CFI Vancouver Volunteer Agreement

Transcription

1 1 CFI Vancouver Volunteer Agreement All of CFI Vancouver's activities are dependent on the contributions of its volunteers, and we care about your support and safety. We ask all volunteers to conform to a code of conduct and CFI Canada's anti-harassment/hostile conduct policies at all times. By doing so we can ensure that volunteering is rewarding, enjoyable and productive for everyone involved. These policies do not constitute a personnel or legally binding contract. By signing, the volunteer acknowledges the terms, obligations and responsibilities of volunteering with CFI Vancouver. CFI reserves the right to change these policies expects adherence to the changed policy. Areas not specifically covered by these policies will be handled on a case to case basis by the Executive Director. Expectations and Benefits CFI offers benefits and recognition after a minimum of six months of consistent volunteering: a certificate of completion from CFI Canada with recognition from the Board of Directors, the National Executive Director, and the local CFI Vancouver Executive Director. A letter of recommendation from CFI Canada National Executive Director and/or CFI Vancouver Executive Director. A time commitment of between 2 and 5 hours a week and a willingness to make time for events and meetings is expected (unless otherwise discussed with the executive director) Volunteer Interaction with Members, Donors, and the Public Recruiting and retaining members is key to CFI Vancouver's continued success and growth. As such, volunteers are expected to treat members and donors, as well as the general public, with respect and courtesy at all times. If you encounter a problem with another volunteer, member or donor, please contact the executive director first; if the problem is not resolved, please contact the National Executive Director. Only if the problem still persists; contact the Board of Directors. Representing CFI Vancouver CFI Vancouver, as a humanist/skeptical organization asks volunteers to conduct themselves in a way that reflects well on those values of the organization. Volunteers are asked not to contact organizations or individuals on behalf of the organization unless they are given express directions to do so by the Executive Director. Distributing or disseminating text or materials that might be considered discriminatory, offensive or abusive, including but not limited to: sexist, racist, homophobic, transphobic, ablist, ageist or constitute slander, malicious gossip, or a personal attack, which could damage the organizations reputation, is not allowed.

2 2 Confidentiality Volunteers are responsible for maintaining the confidentiality of all proprietary or privileged information to which they are exposed while serving as a volunteer. As such, do not forward confidential messages to unintended parties. Information that could involve staff, volunteers, members, donors or organizational business is all considered confidential. Use of CFI communications systems, membership lists, donor information or media contacts for personal interests outside of the CFI mandate is unacceptable. Likewise, transmitting or accepting unsolicited commercial or advertising material, this includes using CFI addresses to sign into personal networking sites (including twitter, linkedin etc) is not acceptable. Copywrite/Ownership Issues Material produced by volunteers for the organization, including graphic materials, web page designs, narratives, research, articles, etc., becomes the property of the organization upon submission. Volunteers will receive credit for these and other contributions where and when appropriate. Accessing copyrighted information in any way that violates the terms of the copyright agreement will not be tolerated. Service at the Discretion of CFI Vancouver CFI Vancouver accepts the service of all volunteers with the understanding that such service is at the discretion of the organization. Volunteer's agree that the organization may at any time, for whatever reason, decide to terminate the volunteer's relationship with CFI Vancouver. Ending Your Volunteer Role You may at any time decide to cease volunteering with the organization. Notice of such a decision should be communicated as soon as possible to CFI. We request that you wait until any outstanding assignments you have are complete, or until you and your supervisor are able to transfer responsibility for your current tasks to another volunteer. Dismissal of a Volunteer Volunteers who do not adhere to the rules and procedures of CFI Vancouver or who fail to satisfactorily perform their volunteer assignments are subject to dismissal. No volunteer will be terminated until the volunteer has had an opportunity to discuss the reasons for dismissal with the volunteer manager.

3 3 Harassment/Hostile Conduct Policy Purpose and Scope of Policy The Centre for Inquiry (CFI) are educational organizations. As part of our educational mission, we hold conferences from time to time. To ensure that everyone attending our conferences is able to participate in them fully, CFI is committed to providing a safe and hospitable environment at our conferences. Accordingly, CFI prohibits intimidating, threatening, or harassing conduct during our conferences. This policy applies to speakers, staff, volunteers, and attendees. Conferences for purpose of this policy includes any educational meeting or gathering organized or sponsored by CFI to which nonemployees are invited. In other words, this policy applies to local or regional meetings, not just national conferences. This policy supplements the previous policies on harassment and code of conducts set forth in the CFI employee and volunteer agreements, which governs the conduct of CFI staff and volunteers; it does not replace or supersede that policy. Prohibited Conduct In general, prohibited conduct includes any abusive conduct that has the purpose or effect of unreasonably interfering with another person s ability to enjoy and participate in the conference, including social events related to the conference. Prohibited conduct includes, but is not limited to, yelling at or threatening speakers or attendees, or any significantly disruptive conduct. By way of example, repeated interruption of a speaker by an attendee is prohibited. Prohibited conduct includes, but is not limited to, harassment based on race, gender, sexual orientation, disability, or any other protected group status, as provided by local, provincial, or federal law. By way of example, abusive conduct directed at someone because of their race is prohibited. Prohibited conduct includes, but is not limited to, sexual harassment. By way of example, unwelcome sexual attention, stalking, and physical contact such as pinching, grabbing, or groping are prohibited. Critical examination of beliefs, including critical commentary on another person s views, does not, by itself, constitute hostile conduct or harassment. One of the underlying rationales of this policy is to promote the free exchange of ideas, not to inhibit it.

4 4 Consequences of Hostile or Harassing Conduct CFI has a zero-tolerance policy for hostile and harassing conduct. If a person engages in hostile or harassing conduct, appropriate remedial action will be taken, which may include, but is not limited to, expulsion from the conference. Threats of hostile conduct that are made prior to a conference may result in exclusion from the conference. The exact remedy for hostile or harassing conduct will depend on an evaluation of all relevant circumstances, such as the severity of the conduct and prior violations by the person engaging in prohibited conduct. When there is a reasonable basis for believing the conduct is illegal, appropriate law enforcement authorities will be notified. Reporting Hostile or Harassing Conduct; Investigations Persons who are the targets of, or witnesses to, hostile or harassing conduct should contact conference staff. At smaller meetings, conference staff, including the person(s) in charge of the meeting, will be introduced at the beginning. At larger conferences, conference staff will wear identification and/or will be identified in the conference program. At larger conferences, phone numbers for hotel/venue staff, local law enforcement, and local emergency medical personnel will be provided to conference attendees to facilitate prompt response to complaints and/or requests for assistance. Reports of hostile or harassing conduct will be promptly addressed. On some occasions, where conference staff are witnesses to the prohibited conduct, immediate remedial action may be taken. Where a report of hostile or harassing conduct is made to conference staff after the conduct has occurred, reasonable measures will be taken to establish the facts. This will typically include discussion with witnesses, if any, and the person accused of engaging in the prohibited conduct. Inquiries into hostile or harassing conduct will be carried out as confidentially as possible given the circumstances. Record-Keeping CFI will make a written record of all complaints/incidents as soon as practicable. These records will be used in connection with implementing this policy. These records will be maintained in the headquaters of CFI Canada and will not be disclosed to individuals outside of the organization except as required by law.

5 5 I,, have read and agree to the CFI Vancouver volunteer agreement, I have read and agree to the CFI Vancouver antiharassment/hostile conduct policy. Volunteer s Preferred contact information: Phone: Volunteer's Signature: Date: