Red Pines
A Self-Sustaining Collectivist Community
Core Principles
Collectivism Over Individualism: All resources, labor, and decision-making are communal.
Interdependent Guilds: No profession is elevated over another—every contribution is essential.
Rotating Responsibilities: Encouraging diverse skill sets and preventing power consolidation.
Education for Collective Mindset: Ongoing learning to reinforce cooperation over competition.
Rejecting Tribalism: All members are equally valued, no artificial divisions.
Resolution of the Collective
Resolved, That the great fruit which bears us as seeds, our home which has cradled us from the forests of Africa to the American Arctic, are, and of right to be, free from the division of borders, that all life is to walk the earth freely, and that all are given unto them what is needed, and only have taken what they are able to provide; that shelter and sustenance will be provided equally, without transaction, to all life. That it is expedient forthwith to take the most effectual measures for forming communal bonds. That a plan of collective confederation be prepared and transmitted to all who would take up action against tyranny.
Governance & Decision-Making
1. The People’s Assembly (Direct Democracy)
Open to all residents; meets monthly for decision-making.
All major policy, land use, trade, and disputes are resolved here by majority vote or consensus.
Decisions are recorded and reviewed quarterly to ensure long-term viability.
2. The Council of Guilds (Cooperative Oversight)
Rotating representatives from each guild coordinate projects, problem-solve, and ensure fair labor distribution.
Ensures no guild dominates and that all voices are heard equally.
Council members serve six-month terms, preventing stagnation and hierarchy.
3. Mediation & Conflict Resolution
Trained facilitators, not enforcers, help resolve disputes through restorative justice practices.
If unresolved, matters go to the People’s Assembly for collective arbitration.
Collective Population Limit
The collective will be limited to 200 members, in line with Dunbar’s number, this will:
Prevent bureaucratic bloat by keeping the community size small allowing less factionalized direct democracy.
Maintains social accountability
Territorial Bounds
The collective will not view Red Pines as owned territory, instead viewing regional bounds as bio-regional divides, to ensure lessened impact on the environment, as well as an agreed upon Humans Per Square-Mile Index (HPSMI).
Collective Confederations
In the event that a collective exceeds its population or territorial bounds, the establishment of a splinter collective will occur.
Splinter collectives will be tied, initially, to the collective from which they break away to ensure sustainability and stability through its foundation.
Excess population will be diverted from the originator collective to the splinter collective.
While linked the two collectives will act as one, sharing manpower and resources freely, though each collective will have its own parallel guild structure.
Once the splinter commune achieves self sustainability in essential goods they will be released from any connection to their originator and transition into a stand alone collective.
Collective Trade & Relief
Collectives will be free to trade non-essential goods with each other, this will operate through gifts or bartering.
Essential goods would be defined by each collective, based on the needs of its members and the resources available to them.
Essential goods will not be traded, onus will be on the individual collectives to provide basic necessities and ensure self sufficiency.
In the event of a natural disaster, leading to the destruction of crops, water supply, or housing, neighboring collectives will be tasked with organizing a relief effort. If no relief effort is mounted, or a return to habitability is unrealistic within 6 months, then the members of the affected collective will be given refugee status and will be able to seek incontestable residency in any neighboring collectives.
Collective Defense
The collective will not maintain a standing army or organized military force. Instead, defense will be structured around decentralized, community-based strategies focused on deterrence rather than aggression. The following principles will guide the collectives approach to security:
The collective rejects the formation of a centralized military force , as history has shown that standing armies lead to hierarchy, expansionism, and authoritarianism.
If a collective is threatened by external aggression, neighboring collectives may voluntarily provide assistance based on need, ensuring defense remains reactive, rather than an offensive force.
Any leader or member advocating for territorial conquest will be removed from their role in the collective and re-educated if possible.
Population Control & Growth
To maintain sustainability and prevent resource strain, collectives will regulate population growth through a structured and adaptable system:
If a collective reaches its population limit, members will first be encouraged to migrate voluntarily to other collectives in need of additional population. Neighboring collectives will be contacted to facilitate relocation.
If population growth exceeds sustainable limits and no migration opportunities exist, scouts and survey teams will be dispatched to identify viable locations for a new collective. A splinter collective will only be established if:
The surveyed land is deemed capable of supporting self-sufficiency.
A sufficient number of members volunteer to form the foundation of the new collective.
The originator collective can provide initial support without destabilizing itself.
Once established, the splinter collective will remain loosely tied to its originator, sharing manpower and resources until achieving self-sufficiency.
Each collective will democratically determine the number of births allowed per year based on resource availability and sustainability:
Prospective parents submit a one-time application.
Applications remain in a queue until their turn arrives, ensuring fairness and eliminating yearly reapplication burdens.
The annual birth quota may be adjusted through democratic review as needed.
In cases of significant population loss due to illness, disaster, or other crises, collectives may:
Temporarily increase birth quotas to ensure long-term viability.
Prioritize incoming migration from other collectives.
Establish emergency adoption policies to integrate orphans from affected collectives, ensuring community cohesion and care.
All population policies are subject to collective review and modification, ensuring adaptability without compromising sustainability.
Guild-Based Labor System
The guild system is designed to be interdependent, non-hierarchical, and knowledge-sharing, focused, but it requires structural anchors to maintain stability and prevent skill loss. Below is a breakdown of how Elders, Apprentices, and Members function within this system.
Guilds Structure
Elders
Elders do not rotate between guilds but remain with their guild as mentors, long-term decision-makers, and knowledge keepers.
They act as advisors rather than authoritative leaders, ensuring stability, continuity, and the transmission of skills.
Elders are typically highly experienced, deeply knowledgeable, and responsible for training apprentices.
Their presence ensures that complex tasks are not lost due to the rotational system
Selection & Tenure
Chosen by guild consensus based on skill level, experience, and teaching ability.
They serve indefinitely, but they can step down voluntarily or be replaced through a guild-wide vote or if they become unable to perform their role.
Apprentices
Apprentices rotate through different guilds to develop broad, practical knowledge.
They train under Elders and other senior members, learning skills hands-on.
Once apprentices gain mastery, they either settle into a guild permanently or continue rotating based on community needs.
Rotation System
Each apprentice spends 6-12 months in a guild before moving to another.
Some apprentices may specialize early in essential fields like medicine, energy, or construction.
Guild votes on when an apprentice is ready to settle permanently or continue training.
General Members
General Members makeup the core workforce of the community.
Members rotate tasks within their guild and, in some cases, between guilds.
They apply what they learn in apprenticeships to sustain operations.
Rotation System
General Members can choose to rotate periodically to broaden their skills.
Guild List
Each guild self-manages, with rotating leadership and knowledge-sharing practices to prevent gatekeeping. Apprenticeship programs ensure skills are passed on.
1. Housing & Infrastructure Guild (~20-30 members)
Constructs and maintains the built environment
Carpenters (4) – Homes, communal buildings, furniture
Stonemasons (2) – Foundations, pathways, structural reinforcements
Roofers (2) – Roof installation & maintenance
Plumbers (2) – Water, irrigation, sanitation systems
HVAC/Insulation Specialists (2) – Passive heating, insulation, ventilation
Electricians (2) – Renewable energy systems, wiring
Mechanics (2) – Farm equipment, vehicles, tool maintenance
Tinker/Small Machinery Repair (1) – Lock, radio, clock, tool repairs
Blacksmiths/Metalworkers (2) – Tools, hinges, farm implements
Loggers & Sawmill Operators (3) – Sustainable lumber processing
Rotating Responsibilities: Members spend one day per month in other guilds to broaden skill sets.
2. Agricultural & Food Guild (~30-40 members)
Grows, harvests, and distributes food
Farmers (8) – Crop rotation, greenhouse care, irrigation
Dairy Farmers (2) – Goats/cows for milk, cheese, yogurt
Herbalists & Foragers (4) – Wild edibles, herbal medicine
Butchers (2) – Ethical meat processing, preservation
Bakers (2) – Bread, grain milling, storage
Cooks (4) – Communal meal preparation, nutrition planning
Food Preservation (4) – Canning, fermentation, smoking, root cellaring
Beekeepers (2) – Honey, pollination support
Rotating Responsibilities: Weekly workshops on sustainable food systems and cooking education for all residents.
3. Energy & Water Guild (~15-20 members)
Maintains water access and energy grid
Well Maintenance (2) – Water system engineers
Irrigation & Greywater Recycling (3) – Sustainable irrigation & sanitation
Renewable Energy Specialists (5) – Solar, wind, hydro, grid management
Electricians (2) – Grid maintenance, power storage
Water Purification (3) – Filtration & safe drinking water management
Community Involvement: Weekly energy-use reports for transparent resource distribution.
4. Trade & Production Guild (~20-30 members)
Manufactures goods and manages external trade
Woodworkers (3) – Furniture, tools, structures
Leatherworkers (2) – Clothing, belts, bags, durable goods
Weavers/Tailors (4) – Clothing production & repairs
Potters & Ceramicists (2) – Dishware, water vessels, clay goods
Soapmakers & Candle Makers (2) – Hygiene products, lighting
Traders & Market Managers (4) – Oversees trade with neighboring settlements
Education Focus: Mandatory skill-sharing sessions ensure all members can contribute.
5. Health & Well-being Guild (~10-15 members)
Provides medical care and mental health support
Medical Personnel (3) – Nurse, medic, first aid
Herbalists (3) – Alternative medicine, salves, remedies
Fitness & Bodywork (2) – Physical therapy, yoga, holistic healing
Mental Health Practitioners (2) – Therapy, support groups
Community Education: Monthly workshops on preventative care & first aid training.
6. Education & Cultural Enrichment Guild (~10-15 members)
Ensures collective learning and anti-tribalist education
Teachers (3) – Community education for children & adults
Librarians (2) – Maintains digital & physical archives
Art & Music (4) – Creative workshops, performance spaces
Historical Recorders (2) – Document community decisions, oral histories
Collective Learning:
Mandatory communal history education ensures all members understand Red Pines’ ethos.
Anti-tribalist conflict resolution training included for all residents.
7. Security & Wildlife Stewardship Guild (~10-15 members)
Protects against environmental threats, not people
Hunters & Trappers (4) – Sustainable meat sourcing, predator control
Rangers/Scouts (4) – Environmental monitoring, forest patrols
Fire Prevention Specialists (3) – Emergency response, controlled burns
Mediation & Conflict Resolution (2) – Prevents internal disputes from escalating
No Standing Police Force: Security focuses on environmental hazards, not social control.
8. Communication & Technology Guild (~5-10 members)
Manages internal & external communication
IT & Network Admins (2) – Maintain Red Gate (LAN internet)
Writers & Record Keepers (3) – Newsletters, decisions, storytelling
Radio Operators (2) – External emergency contact
Transparency Mandate: All decisions are documented and openly available to residents.
Final Notes
Guilds are not separate classes—everyone rotates roles and responsibilities.
Skill-sharing is mandatory—no knowledge is hoarded.
Decision-making is participatory—every resident has a say.
Education instills anti-tribalist values—emphasizing cooperation over factionalism.