PM. They do not accrue days on the system until
they get a pop cap space.
Working guests of membership who are also PMs on the waiting list are expected to work quota
for the days they are here, but are allowed to come and go as long as they inform Membership of
their plans and Membership keeps up to date public records of who is guesting on what dates.
They will not earn a DF while working guests, but will not be held to EW property rules while
they are working guests.
Whether or not a PM is a working guest will have no bearing whatsoever on their position on the
Waiting List (meaning that staying at EW as a working guest does not move you up or down the
Unlike other working guests, it will require 10 concerns to bounce a PM on the waiting list who
is a working guest of membership. This is an exception to the normal procedure in the Omnibus
Guest Policy. Being bounced as a working guest on the waiting list in no way interferes with
co’s membership status, and normal membership procedures must be followed to revoke co’s
membership (meaning calls for vote).

11.4 – Personal Shelters: Building, Waiting List
Membership Policy, Sept 1993
When a shelter becomes available through vacancy, the option for occupancy is given to
members in residence not on the waiting list through room assigning process. Vacated space is
also allocated according to room assignment policy.
When a new personal shelter is constructed, first option is given to the builder. Members on the
waiting list will not be approved to build new shelters.

11.52 – Membership Ceiling, Substandard Spaces & Designated Doubles
Board Policy, 5 March 1998
Revised 12 Sep 2002, 8 Sep 2003, 4 Dec 2003, 25 December 08
[Replaces 11.5 and 11.7 with the following:]
The Board has the authority to set the number of standard spaces. The Board will review the
membership ceiling every three months.
Membership ceiling (pop cap) was set by the Board at 73 in September of 2010.

11.6 – Families and Waiting List
Membership Policy, Aug. 30, 1994
Whereas currently 2 co-parents with a child or children are presented with an obstacle to joining
as an intact family group because of the current gender ratio policy,
We as Child Board and Membership Manager propose that the policy be amended thusly:
The family will be treated as one entity as regards to the waiting list.
If one or both co-parents is female, the family (including all members) would be places at the
end of the women’s waiting list.
If both co-parents are male, the family including all of its members will be places at the end of
the men’s waiting list.
Regarding waiting list placement by first name initial:
If one copartner is female, the alphabetical placement will be by the woman’s first name.
If both co-parents are female, or if both co-parents are male the alphabetical placement will be
by the earlier letter
(example: “Dave & Fred”, the placement will be by D ).

12.0 – Conditions of Associate Status at East Wind
Community Meeting, 16 Jul 88
Revised by adoption of Membership Process 15 Sep 1995
[Amended by Community Ballot, 12&1/2 yes, 3 no, 4 April 1998]
[Amended by Community Ballot, (2009?)]
Visitors are given the opportunity to become Provisional Members or Associates of East Wind.
The process of acceptance for both categories is the same.
Associates may become Provisional Members during their residence at East Wind under the
same procedures as visitors applying for Provisional Membership except that Associates do not
need to repeat the visitor period again. A PM may switch to Associate Status only once every
five years. An Associate may switch to PM only once every five years. (amended by
Community ballot to add the last two sentences, 14 July 2011)
[The following was removed by legislation of 15 Sep 95: They are voted on a second time and
their vote notice is posted for the same number of days as those posted for Visitors applying for
Provisional Membership.]
Associates do not have the option of applying for Provisional Membership while not resident at
East Wind.

LegisDocRev 080204 12.1 – Room Assignments to Associates
Full Members and Provisional Members who wish to change their status to Associate may do so
upon informing Population Committee of their wish.
Associates are required to be in residence at least sixty days in a given year. The minimum
residency period is 30 days. Population Committee is empowered to make exceptions.
Associates must given advance notification to Population Committee of their intentions to return
for a residency period and for how long they wish their residency period to be. Failure to do so
by dropping in results in loss of Associate status.
Population Committee approves the residency periods of Associates on a space available basis.
Priority in space assignments is always given to Full Members and Provisional Members and to
Visitors in the case of visitor spaces. Hence, Associates are not guaranteed specific sleeping
spaces and may not be able to return to the community as they wish. Population Committee will
work with the Trusterty Manager in accommodating Associates as much as is feasible.
[Ref: Room Assignments to Associates, Board, Jan 1992]
Associates are subject to East Wind’s Labor Agreements but not to East Wind money and
property rules, with the following exceptions:
Associates are eligible for Social Emergency Leaves, but none of the other Leaves apply to them.
No community funds will be made available to Associates on Social Emergency Leave.
Associates shall be considered on “Associate Leave” when not resident at East Wind.
Associates are required to have a non-negative labor balance when they leave the Community for
a non-residency period. Failure to do so results in loss of Associate status.
Labor Exchange does not apply to Associates.
Associates receive discretionary funds equivalent to that of Provisional and Full Members.
Associates who leave East Wind owing money to the Community automatically lose their
Associate status.
Associates may use personally-owned vehicles while in residence at East Wind. East Wind will
not be responsible for the cost of insuring and maintaining such vehicles, and the community will
not pay for gas. Associates may not lend their personal vehicles to individual members in
residence. In other words, an Associate must be driving the vehicle when it leaves the farm.
Associates are not to use money earned outside of community while in residence at East Wind,
except for insuring, maintaining, fueling personally-owned vehicles [following amended per
legislation 2009]and non-work related medical expenses.
The Community will make available medical care for work- related injuries and first aid and
transport for non-work-related medical emergencies.
Associates are not eligible for managerial positions or Community officers’ positions and do not
have a vote.
Associates who drop in or who leave the Community for a non- residency period with a negative
labor balance have the option of applying for re-entry into the Visitor Program (acceptance is not
guaranteed) or being guested by a member. Failing these, the individual must leave the
Individuals who leave the community owing money to East Wind must settle their debts before
reapplying for Associate status.
[following clauses added to 12.0 via community meeting, (2009?)]
For the purposes of this legislation, “not resident” will be defined as off the farm for 14
consecutive days using vacation hours.
Associates are required to be non-resident for a minimum of 60 days in a given year. The
minimum non-residency period is 30 days.
Associates will not be allowed to drive community vehicles.
An Associate may bank not more than three weeks of labor hours.
After an Associate has been in residence at East Wind for a total of 365 days, they are required to
submit to a vote using the same process that is used for PMs becoming FMs, except that if the
result of the vote is Yes, they keep Associate status, and if the result of the vote is No, their
status is revoked and they will be given 7 days to pack. The 365 days are total for the life of the
co, not consecutively. (this paragraph added by Community ballot 14 July 2011)
[The following sentence is added to this paragraph as Board Policy, per Board meeting 6 March
2012] The previous paragraph is interpreted to mean that a co who is an associate comes up for
vote after 365 days total, not necessarily consecutively, for the life of the individual, regardless
of whether they were spent as a member or an associate. [note/policy added by Matthew 7 Mar

12.1 – Room Assignments to Associates
The Board, Jan 1992
The Membership Manager shall coordinate with the Room Assignor to insure that there are
enough spaces for members. When an associate has been assigned a room, co shall be permitted
to use that room until co takes Associate Leave. When rooms become scarce, members will be
assigned rooms before associates are. At such times any associates requesting to return should be
given clear understanding of what sort of housing they are likely to find available. Under this
policy, associates in standard space will be counted in determining the membership ceiling.

12.2 – Associates and the Waiting List
Membership Policy, 12 July 2013
Associates will no longer be dropped when they are not able to return to East Wind due to a
waiting list.

12.5 – Policy on Dual Membership
Membership Committee, 28 March 1998
A dual member is a member of two FEC communities who spends at least three months of any
given year in each of the communities. Dual members are fully participating members while in
residence at either community, and retain certain rights while not in residence. A dual member
must have attained full member status at their first (home) community before applying to become
a dual member, and must be approved by both communities.
Becoming a Dual Member:
Any full member of an FEC community may apply to become a dual member of their “home”
community and another FEC community. In addition to the usual visiting and membership
procedures at the second community, co must also be approved by the appropriate body at both
communities in order to become a dual member. At East Wind, co can apply for dual
membership by either appealing to the Membership Committee or doing a petition of 2/3 of the
full members. Any request for becoming a full member must include a short explanation of the
reasons co wishes to be a dual member, and a rough plan for how co will complete their
provisional member-ship at their second community and what their plans are for their first year
of residency in each community. If co is hoping to be a dual member with Twin Oaks, co should
put up a concerns note regarding their dual membership plans after co has put in a total of six
months at East Wind. If 25% of full members submit official, written concerns to the
Membership Committee at that time, a vote will be held on co’s dual member status. (Co may
still be eligible for full membership at East Wind, however, and that process will follow the
current legislation regarding full member-ship, stated elsewhere.)
Co may be approved to do their provisional membership in two separate time periods if that
would help ease the transition for them. Co should come for the first time for at least three
months to get a good idea of what living here is like. This option must be approved ahead of
Co may, at any time, surrender their status at one community and become a regular member of
the other community, assuming that the membership process at the chosen community is going
smoothly (i.e., there is not a vote pending). Membership [Committee] recommends that a
provisional dual member check in with a [Membership] Committee member to see if there are any
concerns on them before making this decision.
Because of tax, property code, membership guidelines, citizenship, and other legal
considerations, a dual member will choose one community as their primary community to be
used in these matters and the other as their secondary community. Co may change their primary
community status at any time with approval of both communities.
So long as co is maintaining a minimum of three months of residence at each community in the
calendar year, co may change residence at any time co chooses. Co need only give two weeks
notice to each community for housing and work purposes. During the first year co becomes a
dual member, co must spend at least 25% of the remainder of the year at each community.
While in residence at a community, co shall be regarded like any other member on the system as
far as money, voting rights, labor, vacation, etc. (see below for medical). Because East Wind allows
members to take leaves with a much greater flexibility than many other communities, any
leaves co wishes to take that would normally be at co’s discretion can only be on East Wind’s
time unless approved by co’s other community. (In other words, co’s PA leaves could only last
nine months unless the other community approves the leave as well. If co does take a leave, that
time will count toward that year’s residency requirement, and active membership can be resumed
at East Wind just like any other member returning from a leave.) Dual members are subject to all
the usual regulations around leaves.
Dual members will lose their room rights while on leave. A returning dual member will be
considered for the waiting list based on their provisional or full status, and will have priority over
associates. Medical and dental coverage will be handled as follows for dual members:
Once co is covered (see Medical Committee for those guidelines), medical and dental costs will
be shared by the two communities in the following way: The communities will split the costs of
coverage in the same proportion of co’s residency at each community in the past twelve months,
except that the community co currently resides at will be responsible for the first $50 of medical
and dental incurred during that residence period. While a person is not yet covered at their new
community, co’s home community assumes responsibility for emergency costs. When there is
time, the medical managers from both communities should talk about whether they’ll approve
the costs together. (The Medical Committee will have the authority to change this paragraph to
be consistent with other community’s policies. People applying for dual membership should also
be aware of any PEACH guidelines that affect dual members).
East Wind will allow children to be dual members, but approval for such an arrangement must
go through Child Branch in addition to the normal community process around dual members,
and families exercising this option will be expected to make specific plans well in advance and
stick to them. Families will also be expected to allow the use of any rooms in Lilliput they would
other-wise retain rights to as space for guesting and visiting families immediately upon
departure. Child Branch can set limits on clothing and other kid-related expenses for dual
member families.
*This policy replaces all pre-existing legislation on Dual Membership. (The only thing we can
find is from 1974. Seemed like time to update.)

13.0 – Messes and Fair Share
Community Meeting, 15 Jun 1991
Anyone who does not take responsibility for cleaning up their own mess in a public space or the
mess in a public space of a child in their care shall be liable to a charge of violation of fair share.

13.1 – Theft Policy
The Board, 29 Apr 1992
Article II, Paragraph 2-C-(3) of the by-laws shall be construed to include any theft by a member
or associate of property from anyone, member or non-member.[Ref: Bylaws / bill]

13.2 – Social Security Numbers Required
Community Meeting, 1 Feb 86
[the second and third paragraph were added by board policy, 22 Oct 1996 and 12 Nov 1996,
All provisional and full members are required to provide their social security number to the
community for purposes of filing the community’s income tax and unemployment reports. Any
exception to this must not endanger the community or someone other than the individual, and
will be decided by a community meeting.
East Wind will need proof of legal name and Social Security number for all members and
associates who are on the system, and therefore have taxes paid for them by East Wind.
If a member refuses to provide [an SS number] there’s a form co can sign that will keep EW
legally out of trouble. We’ll collect SS#s visitors prior to their becoming PMs or Associates.

14.1 – Last Day of a Leave
Community Meeting, 22 Aug 87
Allow the last day of a leave to be taken on the farm.

14.2 – Personal Affairs (PA) Leave
Community Meeting, 25 May 96
[Amended by Petition 2006]
A member is eligible for the first PA (Personal Affairs) Leave as soon as co becomes a full
People will have the option of taking either a one-year PA Leave or up to one-years’ worth taken
in 4 parts every 5 years, in monthly increments, rounded up (i.e. 2 months and one day equals 3
months). Members are not required to take PA Leaves, and members-on-leave may return at any
time (although people are encouraged to keep in touch with East Wind about their plans).A full
member on PA Leave is not bound by East Wind’s labor, economic, and property agreements.
Consequently, time spent on PA Leave does not count toward earning profit sharing, DF, or
Guaranteed Vacation (120 hours per year).
PA Leaves shall operate on five-year intervals, as explained below:
If taking a one-year PA Leave, eligibility for the next PA Leave is five years from the departure
date of the last PA Leave.
One-year PA Leaves are not cumulative, i.e., if no leaves are taken in ten years, one is not
entitled to two years leave. If you take a one-year PA Leave, you are eligible for your next PA
Leave five years from the departure date of your last PA Leave. One-year PA Leave are not
cumulative, i.e., if you wait ten years, you are not entitled to two years leave.
If you take two six-month PA Leaves, you are eligible for your next PA Leave five years from the
departure date of the first six-month PA Leave. Six-month PA Leaves are not cumulative, i.e., if
you take one six-month leave in a five year interval, you are not entitled to three six-month
leaves in the next five year interval. In each five-year interval, the second six-month PA Leave
must end at least six months before the start of the next five-year interval.
Before you depart on a PA Leave, you must declare to the Membership Manager (or the Board,
if there is no Membership Manager) whether you are taking a six-month or a one-year PA Leave.
If you declare a one-year leave but return within six months, you can switch that leave to a sixmonth
leave. If you are on a PA Leave for more than six months, it will be considered a one-year
People who have taken a PA Leave since June, 1991, will be eligible for their next PA Leave
starting five years after the departure date of their last PA Leave.
[See document 41.3 PA Leave Room Arrangements, Community Meeting, Dec. 11, 1993]

14.21 – Managers and PA Leave
Board Policy, 28 June 2011
When a member places themselves on PA Leave, they voluntarily resign any and all
managerships and elected positions. The Board will begin the Interim Elections process as soon
as co begins said leave.

14.3 – PM Leave Policy
Membership Committee, 22 Nov. 1996
PM leave may not be taken once a person is a full member. Members are permitted only one PM
leave per lifetime of membership, which means that a full member or associate cannot get
another PM leave by changing back to PM status, only by dropping all status and starting over as
a visitor. If leave is taken within 1 month of becoming a member, leave can last up to one year. If
leave is taken in the second month of membership, it can last up to one month. If the leave is
taken at any other time during provisional membership it can last up to two weeks.
A room can be held for a PM on PM leave for up to two weeks.

14.4 – Social Emergency Leaves and Use of Funds
Social Manager, 1 Apr 1991 (updated 2008 by concerns process)
These guidelines provide for the granting of leaves of absence and funds requests so members
may give emergency assistance to people with whom they have a close relationship. At the same
time, the guidelines attempt to narrow the range of such requests so that they are fair and
reasonable from the community’s point of view. Social Emergency Leaves and funds requests
will be approved provided the following conditions exist:
The emergency must deal with persons of the member’s immediate family; parents, children,
siblings, spouses, long-time partners. Persons with whom the member had intimate or
interdependent ties of long duration as if they were family may also qualify. These persons must
not be current residents of East Wind and physically present.
The emergency must be of a nature where the member’s attendance is necessary because there is
no one else to provide support, or if the emergency’s outcome would result in major consequence
for the life of the member, or if the member’s attendance would be greatly appreciated.
The emergency must be an occasion of great distress or life transition for the individual(s)
mentioned in paragraph 1. Furthermore, the emergency would be an occasion in which there
would not be adequate advance time to plan a course of action. Examples could include death
and dying, severe illness or injury, dislocation, severe legal troubles, situations in which the
person(s) might bring great harm to themselves or come to great harm, etc. No list of examples
could be complete.
Emergencies in which the member is the subject do not qualify for leaves or funds requests under
this policy. If a member’s illness requires treatment elsewhere, Medical Committee deals with
that. The Social Manager may be resource person for crisis intervention, counseling, information,
and advice but time away or funds requests for personal emergencies should be referred to
another appropriate community agency.
The Social Emergency budget will be a reimbursement fund. Full or Provisional members
requesting social emergency funds will apply to the Membership Manager. Travel expenses will
be paid out of a members DF or AR first; then at the end of the fiscal year the money in the
Social Emergency budget will be divided evenly among all those who applied for funds.
Members granted reimbursements will need to provide all corresponding receipts either through
a town trip or check. Members requesting social emergency funds should understand that funds
are supplements and are not meant to cover the entire cost of attending to an emergency.
Social Emergency funds allotments are used to offset expenses incurred by the member in
attending to the emergency travel, phone calls, food, etc. and should not be used to directly
benefit other persons.
If the duration of the Social Emergency Leave is expected to be short, say, not more than a week,
then the member may continue to enjoy all rights and benefits normally accorded members not
on leaves of absence. If, however, the Social Emergency Leaves exceeds a week, then the rights
and benefits of membership are suspended as in other leaves of absence. Social Emergency
Leaves will not exceed one year. This is Board policy.
The Social Manager will determine if the above conditions are met, have an understanding of the
details and arrangements, and deal with the requests in a sensitive and compassionate manner.

14.5 – Jury Duty
Board Policy, 29 Oct 1994
The community’s civic support budget will pay for the expenses of members on jury duty. Any
reimbursement received for jury duty shall be deposited in the civic support budget up to the
amount of expenses, and any remaining reimbursement deposited into the community’s
miscellaneous income account. Members may claim up to 7 hours a day for the time they spend
on jury duty, including transportation time.

14.6 – On Educational Leaves
Policy, 10 May 1984
Population committee has come up with a set of minimum criteria for educational leaves, the
granting of which will be administered by Population Committee. Beyond the basic makeup of
the leave, which is outlined below, each leave, to some extent, will be tailored to the individual’s
and Community’s needs at the time the leave is requested.
A member requesting an Ed. leave must have been a member for at least 3 years and not have a
negative labor balance.
The field of study must be such that it will benefit the community when co returns from leave.
Leaves shall be granted for degree or certificate-type programs at specific institutions. Course
work (non-degree) can be approved if the Branch to which the courses would relate O.K.’s the
need for such courses.
The basic makeup of an Educational leave is real similar to a Personal affairs leave: Full
membership rights, no voting rights, loss of co’s room, etc. Except that weekly disc. funds (but
not yearly) can be received if co is on farm visiting for at least four consecutive weeks.
Also, until East Wind strikes it rich, community will not pay education, medical, or living
expenses while a member is on Educational leave.

14.7 – Educational Leave
Sponsor unknown Date unknown
Educational Leave will be decided/granted by the Membership Committee on a case-by-case
Minimum requirements – minimum amount of time as a full member is three years
Member must be in good labor standing (above 0) for at least 6 months prior to request for
educational leave the education must directly benefit community.
Process – post a paper on the back board telling Community about the educational plans. This
will be in the form of a proposal to the membership committee.Two weeks after the proposal has
been posted, the membership committee will meet with the person, consider the proposal,
consider feedback received, and give a decision to Community.
Rights Retained By Member While On Educational Leave – remains a full member with no loss
of seniority – their room is lost – when co returns to the farm on vacation, co will be the first
person on the next matrix for a room – retains member vote and community meeting vote when
on the farm. (no proxies while away at school)
If co will be on the farm at least four consecutive weeks, they will get their weekly allotment of
Discretionary Funds. Time spent on educational leave will not count toward receipt of yearly
Discretionary funds. When co comes off of educational leave, the time count will resume for
yearly DF. moneys.
Vehicle – If co has a vehicle on loan to Community, co may take the vehicle on Educational
leave. When co returns to the farm, the vehicle reverts to previous loan status (includes vacations
from school)
Income While On Educational Leave – Any income earned or unearned by the person on leave
can be spent at co’s discretion as needed for educational and living expenses.
Break/Study Time – a person on educational leave and on the farm has up to 10 hours a week for
study time within quota. This labor cannot be accumulated.
While on the farm, taking an official vacation from school, the first three days the person will be
off the system.
Only 5% of full members can be on Educational Leave at a time.
No medical expenses will be paid for while on Educational Leave.

14.8 – Medical Leave & Work Exemption
Medical Committee, 28 June 1994
The process for granting a medical leave or work exemption is that Medical Committee
recommends and Management team grants.
In recommending medical leave or labor exemption for emotional health reasons, Medical
Committee will consider the following:
Has co been taking advantage of counseling opportunities at E.W.?
If counseling, has co talked this over with the counselor? What is the recommendation of co’s
counselor on the appropriateness of the proposed leave/exemption? Member may appeal the
counselors decision to a meeting of the Medical Committee and the counselor.
Is the destination a treatment center?
Co should come to a Medical Committee meeting to request the leave and state the number of
days co expects to be gone. Upon return, co is asked to check in with Medical Committee about
the experience.
In recommending labor exemption for physical health reasons, Medical Committee will consider
the following:
Is there obvious disability? Has there been a recommendation by an outside health professional?

14.9 – Community and Civic Support Leave
Passed in Community Meeting, spring/summer 1998
Community and Civic Support Leave is a new leave category where a community member
would be gone to:
support another community (i.e. co wants to spend an extended amount of time supporting
Sandhill’s sorghum harvest, help Dancing Rabbit build buildings, or help a community that is
struggling for a few months),
do a project that supports the Communities Movement in general (such as a major recruitment
tour for the FEC, or help publish the latest Directory),
take part in a major civic support project (i.e. supporting an urban neighborhood project, a family
farm which is in need, or a Native American reservation).
A person on CCS Leave cannot earn money beyond what co needs for daily living expenses
while on leave—this is meant to support others, not to be of direct financial benefit to the
individual granted a leave.
In order to qualify for a CCS Leave, co must have a positive balance in IQ, labor, and DF, and
has been a member at East Wind for a minimum of 6 months (Associates are NOT eligible). Up
to 10% of EW population may be on CCS leave at a given time (in this instance, “EW
population” shall be counted as all adult members “on-the-system” plus all members already on
CCS Leave). If more than 10% of the population wants to do this, there will be a waiting list, the
order of which will be determined by who gets their proposal approved first.
To gain approval for a leave, co must write up a proposal explaining what co will be doing,
where, the length of time estimated, and how this project fits the CCS guidelines. (Please note
that this program is NOT designed to give someone a leave to go touring communities to look
for another home, or just see what’s out there; there must be an intention to actively support
others, and a specific plan for how co will do this.) Co should answer the following questions as
part of the proposal:
In what way do you see this project aligning with East Wind’s mission? (Projects that in some
way support the same things our bylaws do will be especially appropriate.)
How long do you expect the project to take?
What specific role will you be playing in this project?
What, if any, benefits do you see East Wind gaining from your having had this experience?
What is your motivation for wanting to do this project?
Attach to your proposal any written information you have about the project so that others can see
what you’ll be doing.
Once the proposal is written, co will take the proposal to the membership committee, who will
determine if it fits the guidelines and intent of CCS Leave. Once co has received Membership
Committee approval, co must get 25% of the full members to sign it, supporting their leave for
this particular project. In this way, CCS will be a community-supported leave, rather than
something approved by a small committee or something an individual can simply decide to do.
Once the signatures have been gathered, an informational note will be posted for the community
(this is NOT a concerns note—once Membership and 25% of FMs approve it, co can go on
leave). While on leave, co must stay in contact with Membership, at a minimum of once every
two weeks, so that people at home know how it is going, and also to make sure that co is actually
using co’s time away for the intended project. This is also a courtesy to any other people on the
waiting list so that they can make plans. Not staying in touch may result in having co’s leave
terminated (and be put back on the system at that point).
As with all leaves, a co on CCS Leave will not accrue a DF, have medical coverage or a vote, or
any other normal membership privileges while on leave. Co’s room will be held only the normal
amount of time (currently two weeks for PMs and two months for FMs, with FM rights retained
up to a year).
CCS Leaves can last for up to one year, but co’s are encouraged to keep in mind other people’s
de-sires to go on leaves when they are setting up the timeline (in other words, if it’s a project you
can do in two months, don’t take six months off to do it!).

15.0 – A Caring Society
Community Meeting, 8 May 1988
To be a caring society, we will develop and maintain an approach to life in which:
WE TREAT EACH OTHER WITH RESPECT. Instead of classifying anyone on the basis of
some “ism” (racism, sexism, ageism, classism, etc.) we look for the individual worth in each
human being we interact with.
WE’RE SENSITIVE TO EACH OTHER’S FEELINGS. We pay attention to where our fellow
Communitarians are at, take their needs into account, and give them supportive attention when
they’re down. We make a special effort to get to know new people and make them feel at home.
appreciation and give plenty of positive feedback. We de sexualize affection in our minds so we
can freely hug, hold hands, and otherwise physically express warmth and caring.
conflict with someone, we try to work it through with that person (with the help of a mediator, if
necessary) instead of letting it fester. We avoid both public yelling at our “adversary” and private
downers on co. We give negative feedback gently and with respect; we receive it openly and
with honest consideration.
WE’RE THOUGHTFUL OF EACH OTHER. We try to avoid doing things that would make
extra work for someone, and instead to do our best to lighten the work load of others. We each
take responsibility for our own possessions, and clean up our own messes.
We’re careful not to cop out on a responsibility and leave our fellow Communitarians to suffer
be-cause it isn’t done. We’re willing to help without reward, because we know that helping each
other makes it easier for all of us.
can save energy; we take good care of tools, we drive as if we had to pay for our own repairs.
We guide our actions by the knowledge that wasting causes us all more work.
quality in our work and in our lives. We keep our agreements clear and strong. Instead of
complaining about Community’s shortcomings we put our energy into actualizing it’s best
potentials. We realize that the only way we can have a caring society such as this is for each of
us, individually, to do our best to live up to these ideals. We know that none of us is perfect, but
we believe a society of mutual caring is worth striving for in spite of our failings, and that we can
forgive and help each other.

15.1 – Dealing With Social Problems
Board Policy, 17 Jul 1994
The purposes of this policy are to ensure a prompt response to social problems, and make certain
that difficult issues are not glossed over; to encourage respectful communication, information
sharing and problem solving; to support cooperation and movement on issues that are grid
locked. The Board encourages the formulation and posting of statements on how we as
individuals wish to be treated, specifically when others disagree with us. The Board or a
designated committee might help in the formulation of such statements, which might be broad
enough that a number of individuals can sign on. These statements will not be designed to shield
us from criticism or grievances that others may have with us, but rather will suggest ways to
criticize that are supportive to all parties.
The Board will schedule public discussion meetings at least quarterly. At these meetings disputes
or grievances, obvious or under the surface, not being dealt with elsewhere will be discussed.
After discussion the group might recommend further steps. In addition, critical issues will be
promptly scheduled for discussion.
An individual may ask the community for help in dealing with conflict or mistreatment, their
own or someone else’s. The community may offer help through the conflict resolution
procedures. If these procedures fail, the Board may seek a position statement from the
community on the offending behavior.
The Board will seek feedback and reevaluate this policy and the conflict intervention procedures,
from time to time.

15.3 – Sexual Harassment
Community Meeting, 15 Jul 1989
In a society characterized by fairness and mutual respect, sexual harassment has no place. We
agree to educate ourselves about sexual harassment, increase our awareness of when it happens,
and be vigilant in seeing that it not continue.
Sexual harassment is defined as any act of a sexual nature directed at another person which that
person finds offensive, providing that the person who commits such an act has been informed
that the act is considered to be offensive. In line with this, the following three conditions must be
pre-sent before a charge of sexual harassment can be made:
Acts or expressions must be considered offensive by those subjected to them, and a complaint
must be made to communicate this, either directly or indirectly, to the offender.
The person acting in the offensive manner must be informed that either the specific act or the
type of act was considered offensive by those subjected to it. A public notice is not sufficient to
meet this requirement.
The act must be determined by the Social Manager to be sexual in nature.
The Social Manager is charged with verifying these conditions and facilitating communication
between those involved.
Some examples of acts which are likely to offend:
When a person tries to use some perceived power over another to get them involved in sexual
activity, e.g. when a member implies that a visitor should be involved sexually with co or others
in order to get accepted for membership.
Obscene advances, including words, jokes, gestures, actions, or unwanted touching. What is
considered obscene will vary from person to person.
Staring at or following someone uninvited. This is not only irritating, but can be demeaning or
even very threatening.
Repeated sexual advances, when the other person has made it clear through words or behavior
that they are not interested in your company.
Ridicule of another person’s sexual orientation.
Responses to sexual harassment
A person who has been the victim of sexual harassment may in some cases feel able to talk
directly with the offender about it. The Social Manager, if called upon, is prepared to question
the accused individual about what happened, and to determine whether that person understands
the community’s policy on sexual harassment. Based on the results of that conversation, the
Social Manager may recommend one or more of the following:
No further action; assurance from the individual that co intends to abide by the community
policy may suffice.
Facilitated discussion involving both parties.
Voluntary behavior contract, in which the individual agrees to abide by the community policy,
and accepts specific consequences if co breaks the contract, such as leaving the community for a
period of time or permanently.
Community-wide concerns meeting.
Resolution by Community Meeting asking offender to leave.
In a more general, preventative approach, the community should arrange for forums and
workshops on sexual harassment and related matters. Support groups (men, women, or mixed)
can be helpful in raising our consciousness about these issues, and in restoring a sense of safety
for persons who have suffered demeaning or frightening experiences. It is the responsibility of
all of us to work for a non-sexist, non-violent, caring society.

15.5 – Sex Offenders Prohibited
Community Meeting, 25 September 2003
When it becomes known or is confessed that any provisional member, associate, visitor or guest
has ever been legally convicted of sexual crimes against children, their member, association,
visitor period or guest period will be immediately terminated and [co] will have 24 hours to
vacate East Wind’s premises. Any full member convicted or confessed of the same will
immediately receive a call for a vote on membership. It will be the Membership Manager and/or
Committee’s responsibility to notify the offender immediately of the request to leave or a
membership vote. The notice will begin the 24-hour period for leaving.

15.7 – Alcohol and Aggression
Full Member Petition, 12 Nov 2003
[Sponsored by Woody ?]
Three or more people can make a person leave public space if that person is displaying
aggressive behavior while drinking alcohol. If the person does not agree to leave public space
when re-quested, any one or more of the three above mentioned people can go to the Board and
request an emergency meeting to deal with the incident. The Board will schedule an emergency
meeting within 7 days. Consequences regarding the incident will be decided at Community

16.1 – Sunnyside Small Living Group
Community Meeting, 22 Mar 1986
Petition by Eddie to remove the double room from Sunnyside, 10 Oct 97
The following people: Kathy, Sara, Alvin, Marla, Casey, Diana, Eric, and BJ are proposing to
Community that they be allowed to form a Small Living Group in Sunnyside with control over
the whole building.
Control is defined as authority to:
Decide who moves in to Sunnyside other than the core group listed above
Decide who becomes a member of the core group in the future
And make all decisions on modifications to the building (excluding tearing down walls). We are
assuming that the Sunnyside closet [now (1991) the area behind the bar where the fridge
is]would be used as other than a sleeping space.
[Note: The fridge is no longer in the building / bill/060803]

16.2 – Living Groups at East Wind
Community Meeting, 29 Oct 1994
Proposed by Howard, Hoyt, Thuja, et al. Passed 17 ½ yes, 6 no, 3 abstain
East Wind will allow groups of members to set up distinct living groups within the larger
Each living group can choose, from among those accepted for membership in the larger
community, those who reside within the group, and may do so in the manner it chooses to make
such decisions. Each may establish its own provisional residency period. Each living group is
authorized to ask members of the group to move out.
Each living group will be able to decide how it will make decisions (consensus, majority rule,
etc.) on its own domestic issues.
There will be a distinction between common space connected to a living group and community
public space to the extent that, while all public spaces will be open for all East Winders to use,
the living group may set the norms for the use of the space about such things as smoking, noise,
cleanliness, etc. The living group may reserve the space for its own use at times.
Living groups might grow by adding new rooms, buildings, personal shelters, or doubling up,
providing the community as a whole authorizes the growth. The larger community reserves to
itself questions about the size of living groups and may decide to let rooms go empty, for
instance, when there are financial difficulties.
All new buildings (including additions or significant improvements to existing buildings,
personal shelters, etc.), as well as any significant alterations to the land (clearing, etc.) must be
approved by the community as a whole.
Living groups may cook their own meals and claim credit within the community labor system for
up to 15 minutes per person served per day. Cleaning of living group common space will be
creditable in the same way other common spaces are. Living group members will continue to be
responsible for community HTA.
Each LG may set its own norms and rules about such things within the group as level of
cleanliness, noise, music, smoking, communication, and food preparation.
No LG will be considered viable that does not generally maintain a membership of at least 6
adults. Also, a group could be considered not viable if its percentage of occupied residence
spaces is significantly lower than the percentage for the entire community. The community might
allow some rooms to be continuously vacant for guest space.
Living groups will be responsible for replacing members who leave and filling vacant residence
spaces, providing there are enough people interested in joining the larger community to fill the
spaces available. The LG may draw new residents from the general community population.
If a living group is forced to accept a member off the waiting list that it feels is incompatible, it
will do so with the understanding that the new member may be asked to move out when a room
opens up in the general community.
The larger community may dissolve and re absorb a living group if the group is not viable or is
not following this legislation or the bylaws of East Wind. Being dissolved means that the
privileges outlined in this proposal (ability to select, etc.) will be lost.
Groups of individuals wishing to apply to the community for permission to form a living group
and occupy a building will present a plan for implementation.
The implementation of this proposal will attempt roughly equal domestic facilities for all
community members for cooking, laundry, showering, living room space, etc. Living groups
may choose to live with less.

16.3 – Greyhaven Small Living Group
Community Ballot, 15 Apr 95
Axel, Carlos, Laura, Peggy, Lightning, and Steve want to create a Small Living Group at
Greyhaven, the main purpose being to maintain a quiet, low-key living environment where the
public space is kept neat and well-cared for. We’ve also agreed there will be no smoking in the
front room if any one resident requests it and to provide a good home for Kitty Poo.

17.0 – Omnibus Guest Policy
Social Manager, 17 Sep 93
Altered by Community ballot, 31 October 2012, sponsored by Amanda
I. Discretion in Public Relations
Hosts are expected to be good judges of their guests and exercise discretion. If there is reason to
believe that a guest will be offended by certain practices or interactions, the host should avoid
showing the guest places where these are likely to happen or give advance warning that someone
is touring through.
An example of a practice that might cause a guest offense: nudity. An example of giving advance
warning: calling Rockbottom before taking a guest south or posting easily noticed notes on the
day board to announce where guests will be touring. Generally, people who stop in to buy
community products should not be toured beyond the business area. Generally, discretion in
public relations applies to the following categories of guests:
Tourists and Customers: Their stays are very short. They drop in to buy stuff or look at the place.
A community products desk worker deals with them or else the desk worker recruits a volunteer
to deal with them. Example: Cloud Nine people.
Business, Government People, the local public: They have an ongoing relationship with East
Wind Inc. or are interested in some facet of the community’s operations or public relations. Their
stays are generally short. They are hosted by the appropriate manager or the Board. They seldom
drop in and their arrivals are usually prearranged and anticipated. Examples: Accountant,
truckers, hired workers, politicians, outside consultants.
The following types of guests have access to the community’s premises and services in the same
way visitors do:
Networkers: People from other intentional communities or allied organizations. Their stays vary
in length. They are hosted by the Social Manager, FEC delegates, or the Board.
Friends of East Wind: Local people who socialize with us and who we know and trust. Their
stays are short, but frequent. They can drop in and don’t need a host. Examples: Peg and
Friends, Relatives, Former Residents of East Wind: The vast majority of guests. Their stays tend
to be longer. They are hosted by residents of East Wind.
Members and associates on leave: They are hosted by residents of East Wind but are treated
differently than guests
Child guests: Matters concerning guests who are legal minors are referred to the children’s
program. Please consult the Child Board if you are considering inviting a legal minor or if
children are included in your guest party.

II. Considerations in preparing for guest visits
What information to include in a guest note
If possible, post the note two weeks in advance of the guest’s anticipated arrival. The more
advance notice, the better.
Arrival date or estimate of arrival date.
Who is the guest? What is your relationship to the guest?
If this is other than a social visit, state why the guest if coming.
If the guest is staying overnight state where.
Discretion in public relations. If the guest is a tourist, customer, someone from the local public,
or other individual not acquainted or possibly not sympathetic with the culture of the community,
state where you want to tour this person or where this person will be working.
Guests who are hired to do work for the community usually don’t stay overnight but come back
daily until their work in completed. In such cases, the host should include in the note information
on how long such guests will be on the premises even if this is only a rough estimate.
When to ask for concerns in the guest note:
If the guest has been here before.
If you are hosting more than two guests.
If you have reason to believe the guest may be controversial.
If you don’t know the people you are guesting very well.
If your guest want to bring a dog or similar pet.
If the guest has dropped in.
If the guest wishes to stay longer than three weeks.
Any other issue you feel may impact the community, i.e.: where to park an RV. By employing
their knowledge of community rules, norms, culture, and expectations, hosts should be able to
surmise what may be an issue and bring it to the community’s attention in the notification by
including a willingness to receive concerns.
Summary of Host’s Responsibilities
Arrange for housing. The host checks with the person overseeing room assignments about
available space for the guest. The community’s (members, visitors, associates) needs always take
priority over the guest’s needs in housing arrangements. In addition, hosts should:
Familiarize themselves with this guest policy.
Explain relevant East Wind rules.
Orient their guests and show them what’s where.
Address any problems that might come up in sincerity; be sensitive to members’ concerns and be
willing to deal with them.
Provide their guests with any information a guest might want or show a guest how to get this
Discretion in public relations: Make sure there is advance notice of when and where you wish to
tour someone through our home or where the person will be working.
Inform the children’s program in advance, if there is a child guest.
Deal with special needs and issues in advance of the guest’s arrival, if at all possible.
Lengths of Stay
Generally, guests may stay up to three weeks. The guest period may be broken up, but the total
recommended guest stay in a given year is three weeks.
Extended stays beyond three weeks may be arranged for guests. In such cases, it is important to
include why the extended stay is desired when posting notification.
If a guest wishes to stay longer than originally planned, the host should post a note specifying
how much longer the guest plans to stay at least three days before the original guest period is due
to expire and ask for concerns over that three day period. This should be done even if the original
guest period is less than three weeks.
Drop-ins: East Wind discourages, but does not forbid, drop-in guests. Hosts should tell guests
who drop in to give advance notice next time. If someone drops in unannounced and is not a
customer, tourist, or friend of East Wind, it is okay to host the drop-in provided:
The host and the drop-in knew each other previously.
The host judges the guest to not be controversial.
The relationship is one of harmony and trust.
The host should promptly post an announcement of the guest’s visit.
Controversial People: Notification of repeat visits by guests should include a willingness to
receive concerns. As a general rule, don’t invite people who:
Actively abuse drugs and alcohol.
May pose a danger to themselves, others, property, or the community as in violence or theft.
You have trouble getting along with them.
You know they may have trouble being considerate to other people here.
Crowds: At times, the community has lots of guests. During such times, it may be necessary to
space additional guest visits so as to minimize the pressure of crowding on our facilities. During
such times, the Social Manager will post an advisory.
Relationship with the Membership Area
If you know someone who is interested in exploring membership advise them to make
arrangements with the visitor program in the same way as people who we don’t know. If they are
approved to visit, it is okay to guest them before their scheduled visitor group. Guesting people
who are interested in joining the community but who have not yet been scheduled for a visitor
group is discouraged in order to prevent favoritism. The fact that they’re already here influences
who can be invited for visitor groups.
Persons who are voted out or otherwise required to leave the community may be guested once
they have been away from the community for at least a year.

Guest Labor
Guests shall be required to work full quota if their total stay with a given year has exceeded three
weeks (21 days). If there is any reason why the guest should not work full quota this will need to
be explained in a public posting. The Social Manager may grant exceptions.
Guests that are former members or associates are required to work full quota if their total stay
with a given year has exceeded seven days.
Guests who are members or associates on leaves of absence must work full quota during their
Guest labor in the above categories is recorded as done time labor like the labor of other
members and visitors.
Guest labor is not counted toward membership or associate status in the way that visitor labor is,
even if the guest is an associate or member on leave of absence.
Social management determines if the guest is required to do labor for the community and
communicates this to the labor accountant before the guest goes on the labor system.
All guests are encouraged to chip in and help out even if not formally required to work. Guests
who are not required to work don’t have to record their labor.

Members should make an effort to be courteous to guests and considerate of their needs and vice
versa. Sometimes, however, disagreements arise. In some cases, a resident may feel comfortable
enough to discuss the matter directly with the guest. In all cases, it is useful for the resident to
inform the guest’s host of what is going on. Hosts have the responsibility for being of assistance
in working out problems.
If informal avenues for dealing with the problem are not satisfactory, requests for a guest to
leave, concerns that a prospective guest not come, or concerns about a guest’s behavior may be
relayed to social management. They should be written and stipulate reasons. Host complaints
that their guests are being mistreated may also be relayed to social management. They (concerns,
requests, complaints) will be kept confidential upon request. Social management will try to be of
help in resolving issues concerning guests upon request.
If notice of one’s desire to guest someone results in at least four concerns that the guest not
come, the prospective guest may not come until there is an attempt to solve the problem. Hosts
will inform their prospective guests to delay their arrival until then. If they arrive before there is
such a resolution, they will be asked to leave by a Board Member, Social Manager or delegate.
Such a resolution can be worked out informally between the prospective host and those who
have the concerns or with the help of social management if requested. If these approaches to
dealing with the problem are not satisfactory and the prospective host is attached to hosting the
guest, the guest may come for no longer than seven day total in a given year. The Board may
overrule a decision to invite a guest if 10% of the membership (including provisional members)
request that the guest not come.
If, during a guest period that is expected to last more than seven days, social management
receives at least four request for a guest to leave, and attempts to solve the problem are not
satisfactory, then the guest’s planned stay is limited to no longer than seven days more or the end
of the planned guest stay, whichever is shorter.
If, during a guest period, 10% of the membership (including provisional members) requests a
guest to leave, then the guest must leave within 24 hours.
“Working guests of Membership who are PMs on the waiting list are excepted from this process
(see 11.31 – PMs on the Waiting List as Working Guests of Membership)”.

III. Guests and the Waiting List
New PMs on the waiting list cannot be working guests EXCEPT under the conditions set forth in
11.31 – PMs on the Waiting List as Working Guests of Membership.”.

17.1 – Guest Housing Policy
Board Policy, Sept 1993
Guests and those on labor exchange from other communities will not be guaranteed a standard
private space. Host members are responsible for finding or providing housing for them. Only if
arrangements are made in advance with the Room Assigner can a space be promised, and only if
it is not needed by other members or visitors.

17.2 – Guidelines for Interns
Membership Policy, 1993
1. Applicants for internships must be active students at an educational institution and doing an
internship at EWC must be relevant to their course of study, and a project that we (EWC) are
interested in.
Materials, from a faculty advisor or other appropriate staff person at the applicant’s school, that
outline the expectations and requirements of that institution in regard to the internship must be
sent to the Membership Manager, along with the applicant’s introductory letter.
Prior to acceptance of the applicant by East Wind Community, a definite time limit for the
internship will be established and agreed to in writing.
Interns will not be guaranteed a private room and can normally expect to stay in shared visitor
space. Applicants will only be approved if there will be sufficient space available in the visitor
rooms for the duration of the internship.
Interns will be expected to bring adequate resources to cover their financial needs while at EWC.
They will be advised what current spending money allotments for members are and asked to use
them as a guideline for their spending.
Interns will be asked to drive their personal vehicles as little as possible while at EWC and not
loan such vehicles to members. They will not be able to drive community vehicles, but will be
welcome to go on town trips or ride with members off the property.
Interns will not be covered for any medical expenses, except for work-related injuries.
Interns will attend the same community orientations the visitors do and they will begin their stay
at EWC at the beginning of the visitor period. A contact person will be assigned to a new in-tern
by the Membership Manager and that person will assist the intern during their stay.
Interns will be expected to work the same labor quota as members. If their stay exceeds three
weeks, they will be assigned kitchen clean-up duties and expected to do hammocks production
quota, if it is in force at that time.
Interns will not be eligible for membership during their internship. If they wish to apply
afterwards, they must discuss this with the Membership Manager in advance. Rules and policies
that apply to any candidate for membership will apply to them also.
Interns may be asked to leave if they engage in behaviors that are detrimental and/or dangerous
to the community. Members may bring concerns they have about an intern to the Membership
Manager, who will investigate the concerns and recommend a course of action to the community.
Any intern having a conflict with a member, visitor, or a guest that cannot be resolved by the two
parties is to refer the matter to the Social Committee.

18.0 – Teen Member Status for Labor, Voting & DF’s
Proposed by Qik
Community Ballot, 09 Sep 1996 Passed 10 ½ yes, 2 ½ no
[The original legislation also zeroed the labor balances for four teenagers—Marqis & Ma’ikwe]
For teenagers who choose not to go to school, labor quota is based on a graduated scale, as
Age Hrs./Week
14 20
15 24
16 28
17 32
18 36
18 ½ 40
Current legislation (32.2) regarding graduated DF’s will apply to teenagers who follow the
graduated labor quotas stated above.
The graduated labor quota and DF scale will not be applied retroactively.
Regarding voting on proposals brought to community meeting, when a provisional member with
teenage status (ages 14-18 ½) has been a resident at East Wind for three months (visitor period
included), co will receive a half-vote. Full members with teenage status will receive a full vote.

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