A code of conduct for volunteers defines the standards of behaviour expected of volunteers
The most essential resource of any charity is its people. Volunteers play a particularly important part in executing the work of a charity. Charity trustees are responsible for providing leadership to volunteers. This includes supporting and valuing the contribution volunteers make to the aims and objectives of the charity as well as promoting standards of behaviour as outlined in this document.
Charity trustees will support volunteers in carrying out their duties and always, in terms of their conduct, serve as an example of how everyone in the charity should conduct themselves to reflect the values of the charity.
WHAT IS A CODE OF CONDUCT FOR VOLUNTEERS?
A code of conduct for volunteers defines the standards of behaviour expected of volunteers to ensure that:
The Code of Conduct for Volunteers applies to all volunteers within the charity and will be shared with new volunteers as soon as they agree to take on a volunteering role in the organization.
The board of charity trustees will review the Code of Conduct for Volunteers at 3-year intervals or as appropriate.
The purpose of the Code of Conduct for Volunteers is to set out standards of behaviour expected from volunteers of Community Cancer Caregivers CLG. All volunteers should ensure that they have read and comply with this Code of Conduct.
Volunteers should maintain the highest standards of behaviour in the performance of their duties by:
VOLUNTEERS ARE EXPECTED NOT TO
Where a volunteer is found to be in breach of the standards outlined in this Code of Conduct or any of Community Cancer Caregiver’s other policies and procedures this may result in the volunteer’s position being terminated. Notwithstanding the foregoing, volunteers should note that Community Cancer Caregiver’s may terminate a volunteer’s position without cause.
Volunteers acknowledge that no employment relationship is created in the context of their role with Community Cancer Caregivers. The board of charity trustees will review the Code of Conduct for Volunteers at -year intervals or as appropriate. The Board is responsible for ensuring that this policy is implemented effectively. All other staff and volunteers, including charity trustees, are expected to facilitate this process.
In seeking information from volunteers about criminal convictions (or the fact that they have been charged with an offence or given the benefit of the Probation of Offenders Act 1907 (as amended)) charities should comply with data protection law and be aware of the limitations on the circumstances in which it is possible to process such information (e.g. see section 55 of the Data Protection Act 2018). It is also important that charities have due regard to the provisions of the Criminal Justice (Spent Convictions and Certain Disclosures) Act 2016 (as amended). If a charity has any doubt about its rights and responsibilities in this regard, it should obtain legal advice.
STATEMENT TO THE MEDIA
Any statements to reporters from newspapers, radio, television, etc. in relation to our business will be given only by a Director and following approval by the Board.
USE OF SOCIAL NETWORKING SITES
Any service-related issue or material that could identify an individual who is a client or volunteer colleague, which could adversely affect the service to a client or our relationship with any client must not be placed on a social networking site. This means that service- related matters, must not be placed on any such site at any time either during or outside of service working hours and includes access via any computer equipment, mobile phone or PDA.
ABUSE OF ANY SOCIAL NETWORKING PROFILES
The service takes its responsibility towards its volunteers very seriously, and in light of this all volunteers should be aware that it will be considered an offence to abuse another volunteer’s social networking profile on Company time, by using Company equipment, or which implicates the Company in any way. Abuse of social networking profiles is the posting of offensive comments, pictures, links or otherwise on any volunteer’s social networking profile/page.
As a volunteer you should not access social networking sites during working hours, however if accessing these pages on designated rest breaks or outside of working hours you should not put yourself in a position where your profile is susceptible to hacking by any volunteer.
Any volunteer who is found to have abused any volunteer’s account may be in breach of the Company’s policies and may be subject to disciplinary action, up to and including dismissal.
It is important that if you feel dissatisfied with any matter relating to your work you should have an immediate means by which such a grievance can be aired and resolved.
Nothing in this procedure is intended to prevent you from informally raising any matter you may wish to mention. Informal discussion can frequently solve problems without the need for a written record but if you wish your grievance to be formally recorded and investigated, please make this clear at the outset.
If you feel aggrieved at any matter relating to your work (except personal harassment, for which there is a separate procedure), you should: