About
Namaste Solar is a Boulder- and Denver-based solar company that was founded in 2005 and transitioned to an employee-owned cooperative structure around 2011. The company currently has around 200 employees. Approximately half of the employees are member-owners. The structure is driven by a mission to create holistic wealth and adhere to conscientious business practices, viewing itself as a community rather than a traditional corporate entity.
1. Organization of the Namaste Solar Worker Cooperative
The co-op is fundamentally organized around the principle of one person, one vote, prioritizing equity in governance and financial risk.
| Organizational Aspect |
Details |
| Ownership Acquisition (Buy-in) |
Co-ownership requires the purchase of one Class A share priced at $5,000. Employees cannot buy more than one share. |
| Financing the Buy-in |
The $5,000 share can be paid upfront, but most employees opt for an interest-free loan through the company, paid via payroll deductions (standardized at about $24–$25 per paycheck). |
| Candidacy and Vesting |
Employees can petition for candidacy after 30 days of employment. The candidacy period lasts 12 months and is required before an employee can be voted in as a full co-owner. |
| Governance Structure |
Namaste uses a formal Board of Directors with seven seats. This includes four internal co-owners (elected by the co-owners) and three external members (often retired CFOs/CEOs/CPAs). Co-owners have authority over the board, meaning any decision made by the board can be challenged by the co-ownership and put to a vote. |
| Decision-Making |
Decisions are made by majority vote.There is a "decision zone chart" that outlines which decisions fall to the CEO, which fall to department heads (distributed leadership), and which require a co-owner vote. |
| Transparency |
The company operates with open books. Co-owners and candidates have full access to financial statements (P&L, balance sheet) and can request specific reports (e.g., sales team spending on conferences). Full salary transparency is maintained; any co-owner can see the pay of every other person at the company. |
2. Financial Benefits Offered to Employees
The financial benefits are primarily focused on equitable profit distribution and competitive compensation rather than massive individual wealth accumulation.
A. Profit Sharing and Wealth Generation
- Patronage Dividends: Co-owners receive patronage dividends (profit sharing) when the company is profitable, typically distributed annually after the board determines the amount. The distribution is equal for all co-owners based on prorated hours/tenure, regardless of salary or role (the CEO receives the same amount as an installer).
- Payout Range: Dividends are usually in the hundreds of dollars, sometimes over a thousand, and have gone as high as $5,000–$7,000 in exceptionally good years. However, they are consistently characterized as not life-changing amounts.
- Investment as Savings: The $5,000 share acts as a form of savings; if a co-owner leaves the company, the funds in their capital account (including the original buy-in) are refunded to them.
- Tax Advantage: Profit sharing is tax-deductible for the cooperative, meaning the double taxation of dividends common in corporations is avoided.
B. Compensation and Benefits
- Wages and Margins: Namaste often runs on razor-thin margins because it prioritizes all stakeholders, not just profit, and commits to paying employees "as well as we can". Employees realize they could often make more elsewhere, but express that the culture and cooperative governance are what they value most. The ratio of the highest paid person to the lowest paid person is maintained at less than six-to-one.
- 401k: A standard 401k is offered to all employees. The company does not match 401k contributions. This decision stems from a philosophical opposition to rewarding employees who can afford discretionary savings while leaving lower-income, "paycheck to paycheck" employees without the benefit. Instead, the money that would fund the match is distributed equally via patronage dividends.
- Extensive Benefits: The company offers comprehensive benefits, including a generous PTO plan, health insurance (covered largely by the company), paid sick time, and an RTD Eco Pass. They also offer 20 hours of paid volunteer time and 10 hours of Equity Time Off (ETO) for DEI education.
- Direct Labor Investment: For installers, the company pays the full tuition for their four years of schooling, provides essential gear (PPE, power tools), and covers most textbook costs.
3. Emotional and Cultural Benefits
The co-op structure creates a highly engaging, supportive, and transparent culture that fosters professional growth and reduces anxiety.
- Empowerment and Voice: Co-owners feel seen, heard, and trusted. The culture promotes "Frank, Open, and Honest" (FOH) communication. Employees are given the agency to question decisions, propose changes (even major ones like moving offices), and challenge board decisions.