Worker reading paths
Choose the route that matches the pressure workers are actually under.
The wiki is useful only if people can find the right first pages. These paths turn the guide library into a few concrete routes through safety, status, issue guides, and next-step checklists.
The order matters: safety, facts, status, then tactics.
Start with the first page even if the issue guide looks more interesting. A worker under pressure usually needs to lower exposure and preserve facts before choosing a public move.
Then move through the issue guide, status check, or campaign-stage page that matches the workplace. The path is not a script. It is a way to avoid skipping the boring parts that make later decisions safer.
If you are unsure, begin with the safety basics page.
It covers the shared floor for personal devices, personal accounts, clean notes, and avoiding easy pretexts for discipline.
Open safety basicsPaths
Use the smallest route that fits the situation.
A stressed worker should not have to reverse-engineer the whole wiki. Pick a path, read the first two or three pages, then decide whether the situation needs more care.
6 steps
Retaliation or discipline risk
A safer route for workers who think management may already be watching, disciplining, isolating, or threatening people.
Use when
Use this when someone has been written up, questioned, excluded, threatened, or warned after raising a workplace issue.
- 1Lower exposure firstSafety Basics Before You OrganizeMove sensitive notes and conversations away from company systems before the situation gets louder.
- 2Name the riskRetaliation Warning SignsSeparate ordinary workplace friction from warning signs that deserve a calmer response.
- 3Stabilize the next moveRetaliation Response ChecklistUse a short sequence for preserving facts, avoiding public arguments, and deciding who needs support.
- 4Check the toolsCompany Device and Account Safety ChecklistReview company devices, accounts, chat, email, tickets, and docs before moving sensitive material.
- 5Understand the basic rights frameProtected Concerted ActivityLearn the basic idea behind workers acting together over pay, hours, surveillance, workload, and conditions.
- 6Get outside supportTalk to an organizerUse the encrypted intake from a personal device if you need help thinking through risk quickly.
5 steps
AI surveillance or worker data
A route for workers facing monitoring, productivity scoring, AI training data collection, screenshots, or activity tracking.
Use when
Use this when a tool rollout affects more than one person and workers need to compare facts before reacting.
- 1Start with safetySafety Basics Before You OrganizeKeep notes and conversations off company systems before comparing monitoring details.
- 2Frame the issueAI Surveillance and Worker DataUnderstand how surveillance, data collection, discipline, and bargaining issues can connect.
- 3Check the concrete patternMy Employer Is Tracking Computer Activity for AI TrainingUse this for keystrokes, screenshots, app activity, computer-use tracking, and AI training claims.
- 4Preserve factsWhat to Preserve ChecklistRecord policies, dates, rollout messages, affected groups, and discipline connections without over-collecting.
- 5Match the work modeRemote, Hybrid, and Distributed OrganizingAdapt the organizing mechanics if the monitoring problem is spread across teams, offices, or time zones.
5 steps
Layoffs, severance, or restructuring
A route for workers trying to stay steady while jobs, teams, or severance terms are changing quickly.
Use when
Use this when layoffs, performance management, severance, reorgs, or WARN-style notice questions are in the air.
- 1Lower avoidable riskSafety Basics Before You OrganizeKeep sensitive notes and worker conversations outside company systems before comparing layoff facts.
- 2Understand the problemLayoffs and SeveranceUse this when notice, severance, timing, selection, or post-layoff pressure becomes a shared issue.
- 3Save the recordWhat to Preserve ChecklistTrack dates, messages, severance deadlines, policy changes, and inconsistent explanations.
- 4Watch the pressureRetaliation Warning SignsCheck whether discipline, isolation, or threats are appearing around workers who ask questions together.
- 5Do not guess at supportRecognition, Majority Support, and Going PublicIf people want a public move, slow down and test whether support is real enough to carry it.
5 steps
Contractor, vendor, or supervisor-status questions
A route for workers whose title, vendor chain, public-sector status, or authority may change the organizing lane.
Use when
Use this when the worker is a contractor, vendor employee, lead, manager, public-sector worker, or unsure which rules fit.
- 1Start smallSafety Basics Before You OrganizeKeep the first status-mapping conversations narrow and away from company accounts.
- 2Map the employment factsContractor, Vendor, and Misclassification QuestionsClarify payroll, supervision, control, vendor chain, and the practical facts behind the title.
- 3Check actual authoritySupervisor Status and Exclusion QuestionsDistinguish title from real authority before someone takes on a visible organizing role.
- 4Compare to the main laneProtected Concerted ActivityUse the basic rights frame as orientation, then check whether the worker actually fits it.
- 5Talk carefullyFirst Organizing Conversation ChecklistKeep early conversations about status concrete, private, and grounded in what people know firsthand.
5 steps
Early organizing with one or two trusted coworkers
A route for workers who are not ready for a public move and need a disciplined way to compare notes.
Use when
Use this when there is a real issue, but the group is still small and trust matters more than speed.
- 1Set the floorSafety Basics Before You OrganizeUse personal devices and keep the first steps modest before asking anyone to take risk.
- 2Have the first careful talkFirst Organizing Conversation ChecklistAsk better questions, listen for shared stakes, and avoid making the first conversation a pitch.
- 3Map people and structureWorkplace MappingTurn a vague sense of support into teams, shifts, reporting lines, influence, and trust.
- 4Adjust to the workplaceRemote, Hybrid, and Distributed OrganizingMake sure remote-heavy, hybrid, and in-person workers are not treated as the same organizing problem.
- 5Avoid easy mistakesWhat Not to Do ChecklistUse this before people rush into public posts, company-channel arguments, or loose group chats.
5 steps
Game worker crunch, QA, vendor, or launch pressure
A route for game workers dealing with crunch, post-launch layoffs, QA or vendor precarity, and production pressure.
Use when
Use this when the workplace is a studio, QA shop, outsource vendor, publisher team, or game-adjacent workplace.
- 1Protect the basicsSafety Basics Before You OrganizeKeep early conversations off studio systems, especially around launch, layoffs, or vendor renewals.
- 2Name the patternGame Worker CrunchUnderstand crunch as a workplace issue shaped by production schedules, staffing, vendors, and releases.
- 3Connect the cycleLayoffs and SeveranceUse this when launch pressure, restructuring, or post-release cuts are part of the same problem.
- 4Check statusContractor, Vendor, and Misclassification QuestionsMap QA, embedded vendors, contractors, outsourced teams, and who controls the day-to-day work.
- 5Start with trusted coworkersFirst Organizing Conversation ChecklistUse one careful conversation before turning crunch anger into a visible campaign move.