Volunteer Handbook

On behalf of everyone at the American Red Cross of Northern Utah, welcome and thank you for joining our team. You are joining an international movement with organizations in more than 180 countries.

At this Chapter, over 600 Red Cross volunteers donate their time and talent to help local citizens “prevent, prepare for and respond to emergencies.”

This handbook was created to give you important information that will enhance your volunteer experience. Please take the time to read through it and refer back to it as questions arise.

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Feel free to contact the Volunteer Coordinator for additional information or to pass along suggestions or comments. Contact the Volunteer Coordinator at (801) 625-0859 or via e-mail at tiffany@redcrossutah.org.

Once again, welcome to the Northern Utah Chapter of the American Red Cross. We wish you a rewarding experience as an American Red Cross volunteer.

About This Handbook
Welcome to the American Red Cross. Thank you for joining our cadre of over 5 million American Red Cross volunteers and volunteer blood donors.

This handbook was prepared to give you some essential information about the policies and expectations of the Northern Utah Chapter. The handbook has been organized by topic to help you find information you need easily. You are also encouraged to talk with your supervisor and the Volunteer Coordinator if you have any questions about the content of this handbook.

The Chapter reserves the right to modify the policies in this handbook without prior notice. The policies described in this handbook replace all prior policies, handbooks or policy guidance provided.

Thank you for giving your time and talents to help others. We hope that you find volunteering with the American Red Cross a positive and rewarding experience.

American Red Cross Mission
The American Red Cross, a humanitarian organization led by volunteers and guided by its Congressional Charter and the Fundamental Principles of the International Red Cross/Red Crescent Movement, will provide relief to victims of disaster and help people prevent, prepare for, and respond to emergencies.

Fundamental Principles of the Red Cross/Red Crescent Movement
Volunteers are expected to adhere to the Fundamental Principles of the International Red Cross Movement: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality. Brief descriptions of each are provided below:
Humanity: The International Red Cross and Red Crescent Movement (‘the Movement”), born of a desire to bring assistance without discrimination to the wounded on the battlefield, endeavors, in its international and national capacity, to prevent and alleviate human suffering wherever it may be found. Its purpose is to protect life and health and to ensure respect for the human being. It promotes mutual understanding, friendship, cooperation and lasting peace amongst all peoples.
Impartiality: The Movement makes no discrimination as to nationality, race, religious beliefs, class or political opinions. It endeavors to relieve the suffering of individuals, being guided solely by their needs, and to give priority to the most urgent cases of distress.
Neutrality: In order to continue to enjoy the confidence of all, the Movement may not take sides in hostilities or engage at any time in controversies of a political, racial, religious or ideological nature.
Independence: The Movement is independent. The National Societies, while auxiliaries in the humanitarian services of their governments and subject to the laws of their respective countries, must always maintain their autonomy so that they may be able at all times to act in accordance with the principles of the Movement.
Voluntary Service: The Movement is a voluntary relief movement not prompted in any manner by desire for gain.
Unity: There can be only one Red Cross or Red Crescent Society in any one country. It must be open to all. It must carry on its humanitarian work throughout its territory.
Universality: The International Red Cross and Red Crescent Movement, in which all Societies have equal status and share equal responsibilities and duties in helping each other, is worldwide.

Our commitment to the Fundamental Principles brings us together with a common purpose and inspires us to excel and to behave in ways that inspire the trust of the American people. Each of us is responsible for upholding and living in accordance with these values every day.

Values
Our American Red Cross values provide the foundation for the way we behave and the standard to which we hold ourselves. Each of us is responsible for upholding the values and living in accordance with them every day:

Ethics Every Day
As volunteers at the American Red Cross, each of us is responsible, every day, for our own behavior and decisions we make. We affect the people and community around us. We make a difference.

In living out this mission, each of us is responsible for living up to the fundamental standards of our culture:

Each of us is responsible for maintaining the highest standards of ethics… every day.

It is your responsibility to be an active protector of the values that make us who we are. If a potential illegal, unsafe or unethical situation arises in the Red Cross workplace, speak up! If possible, notify your supervisor, the Volunteer Coordinator or any Chapter employee with whom you feel comfortable. If attempts to resolve this at a local level are unsuccessful, call the Concern Connection Line.

Red Cross History
Clara Barton founded the American Red Cross in 1881. In 1905, the United States Congress gave Red Cross a charter that mandates it to provide relief for domestic and international disaster victims and communication services for members of the Armed Forces. Every Red Cross Chapter must do these two things, although many provide a much greater variety of community services.

The International Red Cross was founded by Henry Dunant in 1863. Its Headquarters is in Geneva, Switzerland.
The American Red Cross is part of the International Red Cross and Red Crescent Movement.
The American Red Cross National Headquarters is located in Washington, DC.
There are over 800 chapters and blood services regions in the United States. The organization also has Armed Forces Emergency Services stations and HUBs serving members of the military and their families in the US and overseas.
All Red Cross disaster assistance is an outright gift. It is funded by voluntary contributions from the American people.
The International Red Cross has been awarded the Nobel Peace Prize four times.

The International Red Cross and Red Crescent Movement is an international organization with societies in 176 countries. It is unique among voluntary service organizations because it was founded on a set of seven Fundamental Principles.

About our Chapter
The Chapter is located at
2955 Harrison Boulevard, Suite 204
Ogden, Utah 84403
Phone – (801) 627-0000
Fax – (801) 627-3549

Volunteer Policies

Commitment to Volunteers, Diversity and Youth Involvement
The achievement of the goals of the American Red Cross is best served by the active participation of members of the community. To this end, the Chapter accepts and encourages the involvement of volunteers at all levels of the organization and within all appropriate programs and activities.

Volunteers are viewed as a valuable resource. As such, they are given meaningful assignments, are treated as co-workers, provided with supervision, and given recognition. And, volunteers are expected to actively perform their duties to the best of their abilities and to remain loyal to the values, goals and procedures of the organization.

The Northern Utah Chapter is committed to diversity and inclusiveness. Our employees; volunteers; governance; customers; blood, bone marrow and tissue donors; financial contributors; clients; suppliers and vendors should be representative of the diversity of the people residing in each local community the Red Cross serves. We are committed to people diversity, program diversity and service diversity.

Youth volunteers are welcomed! However, as volunteers who have not reached age 18, youth volunteers must have the written consent of a parent or guardian prior to volunteering. The volunteer work assigned to a minor should be performed in a non-hazardous environment and should comply with all appropriate requirements of child labor laws.

Youth are a vital link to the life of the American Red Cross and the future of this country. The American Red Cross is committed to developing youth involvement so that young people may better serve their community and become the leaders of tomorrow.

We can broaden our nation’s volunteer force by removing barriers to volunteering.
Volunteers are not free.
Volunteers contribute more than meets the eye.
Volunteer does not mean Amateur.
Volunteers and the organization they serve must meet each others expectations.
Volunteers must never be exploited.
Volunteers make excellent middle and senior managers.
When recruiting volunteers, it is more important to place the right person in the right job than to attract volunteers at random.
We can help shape government policies on volunteerism.
Everyone benefits when nonprofit organizations collaborate.

Definition of an American Red Cross Volunteer
A Red Cross volunteer is an individual who, beyond the responsibilities of paid employment, freely assists the American Red Cross in the accomplishment of its mission without expectation or receipt of compensation.

Role of the Board of Directors
The Board of Governors of the American Red Cross delegates authority and responsibility to the Board of Directors of each chapter for governance of the chapter; delivery of authorized services in the chapter’s jurisdiction; and meeting corporate obligations to comply with corporate regulations.

Volunteer and Employee Roles and Relationships
The American Red Cross is an organization governed, supported by and primarily staffed by volunteers. Employees are enablers of, and not substitutes for, volunteers. When possible, principal management roles are filled by teams of volunteer and employee management partnerships working together and sharing responsibility.

Volunteers serve in governance, management, direct service, support service, consulting and advisory roles. Volunteers may be involved in all programs and activities of the organization, and serve at all levels of skill and decision making.

Consistent with the Strategic Direction of the American Red Cross to inspire a new generation of volunteers; volunteers and employees are considered to be partners in implementing the mission and programs of the Chapter and the American Red Cross. Volunteers and employees have equal and complementary roles to play.

Your Responsibilities as a Red Cross Volunteer
Your responsibilities as a volunteer include:

Be realistic and candid in accepting your assignment, taking into consideration your interests, skills and availability, as well as the needs of the Chapter.
Learn your volunteer assignment as well as you can by completing all required training, asking questions and staying in touch with your supervisor.
Contribute to the Red Cross by being reliable and dependable in doing your job and working with your co-workers.
Follow all policies and guidelines of the American Red Cross, sign a Code of Conduct, observe confidentiality when needed, and engage in appropriate public behavior at all times.
Participate in the feedback process by letting the Chapter know how you feel about your volunteer experience and by giving constructive suggestions for improvement in any area.
Develop your skills as a volunteer by participating in training and development opportunities. Learn as much as you can to do the best job possible.

A suitable assignment based upon your interests, skills and availability, as well as the Chapter’s needs.
Orientation and training to help you perform your job.
The opportunity to work as part of a team, to contribute to the welfare of the community and the organization, and to be recognized for your contribution.
The support you need to do your job, including necessary equipment, supplies, work space and helpful supervision.
The opportunity to give feedback about your Red Cross volunteer experience.

The chance to grow and develop as a volunteer through participation in other Chapter activities, special training events, meetings and more responsible positions.

Insurance for Volunteers
In general, the American Red Cross insurance covers volunteers while they are acting as agents for the Red Cross for –

Liabilities they might incur while performing Red Cross duties
Liabilities incurred as a result of accidents while driving a Red Cross motor vehicle
Medical expenses incurred in conjunction with their Red Cross volunteer activities (this insurance is limited to a maximum of $10,000 and injured volunteers should first turn to their personal health and medical insurance)
Wrongful acts such as any breach of duty, error, misstatement, or misleading statement by any volunteer which is committed while performing official duties on behalf of the Red Cross.

Questions about Insurance for volunteers can be referred to the Volunteer Coordinator.

Dual Role of Red Cross Volunteers and Employees
At times, employees of the Chapter may desire to volunteer for the organization. Exempt employees may volunteer for the Chapter. However, because of the overtime requirements of the Fair Labor Standards Act, non-exempt employees may only volunteer for the Chapter in certain limited circumstances. Specifically, a non-exempt employee is not permitted to volunteer his or her time to the American Red Cross, except when all of the following conditions have been met:

The service is entirely voluntary with no promise of advancement or penalty for not volunteering -- that is, it is not coerced;
The volunteer work is sufficiently distinct from, and in a different capacity than, the work for which the non-exempt employee is paid. For example, a non-exempt employee who teaches any courses as part of his or her usual job functions may not “volunteer” to teach other courses; and
The volunteer neither expects to receive pay for the volunteer work nor receives any wages for the work.

Any employee who wishes to volunteer services for the Chapter or American Red Cross must speak to his or her manager and the Volunteer Coordinator before performing any volunteer service. Additionally, the employee must complete a volunteer application form and participate in a volunteer interview with Volunteer Services.

Recruitment and Selection Policies

Role of Volunteer Services
The productive involvement of volunteers requires a planned and organized effort. The function of Volunteer Services is to provide a central coordinating point for effective volunteer placement within the Chapter, and to direct and assist volunteer and employee efforts jointly to provide more productive services. The Volunteer Coordinator also bears responsibility for maintaining liaison with other volunteer programs in the community and assisting in community-wide efforts to recognize and promote volunteering. The Volunteer Coordinator has primary responsibility for planning for effective volunteer deployment, for assisting staff in identifying productive and creative volunteer roles, for recruiting suitable volunteers and for tracking and evaluating the contributions of volunteers to the organization.

Volunteer Records, References and Privacy
The Chapter maintains personnel records of each volunteer which are the property of the Chapter and are confidential. Volunteers are required to notify the Volunteer Coordinator of any changes in contact information (i.e., emergency contact notification, information, home address, telephone number(s), email address) and volunteers are requested to report any additional educational and skill training acquired after joining the Chapter.

Volunteers may review their personnel records if desired. Volunteers must notify the Volunteer Coordinator and schedule a time that is mutually convenient.

Volunteer Position Descriptions
Every registered volunteer position in the Chapter has a volunteer position description summarizing the principal duties, responsibilities, qualifications and essential work functions of the volunteer assignment. Volunteer position descriptions are updated periodically to reflect changes in title, assignment or essential work functions.

Recruitment and Equal Opportunity
Volunteers are recruited by the Red Cross on a pro-active basis, with the intent of broadening and expanding volunteer involvement to assist in mobilizing communities to help people prevent, prepare for and respond to disasters and other life-threatening emergencies.

Volunteers are recruited without regard to gender, disability, age, race or other condition.
Volunteers are recruited based upon their skills, abilities and suitability to perform volunteer responsibilities.

Additionally, some volunteers, such as nurses or disaster mental health volunteers will need to provide proof of current licensure.

Exceptions to these procedures may be made under some limited circumstances such as when the community is experiencing a larger-scale disaster.

In placing a volunteer in a position, attention shall be paid to the interests and capabilities of the volunteer and to the requirements of the volunteer position. No placement shall be made unless the requirements of both the volunteer and the supervising staff can be met; no volunteer should be assigned to a “make-work” position and no position should be given to an unqualified or uninterested volunteer.

Recruitment of Minors (Parent/Guardian Release Form)
Volunteers who have not reached the age 18 must have the written consent of a parent or legal guardian prior to volunteering.

Service at the Discretion of the Organization
The Chapter accepts the service of all volunteers with the understanding that such service is at the sole discretion of the Chapter. Volunteers agree that the organization may at any time, for whatever reason, decide to terminate the volunteer’s relationship with the Chapter or to make changes in the nature of their volunteer assignment.

Nepotism and Fraternization
The Chapter permits the volunteer involvement of qualified relatives of employees as long as such volunteer involvement does not, in the opinion of the Chapter, create actual or perceived conflicts of interest. For purposes of this policy, “relative” is defined as a spouse, domestic partner or significant other, child, parent, sibling, grandparent, grandchild, aunt, uncle, niece, nephew or corresponding in-law or “step” relation. The Chapter exercises sound business judgment in the placement of related volunteers in accordance with the following guidelines:

Individuals who are relatives may work in the same Chapter facility, as long as no direct reporting or supervisory relationship exists. No volunteer is permitted to work within the “chain of command” of a relative such that the volunteer’s work responsibilities or career progress could be influenced by a relative.
No relatives are permitted to work in any positions, in which the Chapter believes an inherent conflict of interest may exist.
Volunteers who marry or enter into a romantic relationship while volunteering are treated in accordance with these guidelines. If, in the opinion of the Chapter, an actual or apparent conflict arises as a result of marriage, one of the volunteers will be reassigned or volunteer involvement will end within 90 days if no reassignment is available.

Reference and Background Checks
The American Red Cross of Northern Utah strives to maintain a safe and productive workplace with honest, trustworthy, qualified, reliable and non-violent volunteers and employees who do not present a risk of harm to their co-workers or others. The Chapter may perform, or may request that third parties perform, reference and background checks at any time in the application or volunteer management process. All reference and background checks will be performed in accordance with applicable federal and/or state law.

Reference and background checks may include volunteer history and education verification, criminal history, social security number verification and sex offender registry review, where available, and licensure and motor vehicle record if appropriate to the position. In conducting reference and background checks, the Chapter may use consumer reporting agencies to gather and report information in the form of consumer or investigative consumer reports. All reference and background check results will be maintained in a confidential file by the Volunteer Coordinator.

Potential and current volunteers are expected to cooperate fully with reference and background checks. Cooperation includes, among other things, providing written consent to conduct a reference and background check and responding with truthful and complete information to inquiries made by the Chapter or third party investigators during the reference and background check process. Failure to cooperate in these respects, or any attempt to interfere with implementation of this policy, or the Chapter’s efforts to obtain relevant information, may result in discipline, up to and including termination of volunteer involvement.

Emergency Contact Information
It is the responsibility of each volunteer to regularly update their personal contact information and emergency contact information. This update can be made by contacting the Volunteer Coordinator.

Volunteer Classification
Registered and Registered for Credit Volunteers. Registered volunteers have demonstrated an ongoing commitment to the Red Cross and whose names and addresses are on file at the Chapter. Registered for credit volunteers receive a formalized quid pro quo from the Red Cross.

Unregistered Volunteers. Volunteers who participate only briefly for a single time or special event, for whom no paper work is completed.

Leadership Volunteers. Volunteers serving in governance, management or advisory positions in the Chapter.

The Chapter also accepts as volunteers, individuals participating in student community service activities, student intern projects, employee volunteer programs, and other volunteer referral programs. In each of these cases, however, a special agreement must be in effect with the agency, school, company or program from which these “special case” volunteers originated and must identify responsibility for management and care of the volunteers.

Court-Referred Volunteers
At times, our Chapter provides a limited number of volunteer opportunities to court-referred volunteers who need to fulfill community service hours for minor convictions.

Clients and Relatives as Volunteers
Clients may be accepted as volunteers, where such service does not constitute an obstruction to or conflict with provision of services to the client or others. Relatives of clients may also serve as volunteers, but will not be placed in a position of direct service or relationship to members of their family who are receiving services.

Former Employees as Volunteers
Employees who have terminated their employment with the Red Cross may apply for volunteer positions. Only those employees who resigned or retired “in good standing” will be considered for volunteer opportunities. Former employees of the Red Cross will not be accepted for governance or leadership positions for at least two years after their employment has ended.

Placement with At-Risk Clients
Where volunteers are to be placed in direct contact with at-risk clients, additional screening procedures may be instituted. These procedures may include reference checks, direct background investigation, criminal investigation, etc. Volunteers who refuse permission for conduct of these checks will not be accepted for placement with clients.

Supervision, Feedback, Training, and Miscellaneous Policies

Role of Supervisors
Each volunteer has a clearly identified supervisor who is responsible for direct management of that volunteer. This supervisor may be a volunteer or employee.

This supervisor is responsible for the day-to-day management and guidance of the work of the volunteer and shall be available to the volunteer for consultation and assistance.

The supervisor has primary responsibility for developing suitable assignments for the volunteer, for involving the volunteer in the communication flow of the Chapter and for providing feedback to the volunteer regarding their work.

A volunteer or employee who is assigned supervisory responsibility for volunteer(s) shall have this responsibility delineated in their position/job description.

Performance Feedback
Volunteers and their supervisors are encouraged to have informal, open and honest discussion on an ongoing basis about work performance and goals of the volunteer. A more formal performance review may be conducted at any time at the discretion of the volunteer's supervisor. Performance reviews are intended to reflect the volunteer's effectiveness on the job, and are a continuing record of work performance. They allow the supervisor to measure the volunteer’s work against the requirements of their positions, review results of negotiated business goals, and assess general performance behaviors.

As a result of performance feedback, volunteer development activities may be pursued. Volunteer development is a collaborative effort between the Chapter, supervisors, and volunteers to align individual goals with the overall direction of the Chapter. Development efforts are focused on building the capabilities of all volunteers.

Training for Volunteers
All volunteers must complete Red Cross orientation. Additional training and development activities are also available for volunteers.

Leaving Your Volunteer Assignment and Exit Interview
A volunteer may decide to end his or her service with the Red Cross at any time and for any reason. Notice of the volunteer’s decision to separate should be communicated as soon as possible to the volunteer’s supervisor.

Volunteers are encouraged to give the Chapter at least two weeks notice of intent to resign in a written resignation letter stating the reason for leaving and the intended last day of work. A volunteer who does not report to work for three consecutive assignments without contacting his or her supervisor may be considered to have abandoned the position and voluntarily resigned from volunteer involvement.

On or before the volunteer’s last day of work, an exit interview should be scheduled with Volunteer Services, at which time all Chapter property must be returned. This includes American Red Cross-authorized credit cards (including but not limited to Visa, rental car, car service, telephone) and American Red Cross properties (including, but not limited to, equipment, supplies, policy manuals, organization manuals, business documents, papers, files, proprietary information, computers and accessories, portable telephones, procurement cards, access cards, identification badges and keys). Settlement of volunteer obligations (e.g., advances) must also be completed at the time of termination/separation.

The interview should ascertain why the volunteer is leaving, suggestion for improving the position and the possibility of future volunteer involvement.

Awards and Recognition
The American Red Cross is committed to recognizing its volunteers and employees. As a Red Cross volunteer you are eligible for a number of awards both locally and nationally. Service pins are awarded on your one-year and five year anniversaries and in five-year increments thereafter. More information about Chapter awards and recognition program(s) is available from the Volunteer Coordinator and on CrossNet (the Red Cross internal website).

Reimbursement for Approved Expenses
Volunteers may be eligible for reimbursement of reasonable expenses incurred while undertaking business for the Chapter. Volunteers should check with their supervisors regarding specific reimbursable items. Prior approval must be sought for any major expenditure.

Tracking Volunteer Hours
Our Chapter tracks volunteer hours of service. Volunteers report their hours of service on a monthly basis to the Volunteer Coordinator by sending an e-mail or completing a volunteer hours form. Volunteers who carry Chapter pagers/cell phones and serve “on call” should count one hour for every two hours of “on call” duty when no calls are received. Should a volunteer receive a call and begin performing work when he or she is “on call,” then the volunteer should count each hour of work performed.

Attendance
The Chapter expects all volunteers to assume diligent responsibility for their attendance and promptness. Volunteers who are unable to come to work or who will be late should notify their supervisors at least two hours prior to their scheduled start time. Frequent absenteeism or lateness that is unexcused or excessive may result in disciplinary action, up to and including separation.

Volunteers who have been absent for health reasons may be asked to provide fitness for duty certification prior to being allowed to return to active volunteering.

Work Schedules
The Chapter establishes the time and duration of working hours as required by workload, customer service need, the efficient management of personnel resources, and any applicable laws. Daily and weekly work schedules may be changed from time to time at the discretion of the Chapter as needed. The schedule of work hours for volunteers is determined by the supervisor and changes in work schedules are announced as far in advance as practicable.

Holidays that fall on Sunday are observed the following Monday. Holidays that fall on Saturday are observed on the preceding Friday.

Safety & Security Policies

Workplace Safety and Security
In order to provide a secure, safe and healthy work environment for volunteers, the Chapter periodically provides information to volunteers about workplace safety, health, and security issues through internal communication means such as meetings, memos or other written communications.
Volunteers are discouraged from bringing large amounts of cash or other personal valuables to work unless absolutely necessary. The Chapter is not responsible for volunteers’ personal items that are lost or stolen.

Some of the best safety improvement ideas come from volunteers. Those with ideas, concerns or suggestions for improved safety and security in the workplace are encouraged to bring them to management’s attention so that the safety and welfare of all volunteers can be improved. Volunteers should feel free to report, without fear of retaliation, any condition which they believe poses a safety, health or security risk in the workplace. The Chapter will investigate such reports promptly and thoroughly and take appropriate corrective action. Further, any comments or jokes regarding threats of violence will be taken seriously, and dealt with appropriately and promptly.

Each volunteer is expected to obey safety rules and to exercise caution in all work activities. Volunteers must immediately report any unsafe condition to their supervisor. Volunteers who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including separation.

Injuries While Volunteering
If a volunteer is injured, even slightly, the volunteer is expected to immediately stop the activity that caused the injury and seek first aid or medical attention if necessary. The volunteer must inform his or her supervisor about the incident and complete an incident report form. If the volunteer is unable to reach the supervisor, then the volunteer must contact the Executive Director or the Volunteer Coordinator. The volunteer should not resume the activity until treatment has been provided and/or he or she has been given the approval from a supervisor to continue the activity.

Use of American Red Cross Vehicles
From time to time, volunteers may be requested to travel as part of their responsibilities. Volunteers who drive as part of their Red Cross volunteer service are required to do so in a friendly, courteous and safe manner. It is the policy of the American Red Cross to make sure its drivers are qualified and legally authorized to safely operate motor vehicles used in the course of company business. Only those volunteers who meet the qualifications of the Chapter’s vehicle policy are allowed to operate Chapter vehicles or operate a personal vehicle on Chapter business.

Drivers are responsible for the safe operation of their vehicle. At no time are they permitted to subject a Chapter vehicle to abuse through careless or reckless operation.

Drivers must receive prior approval from their supervisors before using any Red Cross vehicles.

Seat belts must be used at all times, by both the driver and all occupants of the vehicle. Failure to properly use seat belts will also be cause for disciplinary action.

No volunteer, while operating a Chapter vehicle, or while driving his or her personal vehicle on Chapter business, may use a hand-held cellular telephone. Smoking is prohibited in Red Cross vehicles.

No driver may operate a motor vehicle while the driver’s ability or alertness is so impaired, through fatigue, illness, taking medication or any other cause, as to make it unsafe for the driver to operate the vehicle. Volunteers who drive Red Cross vehicles while under such conditions, which could impair their driving ability, face disciplinary action up to and including separation.

All Chapter vehicles must be returned clean, stocked for the next assignment, and with no less than ½ tank of fuel. Instructions for maintenance and fueling are kept in each Chapter vehicle.

Emergency Response Vehicle (ERV) drivers must be certified in first aid and CPR and must complete an approved training course prior to driving any Red Cross ERV. Drivers of other marked Red Cross vehicles are strongly encouraged to be certified in First Aid and CPR.

Drivers can be disqualified from driving vehicles for a number of reasons, including involvement in a number of accidents, or a demonstration of disregard for the safety of the public, as evidence by excessive speeding, reckless driving, driving under the influence, driving while his/her license is suspended or revoked, other evidence of reckless driving, failure to report an accident and/or breaking any motor vehicle laws

Parking and traffic fines incurred while utilizing vehicles are the responsibility of the driver and will not be paid by the Chapter.

Volunteer drivers are required to notify the Volunteer Coordinator of license suspensions or revocations, and to immediately report accidents or damage to company vehicles no matter how insignificant they appear. Drivers who fail to comply with these rules may face disciplinary action up to and including separation.

Red Cross Property
The Chapter works to prevent property loss of any kind. All property used to conduct business belongs to the Chapter. The Chapter assumes no liability for personal property brought into the Chapter or any Red Cross worksite.

Identification
New volunteers will be issued identification badges which should be worn at all times on Chapter premises or when serving on Red Cross business off-site. Lost badges should be reported to the Volunteer Coordinator immediately so that a new badge can be issued. Badges must be turned in when a volunteer’s service with the organization ends. Short term volunteers may be issued temporary identification badges.

Handling Money
Whenever possible, two or more volunteers and/or employees should be involved when handling money, fees and donations to ensure that funds are adequately accounted for.

Emergency Evacuation Procedures
In the event that the Chapter offices are evacuated for an emergency, all employees and volunteers should exit the building through the most accessible exit door and meet at the northwest corner of the parking lot.

Conduct Policies

Code of Conduct
All volunteers and employees of the American Red Cross, in delivering Red Cross services and in all other Red Cross activities, shall meet the following standards of conduct:

Authorize the use of or use for the benefit or advantage of any person, the name, emblem, endorsement, services, or property of the American Red Cross, except in conformance with American Red Cross policy.
Accept or seek on behalf of any person, any financial advantage or gain of other than nominal value offered as a result of the volunteer's or employee’s affiliation with the American Red Cross.
Publicly use any American Red Cross affiliation in connection with the promotion of partisan politics, religious matters, or positions on any issue not in conformity with the official position of the American Red Cross.
Disclose or use any confidential American Red Cross information that is available solely as a result of the volunteer's or employee’s affiliation with the American Red Cross to any person not authorized to receive such information or use to the disadvantage of the American Red Cross any such confidential information, without the express authorization of the American Red Cross.
Knowingly take any action or make any statement intended to influence the conduct of the American Red Cross in such a way as to confer any financial benefit on any person, corporation, or entity in which the individual has a significant interest or affiliation.
Operate or act in any manner that is contrary to the best interests of the American Red Cross.
Operate or act in a manner that creates a conflict with the interests of the American Red Cross and any organization in which the individual has a personal, business, or financial interest. The individual shall disclose such conflict of interest to the American Red Cross chair of the appropriate governing board, the appropriate Chief Executive Officer, or the General Counsel, as applicable, upon becoming aware of it. Where required, the individual shall absent himself or herself during deliberations, and shall refrain from participating in any decisions or voting in connection with the matter.

AMERICAN RED CROSS CODE OF CONDUCT
CERTIFICATION AND DISCLOSURE

I, __________________________ certify that I have read and understand the Code of Conduct of the American Red Cross and agree to comply with it, as well as applicable laws that impact the organization, at all times.

Disclosure of Actual or Potential Conflicts:
I affirm that, except as listed below, I have no personal, business, or financial interest with any organization that conflict, or appear to conflict, with the best interests of the American Red Cross:

Future Actual or Potential Conflicts:
At any time during the term of my employment or volunteer status with the American Red Cross, should an actual or potential conflict of interest arise between my personal, business, or financial interests and the interests of the Red Cross, I agree to:

Confidential Information and Intellectual Property
Red Cross has sole entitlement and copyrights to any intellectual property that is conceived or developed by volunteers, employees and its agents during the course of service to the American Red Cross. All registered volunteers and employees are required to sign a Confidential Information and Intellectual Property Agreement as a condition of volunteer involvement as required in the Board of Governors Manual.

Intellectual property includes inventions, discoveries, and original works of authorship as defined by US patent, trademark, and copyright law. Questions about this policy should be directed to the Volunteer Coordinator.

Harassment Free Workplace
The American Red Cross of Northern Utah is committed to a work environment free from unlawful harassment in which everyone is treated with respect and dignity while working, while on Chapter premises, while traveling on Chapter business, or at Chapter social functions. The Chapter has zero tolerance for unlawful harassment.

Unlawful harassment is defined as harassment based on any characteristic protected by applicable federal, state or local law including race, religion, color, sex, national origin, age, veteran or disability status, which is sufficiently severe or pervasive as to alter the working conditions of a volunteer or employee. Examples of conduct prohibited by this policy include, but are not limited to:

Verbal or physical conduct that harasses a volunteer on the basis of a category protected by applicable federal, state or local law and that is sufficiently severe or pervasive as to create an intimidating, threatening, offensive or hostile environment.
Sexual displays or publications, or other verbal or physical conduct, where an volunteer is told either explicitly or implicitly that he or she must submit to the conduct to remain involved as a volunteer or where his or her reaction to the conduct is used as a basis for a management decision, such as evaluation, advancement, assigned duties, disciplinary action, or any other condition of volunteer involvement or career development. Examples of prohibited verbal or physical conduct include:
- Unwelcome sexual advances;
- Stalking, dating violence, date rape, or sexual assault;
- Persisting with romantic advances despite the rejection of the advances;
- Requests for sexual favors, whether or not accompanied by promises or threats with regard to the employment or volunteer relationship;
- Sexual jokes and innuendo; verbal abuse of a sexual nature; comments about an individual's body, sexual prowess, sexual activity, or sexual attractiveness;
- Leering, whistling, or touching; insulting or obscene comments, sounds, or gestures; displays of sexually suggestive objects, cartoons or pictures.
Words, actions or visual matter that demean or show hostility toward an individual or group because of any characteristic protected by applicable federal, state or local law.

Volunteers are responsible for reporting any concerns regarding unlawful harassment to management pursuant to the Dispute Resolution Policy. Volunteers who act in good faith to report or assist in the investigation of a possible violation of this policy will not be retaliated against. If, after investigating any claim of unlawful harassment, the Chapter concludes that a volunteer has filed a claim in bad faith, provided false information regarding a claim, or refused to cooperate in an investigation of a claim, disciplinary action, up to and including termination, may be taken.

Violations of this policy will be dealt with appropriately and promptly. Corrective action may include, but is not limited to, training, referral to counseling, and/or disciplinary action up to and including termination.

Violence Free Work Environment
The American Red Cross of Northern Utah promotes a safe work environment for all volunteers and employees and does not tolerate any type of violent behavior committed by or against volunteers or employees. All individuals are expected to conduct themselves in a professional manner and in accordance with the Code of Conduct.

Threatening or violent behavior committed by anyone against volunteers, employees, vendors or clients during work or off-duty hours will not be tolerated. Such behavior may include but is not limited to the following:

Physical injury to another person
Threats
Behavior that creates a reasonable fear of injury in another person
Intentionally causing damage to Red Cross property or property of another volunteer or employee
Possession of weapons (for example, guns, knives, clubs, explosive devices, etc.) on Chapter property or while at Chapter sponsored-activities
Committing acts motivated by, or related to, sexual harassment or domestic violence.

Statements or gestures which in any way suggest that the employee or volunteer may engage in violent conduct will be taken seriously by management and responded to appropriately.

Volunteers and employees have a responsibility to report any potentially dangerous situations or unauthorized individuals on Chapter premises to management immediately. Reports of statements or behavior which may violate this policy will be investigated promptly and in as confidential a manner as possible. A volunteer suspected of violent behavior may be placed on leave during an investigation until a course of action is determined.

Incidents involving violent behavior by a volunteer may warrant removal of the individual from the workplace until further evaluation determines his or her suitability for return to the workplace. An evaluation that finds a volunteer suitable to return to the workplace does not negate further disciplinary action up to and including separation.

Dispute Resolution
The American Red Cross of Northern Utah is committed to a work environment where all persons are treated with respect and dignity. The Chapter has therefore adopted the Dispute Resolution Policy to establish a comprehensive method of resolving volunteer concerns that builds trust and produces prompt and fair resolutions. The Dispute Resolution Policy may be used to resolve issues regarding any condition of volunteer involvement or the application, meaning or interpretation of any volunteer resource policy or procedure that affects the work activity of a volunteer.

Volunteers are strongly encouraged to follow the steps listed below to discuss any concerns with their supervisor.

Step One
The volunteer should promptly report a concern to his or her supervisor, who will investigate the matter and take appropriate action. Any supervisor who receives a concern alleging a violation of the Harassment Free policy will notify the Executive Director immediately.

If the concern the volunteer is having involves his or her supervisor, the volunteer should report his or her concern to the next level of management who will review the situation.

Step Two
If the problem is not resolved in Step One, the volunteer is encouraged to seek assistance from the Volunteer Coordinator. In an effort to resolve the problem, the Volunteer Coordinator will consider the facts, conduct an investigation, review the findings and recommendations with the Executive Director and respond back to the volunteer. The Volunteer Coordinator may ask the volunteer to put the concern in writing and provide appropriate documentation.

Step Three
If volunteer is not satisfied with the decision of the Volunteer Coordinator, he or she may prepare a written summary of the concerns and request that the matter be reviewed by the Executive Director. In these instances the decision of the Executive Director is final.

If the concern the volunteer is having involves the Executive Director, the volunteer should report his/her concern to the Board Chair who will ensure that an investigation is conducted. The investigation will include a full examination of the facts (which may include a review of the written summary of the volunteer’s statement, discussions with individuals concerned, and a further investigation if necessary) and will advise the volunteer of its decision. The decision of the Board Chair is final.

No volunteer will be retaliated against for acting in good faith to report a potential issue or for assisting in the investigation of a possible issue. If at any time during the process or investigation, the Chapter concludes that a volunteer has filed a claim in bad faith, has refused to cooperate in an investigation of an issue, or has provided false information regarding an issue, disciplinary action up to and including termination may be taken. The Chapter reserves the right to continue or suspend review of an issue if the volunteer raising the issue files a charge or complaint with an external agency or terminates volunteer involvement.

Progressive Discipline
The Chapter has adopted rules and standards to ensure productive, harmonious operations. The best interest of the Chapter lies in ensuring fair treatment of all volunteers and in making certain that discipline is prompt, fair and uniform.

The Chapter endorses a philosophy of progressive discipline in which it attempts to provide volunteers with notice of deficiencies and an opportunity to improve whenever practical or reasonable. Volunteers’ performance and conduct is evaluated on an ongoing basis, with feedback provided when necessary. Informal discussions may be used to ensure that volunteers know and follow rules and standards. These discussions should focus on clarifying expectations, providing appropriate training and development and coaching volunteers.

In some cases, formal disciplinary action may be deemed appropriate. Progressive discipline steps may include, but are not limited to, verbal warnings, written warnings, suspension and separation from service. The Chapter retains the right to administer discipline in any manner it deems suitable and any of the steps listed above may be skipped. Separation from service may occur at any time without any progressive discipline steps having been taken.

Red Cross Communication Systems
All communication systems are Chapter property and are to be used for business purposes. Because these communication systems are provided for business purposes, volunteers should have no expectation of privacy regarding their personal use of any Chapter communication systems, and their communications and systems use may be audited by authorized management at any time without notice. Chapter communication systems include, but are not limited to, e-mail, telephone, Internet, fax, voicemail, bulletin boards, and interoffice mail. Volunteers are to use proper discretion in the amount and length of non-business use of Red Cross communication systems.
Volunteers must be mindful that their association with the Chapter and the Red Cross will be visible to any recipient of an electronic communication, and assure that their communications are consistent with the Red Cross mission and accepted community standards.

Prohibited uses of Chapter communication systems include, but are not limited to:

Developing, accessing or distributing material which:

harasses or disparages others, or contains ethnic or racial stereotypes, epithets or slurs;
contains pornography, profanity, violent or sexually explicit images, messages, or cartoons;
solicits for commercial ventures or outside organizations;
advocates positions not officially endorsed by the Red Cross
violates any applicable law

Personal mass e-mail distribution (“spamming”), unauthorized computer access (“hacking”), obtaining pirated software, or violating copyright protections.
Distributing sensitive, proprietary, confidential, or private information of the Chapter and/or the Red Cross without appropriate authorization.
Obtaining unauthorized access to another volunteer’s or employee’s communication systems, or sending unauthorized communications under another colleague’s name.
Conducting Chapter business on a hand held cellular telephone while driving a vehicle

Chapter communication systems may not be used in situations that violate Federal, State or Local Law. Inappropriate use of any Chapter communication systems may result in disciplinary action, up to and including separation.

Non-Solicitation/Distribution of Literature
Approaching fellow volunteers or employees in the workplace regarding personal activities, organizations or causes, regardless of how worthwhile, important or benevolent, can create unnecessary apprehension and pressures for fellow colleagues.

In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others, volunteers may not distribute literature or printed materials of any kind, sell merchandise, solicit financial contributions, or solicit for any other cause in the workplace during working time. The workplace includes Chapter buildings, parking lots and driveway areas and work areas in which Chapter work is regularly performed. This policy also prohibits solicitations via the Chapter’s E-mail or other telephonic communication systems. Furthermore volunteers may not distribute literature or printed material of any kind in work areas at any time.

Solicitation or distribution by non-staff is prohibited on any Chapter property, including buildings and surrounding parking, patio, and driveway areas. Any requests from outside persons or organizations to sell merchandise, solicit contributions, distribute literature, arrange displays or utilize Chapter facilities are to be referred to Financial Development.

Drugs and Alcohol
The Red Cross maintains a workplace that is free from the effects of drug and alcohol abuse. The Red Cross will not tolerate any abuse of drugs or alcohol that imperils the health or well being of its staff or the customers it serves, threatens its operation, or compromises the safety of its products and services.

While on Red Cross property or while performing Red Cross business off premises, volunteers are prohibited from unlawful possession, use, manufacture, distribution, sale or dispensation of illegal drugs or alcohol. Such conduct is also prohibited during nonworking time to the extent that it violates laws, negatively affects Red Cross activities, or adversely affects the reputation of the American Red Cross.

Volunteers who use legally prescribed drugs during work, and have any reason to expect that such use may affect their ability to perform work are encouraged to report this fact to their supervisors or the Volunteer Coordinator.

Volunteers who are convicted of any drug- or alcohol-related offense, including pleas of no contest, are obligated to inform the Volunteer Coordinator within five days of said conviction or plea. Failure to comply with this regulation may result in disciplinary action up to and including separation.

Smoking
The Chapter provides a smoke-free work environment. Smoking inside all Chapter facilities, including owned and leased vehicles, is prohibited. Smoking is permitted in exterior designated smoking areas only. Smokers have a special obligation to keep outside smoking areas free of litter and to dispose of all smoking materials in proper receptacles.

Representing Red Cross
Prior to any action or statement, which might significantly affect or obligate the Chapter, volunteers should seek prior consultation and approval from appropriate staff. These actions may include but are not limited to, public statements to the press, collaboration or joint initiatives or any agreements involving contractual or other financial obligations. Volunteers are authorized to act as representatives of the organization as specifically indicated within their position/job descriptions and only to the extent of such written specifications.

Media Inquiries
The American public relies on the American Red Cross as a symbol of trust and as a powerful voice in providing lifesaving information. The Chapter will provide a response to media inquiries as soon as possible, generally within 24 hours of receipt. Individuals designated to speak on the organization’s behalf are the Executive Director and approved senior staff and board members.

It is imperative that we speak with one voice when dealing with national media, like CNN or ABC News, that reach far beyond local coverage areas. Selected staff members from the Communication and Marketing Department at Red Cross national headquarters are charged with handling national media calls and requests for interviews with national news media. Communication and Marketing management will route national media calls to the available spokespersons.

Dress Code
Appropriately dressed employees add to the overall credibility of the Red
Cross and display a sense of confidence to the American Public. Employees
are expected to be well-groomed and to wear attire that is appropriate for
the duties performed during the course of their Red Cross duties.

Examples of attire considered inappropriate in the workplace include the
following (NOT all inclusive):

Dressing in a manner that is suitable for your job is important. The intent
of this document is not to dictate style and taste. Employees should
exercise good taste and judgment to project a suitable and professional
image for their jobs. In considering appropriate office attire,
consideration should be given to the appropriateness of the individual's
overall appearance and not necessarily the fabric or style of a particular
piece of clothing.

Personal Phone Calls
The Chapter may limit the number of personal or cell phone calls placed or received by volunteers while they are serving on Red Cross business.

Acknowledgement and Receipt

Signature on this receipt acknowledges that you have reviewed the American Red Cross of Northern Utah’s volunteer handbook. Please sign and date the receipt.

I, ___________________________, certify that I have received and reviewed the American Red Cross of Northern Utah volunteer handbook.

I further understand that, by signing this statement as required I am indicating that I have read the volunteer handbook and understand its contents, or have discussed questions I have with the Volunteer Coordinator. I also realize that this statement will become a permanent part of my volunteer personnel file.

______________________________________________
Volunteer’s Name (Please Print)

Volunteer Handbook

Table of Contents

Introduction

Volunteer Policies

Recruitment and Selection Policies

Supervision, Feedback, Training, and Miscellaneous Policies

Safety & Security Policies

Conduct Policies

AMERICAN RED CROSS CODE OF CONDUCT
CERTIFICATION AND DISCLOSURE

Acknowledgement and Receipt

Volunteer Handbook

Table of Contents

Introduction

Volunteer Policies

Recruitment and Selection Policies

Supervision, Feedback, Training, and Miscellaneous Policies

Safety & Security Policies

Conduct Policies

AMERICAN RED CROSS CODE OF CONDUCT CERTIFICATION AND DISCLOSURE

Acknowledgement and Receipt

AMERICAN RED CROSS CODE OF CONDUCT
CERTIFICATION AND DISCLOSURE