Volunteer Agreements. As a Humboldt IPA Volunteer, I agree to: • Comply with local laws at all times. If the volunteer has any police contact they need to notify the Humboldt IPA. • Only undertake duties volunteers are authorized to carry out. (See specific duties related to your volunteer role in the program specific agreements below). • Operate under the direction and supervision of the supervisor • Meet time commitments and provide sufficient notice when unavailable • To dress appropriately and professionally in compliance with the Humboldt IPA dress code. Volunteers are not permitted to wear anything that others may find offensive or that might make people feel uncomfortable. This includes clothing with profane language statements or clothing that promotes causes that include, but are not limited to, politics, religion, sexuality, race, age, gender, and ethnicity. (Dress code specifics are provided in the Humboldt IPA Volunteer Manual). • No smoking within 30 feet of any buildings. • Participate in all orientation and training programs. • Respect confidentiality of the program. Volunteers must adhere to HIPAA laws. Volunteers are not to discuss who is attending the group, and what is shared unless a reportable offense occurs.
Volunteer Agreements. In signing this Liability Waiver and Confidentiality Agreement, I agree that I am willingly volunteering to participate in a United Methodist Home for Children, Inc. project or activity. I agree to behave in a responsible manner. I agree to only perform work that I am comfortable doing and that I can accomplish safely.
Volunteer Agreements. If your organisation is not in a position to be able to pay people for the time they spend coaching for you, a Contract of Employment will not be necessary. However, you may want to consider using a Volunteer Agreement, as this clarifies what commitment both the coach and the organisation can expect from each other. Volunteer Agreements are not intended to be legally binding documents and should simply be used as guidelines for both parties. An example is given on the next page. Payment of Expenses: Some organisations pay their volunteers expenses to cover any costs they have incurred which are directly related to their volunteering, i.e. travel to and from the place of volunteering, meals taken while volunteering, postage/phone calls etc, childcare costs incurred while volunteering, and any specialist clothing/equipment required while volunteering. This might also include covering the cost of training courses and related travel/accommodation expenses. We fully recommend that this takes place wherever possible; as it supports the volunteer coach and provides them with some recognition for the time they donate to the organisation. However, both the organisation and the volunteer coach need to be aware that there may be tax implications, as outlined below. In general, where the expenses paid by the organisation are no more than the actual out-of-pocket expenses incurred by the volunteer coach, there is no tax liability. However, if a volunteer coach is given a lump sum to cover their expenses and ‘a bit extra as a thank you’, or if they are given funding towards training that is not directly relevant to their volunteer role, they could be liable for tax on the full amount. It is good practice for the volunteer coach to give copies of receipts for all expenditure to the relevant person within the organisation, and for the organisation to keep records of all payments in case of any queries from HM Revenue and Customs. CONTRACTS/VOLUNTEER AGREEMENTS Contracts/Statements of Main Terms and Conditions – Paid Employment If you are planning on paying someone for the time they spend coaching for you, you will need to issue them with a Contract of Employment. A contract is legally-binding agreement between an employer and an employee. It may be verbally (i.e. through the initial telephone call to offer the job), but should also be put in writing to avoid dispute (i.e. through formal job offer letter). All employers are legally required to put the Statement of Main Ter...
Volunteer Agreements. These sample volunteer agreements are a starting point to help you draft one that suits your organisation. Feel free to adapt them to suit your needs. The first is more formal and detailed than the second one.
Volunteer Agreements. In signing this agreement: • I am willingly volunteering my services on my own free will and out of a desire to be of service to the Majestic Theatre. I understand I am providing services without compensation or benefits of any kind. I understand that by volunteering, I am not an employee of the Majestic Theatre or Lexington Public Schools. • I agree to follow basic health guidelines and use equipment safely according to instructions I receive. • I agree only to perform work that I am comfortable doing and that I feel I can accomplish safely. • I agree to behave in a responsible manner and to treat theatre patrons, management and other volunteers professionally and courteously. • I agree to handle the Majestic Theatre’s cash responsibly and honestly. • I agree not to admit anyone into the film without paying. • I agree not to give concession food and drink away. • I agree I will refer all problems to theatre management.
Volunteer Agreements. If your organisation is not in a position to be able to pay people for the time they spend coaching for you, a Contract of Employment will not be necessary. However, you may want to consider using a Volunteer Agreement, as this clarifies what commitment both the coach and the organisation can expect from each other. Volunteer Agreements are not intended to be legally binding documents and should simply be used as guidelines for both parties. An example is given on the next page.
Volunteer Agreements. The original tribunal said that the CAB’s Volunteer Agreement should have stated explicitly that the agreement was not intended to create a legal relationship. The appeals tribunal felt that, on the contrary, the fact that the agreement was not signed, and that its stated intention was “to clarify the reasonable expectations of both the volunteer and the bureau” suggested that it was never intended to be legally binding. Expectations are not obligations The original tribunal had pointed to a minimum commitment of 6 hours per week as a contractual element in the relationship. The appeals tribunal felt that, as the agreement expressed this is “a usual minimum commitment”, it was simply outlining an expectation. Volunteers were not told they had to work those hours, nor was there any sanction against them if they did not. The bureau relied on volunteers and that it was therefore not unreasonable for it to have guidelines. Also, volunteers were not paid for the hours. Expenses and “if contracts” The reimbursement of expenses was regarded as significant by the original tribunal, but this was dismissed by the appeals tribunal, which felt that it would be surprising if organisations left unpaid volunteers out-of-pocket. The appeals tribunal was, however, prepared to accept that the agreement to reimburse expenses did amount to a contract. At first glance, this is confusing, because a contract normally involves a 2-way relationship. But the appeals tribunal felt there may be a unilateral contract (known as an “if contract”) in the agreement to reimburse expenses and insure volunteers against negligence claims, based on the wording of the Volunteer Agreement; “if you do any work for the bureau and incur expenses in doing so, and/or suffer a claim from a client you advise, the bureau will indemnify you against your expenses and any such claim”. Now this may be a contract of sorts, but it is a contract on this issue only – not an employment contract, as crucially it does not obligate the volunteer to do any work for the bureau. No obligation to provide or carry out work The original tribunal concluded that the “usual minimum commitment” of 6 hours committed volunteers to work, and in return as a consideration (a payment element of a contract) the bureau would provide training , supervision, experience, expenses and insurance cover – all benefits that would be removed if the volunteer didn’t provide the bureau with work. The appeals tribunal considered the original tr...
