VOLUNTEER SERVICE AGREEMENT
This Agreement describes the arrangement between HoneyLove and volunteer.
WITNESSETH: Whereas volunteer intends to donate services to HoneyLove and HoneyLove intends to accept the donation of volunteer services,
NOW THEREFORE, in consideration of the mutual promises, the parties hereto agree as follows:
1. Volunteer agrees to donate services to HoneyLove in the capacity agreed upon with supervisor. Services may include, but may not be limited to, the Role Description(s) for each of the following roles:
2. It is mutually and expressly understood that volunteer services shall be donated and that volunteer is not entitled to nor expects any salary, wages, or other compensation or benefits (including worker’s compensation or health insurance) for these voluntary services.
HoneyLove agrees to:
3. Provide a description of the role(s) offered, and to support and supervise the volunteer.
4. Make every reasonable effort to provide a healthy and safe working environment insofar as is practical given the nature of bee-related activities. A bee-related activities waiver must be signed by all HoneyLove staff volunteers and members of the public prior to engaging in any beekeeping or bee-related activities to ensure full awareness of potential risks and liabilities involved.
5. Provide volunteer equipment and materials. HoneyLove is not able to reimburse expenses unless a HoneyLove Supervisor or Officer explicitly authorizes them in advance. Petty cash will typically be provided prior to purchase in such cases.
6. To follow the supervision and direction of any personnel, employee, or volunteer to whom volunteer has been assigned to perform services, and to participate in any training required by HoneyLove.
7. That volunteer is not considered a HoneyLove employee for any purposes while performing voluntary services.
8. That although serving as a volunteer, the public may regard volunteer as a representative of HoneyLove, and thus volunteer will, if requested, wear HoneyLove volunteer identification (lanyard and badge) while volunteering, observe safety practices, rules, regulations, and instructions, speak and conduct his/her self in a way that will maintain the integrity and reputation of HoneyLove, and abide by common sense rules of conduct necessary to the welfare of HoneyLove and the general public we serve.
9. That failure to abide by the terms of this agreement or engagement in any of the unacceptable behaviors listed here while volunteering may result in disciplinary action up to and including termination:
a. Destruction, damage, avoidable wastage, theft, or unauthorized use of property that is not the property of the volunteer.
b. Reporting for assignment while under the influence of alcohol, narcotics, or other controlled substances.
c. Breaches of confidential information or material.
d. Transporting HoneyLove staff or members of the public in any vehicle without a valid license and registration, or while otherwise unfit to drive.
e. Sexual or racial harassment or other unlawful discrimination toward another staff member or member of the public.
f. Engaging patrons, volunteers, employees, or members of the public in religious instruction proselytizing or worship while in service as a volunteer.
g. Negligence or failure to follow safety practices that results in an injury to others.
10. That volunteer understands that if volunteer is responsible for injuries to third parties or damages to their property while acting outside the scope of assigned volunteer duties, that said volunteer may be held personally liable for any monetary damages a court may award to the injured party.
11. Volunteer’s services rendered to HoneyLove shall apply only in the case of liability arising out of the ordinary negligence occurring while volunteering, but not for the benefit of volunteer, his/her heirs, executors, or administrators in any action arising out of gross negligence, willful misconduct, or any other conduct on the part of volunteer which may give rise to criminal liability.
12. To fully cooperate with HoneyLove and its agents in any investigation, lawsuit, arbitration, or any other legal or quasi-legal proceedings that arise from the matters covered by this agreement. Volunteer further agrees to notify HoneyLove immediately of any incident that occurs or may occur which might give rise to liability on the part of the volunteer.
13. I understand that, if approved, my volunteer service will be scheduled on an as-needed and as-available basis. I also understand that my volunteer assignment may be terminated at any time by either party to this agreement.
Volunteer Confidentiality Agreement
In consideration of my participation as a volunteer with HoneyLove, I hereby agree to the following Confidentiality Agreement.
I understand that I may be given access to confidential and/or proprietary information to the extent necessary in order to perform my duties as a volunteer with HoneyLove.
I shall not, at any time either during or subsequent to this participation with HoneyLove, make unauthorized disclosures or unauthorized use of any information that is considered to be proprietary or confidential by HoneyLove, including but not limited to lesson plans, member and donor lists, or any personal information of any HoneyLove employee, volunteer, agency, partner, member, or donor, whether in written oral or electronic form.
If I am unsure about the confidential nature of specific information or whether specific information may be protected under state or federal law, I will ask the HoneyLove staff member supervising my actions for clarification before disclosing the information.
When I cease my participation as a volunteer with HoneyLove, I will return all HoneyLove-related information and property that I have in my possession, including without limitation documents, files, records, manuals, information stored on a personal computer, personal data assistant or computer disk, supplies, and equipment or office supplies.
HoneyLove’s Position On The Nationwide Problem Of Child Abuse
We make an active effort to prevent child abuse, which may include but is not limited to the following: A background check and references from past employers and volunteer organizations.
When practical, volunteers should not put themselves in a position in which they are alone with a single child and cannot be observed by other adults. Allegations or suspicions of child abuse are taken seriously and are reported to police and/or state agencies for investigation, and HoneyLove will fully cooperate with any related investigations.
HoneyLove’s goals for children are:
To deliver educational programs in a positive HoneyLove environment of safety, support, and care.
I have been informed of HoneyLove’s position regarding child abuse and have read and understand that portion of my Volunteer Application and Agreement titled “HoneyLove’s Position on the Nationwide Problem of Child Abuse.”
I hereby affirm that my answers to questions on the application are true and correct and that I have not knowingly withheld any information that would affect my application unfavorably. I understand that any false information submitted is cause for HoneyLove to decline to accept my volunteer services; and that my service may be subject to government regulations, HoneyLove’s review and acceptance of criminal record, and proof of minimum age.
I hereby waive any right to claim that any request or investigation is an invasion of my privacy, since they are made with my consent and it is in my best interest while being considered for a volunteer position.
Anti-Harassment Policy and Reporting Procedure – California
HoneyLove is committed to maintaining a work environment that is free from harassment. HoneyLove will not tolerate harassment of or by its volunteers, employees, officers, or board members (“staff”).
Definitions The term “harassment” is used in this policy to refer to both sexual and other forms of harassment.
A. Sexual Harassment – Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when submission to such conduct is made a condition of employment or volunteer arrangement or unreasonably interferes with an individual’s ability to perform their assigned duties or otherwise creates an offensive or hostile working environment. Such conduct may include, but is not limited to:
- Unwanted physical touching
- Telling sexually explicit jokes or stories or making lewd or offensive comments or gestures
- Displaying or sending sexually suggestive messages, objects, or images
- Making offensive comments about an employee’s body, physical appearance, or clothing
- Using terms of endearment (e.g. “dear” or “sweetheart”) when referring to employees of one sex
- Repeatedly asking a co-worker for a date or meetings outside of working hours after they have indicated an unwillingness to do so
B. Other Forms of Harassment – Other forms of prohibited harassment include offensive comments or conduct pertaining to a person’s race, ethnicity, religion, creed, ancestry, national origin, age, physical or mental disability, sexual orientation, gender, marital status, or veteran status, or any other characteristic protected by local state or federal law. Such conduct may include but is not limited to:
- Making gestures, threats, derogatory comments, or using slurs that may be offensive to individuals in a particular group
- Bullying behavior that is threatening, intimidating, verbally abusive, or otherwise disruptive
- Displaying or sending messages, derogatory images, or objects that may be offensive to individuals of a particular group
Responsibilities and Reporting Harassment
All HoneyLove staff are expected to help ensure the work environment remains free of harassment and to promptly report any concerns to their HoneyLove supervisor or to the HoneyLove Administrator or Human Resources Manager. Upon learning of any alleged harassment, HoneyLove management will promptly investigate the matter and take appropriate steps, which may include disciplinary action up to and including termination of employment or volunteer status. HoneyLove will not tolerate retaliation against anyone who has expressed a good faith concern about harassment or who has cooperated in an investigation.
The Equal Employment Opportunity Commission (EEOC) www.eeoc.gov and the California Department of Fair Employment and Housing (DFEH) www.dfeh.ca.gov accept and investigate complaints of unlawful harassment and discrimination in the workplace. You can contact a local DFEH office or the main office at: 2000 “O” St. #120, Sacramento, CA 95814-5212, phone: 1-916-445-9918