SERVANTEE, Inc. ("SERVANTEE") values the contributions of its volunteers. This handbook sets forth rules of operation that apply to volunteers of SERVANTEE. The policies in this handbook are subject to change at any time at the sole discretion of SERVANTEE with or without prior notice. You may receive updated information concerning changes in policy from time to time, and those updates should be kept with your copy of this handbook. These rules of conduct in this Handbook apply at all times when engaging in any activities for or on behalf of SERVANTEE whether at its premises, at its events or elsewhere.
NEITHER THIS HANDBOOK NOR ANY PROVISION IN THIS HANDBOOK CONSTITUTES A CONTRACT OF EMPLOYMENT OR ANY OTHER TYPE OF CONTRACT. NOTHING CONTAINED IN THIS HANDBOOK SHALL CHANGE THE RELATIONSHIP BETWEEN SERVANTEE AND ITS VOLUNTEERS FROM THAT OF A VOLUNTEER RELATIONSHIP.
2. MISSION, VISION, PRINCIPLES
SERVANTEE's mission is to connect golfers to serve organizations and people in need. The vision is to see people live with greater intention and purpose. Our principles are:
Love and serve others in the same selfless manner modeled by Jesus Christ.
Make a positive impact in the lives of everybody we serve.
Create experiences and environments where everybody is welcome and loved.
Glorify God by being a good steward of everything entrusted to us.
Although this is an unpaid volunteer program, volunteer is participating in the organization as a reliable, trustworthy and contributing member of the team. We rely on volunteer's punctuality and commitment to our programs to be successful. Please contact volunteer's supervisor if volunteer anticipates being late or absent for an activity to which volunteer has committed.
4. PERSONAL PROPERTY
Volunteers are responsible for securing their own personal possessions (e.g., cell phone, coat, sunglasses, purses, etc It is recommended that these items be locked in your car out of plain sight.
5. BAD WEATHER POLICY
SERVANTEE's primary concern during inclement weather is to protect the safety of our staff and volunteers. If volunteer feels it would be unsafe to travel to volunteer, he or she should use his or her best judgment and inform volunteer's direct supervisor if volunteer will not be coming in. Warm season inclement weather, such as thunderstorms and tornadoes, tend to develop quickly and unpredictably. In these cases, it is generally safer for volunteers to take appropriate cover within the building rather than to be on the road driving home. Therefore, except as directed by the Executive Director, SERVANTEE will not close in response to such events.
6. STANDARDS OF CONDUCT
As a volunteer with SERVANTEE, volunteer is expected to maintain high standards of conduct. The following list includes some (but by no means all) of the types of prohibited conduct. While engaging in any activities for or on behalf of SERVANTEE, whether at its premises or elsewhere, prohibited conduct includes:
Making false or misleading statements to SERVANTEE, or refusing to provide requested information in an accurate and timely manner;
Making slanderous statements about SERVANTEE, its employees, other volunteers, interns, clients or others helping or working with SERVANTEE;
Theft, misuse or destruction of SERVANTEE property or the property of its employees, volunteers, interns, clients or others helping or working with SERVANTEE;
Fighting, gambling or engaging in horseplay on SERVANTEE property;
Possession of any weapons (guns, knives or other weapons, whether licensed or not); or
Conduct or behavior that violates any SERVANTEE policy or negatively reflects on SERVANTEE.
7. DRUGS AND ALCOHOL
SERVANTEE is committed to providing a safe, healthy and drug-free work environment. Therefore, SERVANTEE has established the following policies:
While engaging in any activities for or on behalf of SERVANTEE, whether at its premises or elsewhere, a volunteer may not:
(1) use, possess, sell, buy, or offer to sell or buy, illegal drugs or other non-prescribed intoxicants or controlled substances (or paraphernalia associated with such prohibited substances), or be under the influence of such substances.
(2) use, possess or be under the influence of or be impaired by alcohol in a manner that may have the effect of impairing the volunteer's ability to perform his or her volunteer responsibilities in a safe and acceptable manner. (However, nothing in this policy precludes the appropriate use of alcohol that does not cause unsafe or unacceptable performance of assigned tasks.)
(3) use prescription drugs illegally or in a manner inconsistent with the physician's prescribed dosage or use prescription drugs that have the effect of impairing the volunteer's ability to perform his or her volunteer responsibilities in a safe and acceptable manner. (However, nothing in this policy precludes the appropriate use of legally prescribed medications that do not cause unsafe or unacceptable performance of assigned tasks
8. NO VIOLENCE
Acts or threats of violence (including intimidating behavior, verbal or physical harassment or coercion) that involve or affect SERVANTEE's employees, interns, volunteers or anyone else will not be tolerated. Violation of this policy may lead to the termination of the volunteer relationship with SERVANTEE.
All volunteers are encouraged and have an obligation to report to their supervisor any incidents of threats or acts of physical violence - regardless of the whether the violence is directed at the volunteer or at others. If it would be inappropriate to report to the supervisor, contact the Executive Director.
9. PROHIBITION OF HARASSMENT
SERVANTEE does not and will not tolerate harassment of SERVANTEE's employees, interns, volunteers, applicants or anyone else. Harassment is defined as verbal or physical conduct that denigrates or shows hostility toward an individual or that creates an intimidating, hostile or offensive working environment for an individual because of his/her sex, race, color, religion, national origin, genetic information, age, disability, pregnancy, gender identity or expression, sexual orientation, service in the uniformed services, or any other protected class. Harassment includes, but is not limited to, epithets, slurs, jokes or other verbal or physical conduct relating to an individual's sex, race, color, religion, national origin, genetic information, age, disability, pregnancy, gender identity or expression, sexual orientation, service in the uniformed services or any other protected class.
Harassment also includes sexual advances, requests for sexual favors, unwelcome or offensive touching or other verbal, graphic or physical conduct, or electronic communications (including e-mail and texting) of a sexual nature involving either members of the same sex or opposite sex. If volunteer has any questions about what constitutes behavior prohibited by this policy, the volunteer should ask SERVANTEE's Executive Director
Volunteers who harass others may be immediately asked to leave SERVANTEE's premises or location of volunteer's assignment. Furthermore, volunteer's relationship with SERVANTEE may be terminated at the sole discretion of its Executive Director.
If volunteer feels that he or she is being harassed in any way by another volunteer or some other person, or if volunteer observes another volunteer or some other person being harassed, volunteer should immediately notify SERVANTEE's Executive Director. We will thoroughly investigate the matter and, where appropriate, take corrective action. If volunteer does not feel that he or she can discuss the matter with SERVANTEE's Executive
Director, or if volunteer is not satisfied with the way his or her complaint has been handled, please immediately contact SERVANTEE's Board Chairman to arrange for a meeting to discuss volunteer's complaint.
10. DRESS CODE
The nature of the volunteer activity for or on behalf of SERVANTEE will dictate appropriate dress, e.g., an outdoor activity vs. an indoor meeting. SERVANTEE reserves the right to determine whether specific clothing items are appropriate on a case by case basis.
SERVANTEE is a smoke-free facility. This restriction applies to employees, interns, volunteers and anyone else who comes to SERVANTEE. While engaging in any activities for or on behalf of SERVANTEE, whether at its premises or elsewhere, volunteer may not use tobacco or vaping products of any nature.
SERVANTEE does not provide liability, health, medical or disability or any other type of insurance coverage for volunteer for injury, illness, death, disability or property damage suffered by volunteer or third parties.
13. SUSPECTED CHILD ABUSE
If a child tells volunteer of an incident or volunteer has reason to suspect child abuse it MUST be reported. SERVANTEE defines child abuse as physical, sexual or emotional abuse or neglect of the child, or any other unsafe circumstances affecting the child. In the event volunteer learns of or suspect child abuse, SERVANTEE requires volunteer to follow the approach outlined below.
If a child confides in volunteer or volunteer suspects abuse, the volunteer should not ask questions of the child, as this may cause confusion or a change in the story. Instead, the volunteer should report the incident to SERVANTEE's Executive Director or the person in charge of the event if the Executive Director is not available. The person in charge of the event should make a factual report to the Executive Director. The Executive Director will then report the suspected child abuse to the proper authorities. After the Executive Director reports the abuse to the proper authorities, a person trained in forensic interviewing will professionally interview the child.
If volunteer is told of the abuse of a child, then as soon as practicable, volunteer must document: (a) the child's exact words to the best of the volunteer's ability, (b) the date and time of the child's communication of the abuse to you, and (c) a detailed description of any physical evidence.
If volunteer makes the report of suspected abuse, SERVANTEE will assume that volunteer's report was made in good faith SERVANTEE will not penalize volunteer if the accusation volunteer conveys results in a case which
Because of SERVANTEE's work with children, it is imperative that we closely abide by this policy as SERVANTEE is a mandated reporter.