Alnowair Volunteer Application Form
Code of conduct for volunteers
- Interact with one another, with employees and with members of the public in a professional, courteous, civil, dignified, respectful, fair and equitable manner.
- Perform their job functions in the best interest of the Alnowair.
- Honour the need for confidentiality with respect to information obtained in their course of volunteering and will not disclose confidential information gained by reason of their positions.
Examples of Prohibited Behaviour:
- Behaviour that demeans, ridicules, or embarrasses an employee or fellow volunteer. This can include practical jokes that may be offensive or damaging to the volunteering relationship.
- Bullying which creates an intimidating, humiliating or uncomfortable work environment.
- Abuse of authority (someone in a position of authority uses his/her position to undermine, intimidate, interfere with, improperly influence or threaten another volunteer or member of the Centre).
- Harassment of others because of race, ancestry, age, record of offences, marital status, same-sex partnership status, family status or disability.
Complaint Procedure for Volunteers:
Any volunteer who believes that he/she has been treated contrary to this Code of Conduct may:
- Approach the person directly and request his/her behaviour to stop
- Notify your Alnowair Supervisor or program coordinator
- All complaints should be received in writing with the complainants’ signature. The document should include details of the alleged behaviour including dates, times, places, names of individuals involved and any witnesses.
What happens next.....
- Alnowair Supervisor will meet with the person who the complaint was made against to give him/her an opportunity to present his/her side
- Alnowair Supervisor will obtain a written statement by the accused clarifying that they have been made aware of the complaint made against them and direct him/her not to discuss the complaint with anyone else
- Alnowair Supervisor (together with the Division Manager) will make a finding as to whether the complaint is substantive and then specific decisions will be made in result of it.
Where it is determined that corrective action or disciplinary action is to be taken against a volunteer, such actions may include but are not limited to:
2. Further training