WE CAN Volunteer Packet
Emergency Information
Demographic Information
This information is helpful for our anonymous reporting to our funding sources and securing grant monies.
Photo/Video/Media Release
I hereby grant WE CAN, its successors and assigns and those acting under its authority, and those for whom it is acting, the absolute right, for as often as it may elect, to copyright and/or use and/or publish any media pictures/video/media of me or in which I may be included in whole or in part, or in conjunction with my own or a fictitious name, or reproductions thereof in color or otherwise, made through any media for outreach, education, advertising, trade, or any other lawful purpose whatsoever.
I hereby waive any right that I may have to inspect and/or approve the finished product or the advertising copy that may be applied. I understand that under no circumstances shall I have any right to maintain any cause against WE CAN, or anyone else by virtue of the terms of this agreement, or anything done pursuant hereto.
Website Permission
We like to list our individual volunteers on our website as a way of thanking them and recognizing the value they bring to WE CAN. With your permission, we would like to add your name to this list.
Anti-Harassment Policy
It is WE CAN’s policy that all employees and volunteers should be able to enjoy a work atmosphere that is free from sexual harassment and other forms of discriminatory harassment based on race, color, gender identity, religion, sexual orientation, marital status, age, national origin, disability, genetic background, ancestry, active military or veteran status or any other protected category.
Sexual and other forms of discriminatory harassment of employees or volunteers by other employees, volunteers or participants of WE CAN occurring in the workplace or in other settings connected with their WE CAN involvement is unlawful and will not be tolerated. Further, any retaliation against an individual who has complained about discriminatory harassment or against individuals who cooperated with an investigation of a discriminatory harassment complaint is similarly unlawful and will not be tolerated.
Because WE CAN takes allegations of harassment seriously, we will respond promptly to complaints of harassment and, where it is determined that such inappropriate conduct has occurred, we will act swiftly to eliminate the conduct. WE CAN will impose any and all corrective actions deemed necessary, including disciplinary action where appropriate.
WE CAN encourages any volunteer who feels that he or she is being harassed or has witnessed harassment to come forward without fear of reprisal. Your complaint should be made either verbally or in writing to the board president.
Volunteer and Staff Confidentiality Statement and Agreement
In your work with WE CAN, you will be exposed to a range of confidential matters and information. Confidentiality is vital to WE CAN. There are three (3) main areas of confidentiality, which follow:
1. Participant information is confidential and is to be shared only among WE CAN staff, except in cases where there are legal considerations involved in the individual’s care. At no time shall the identity or specific situation of a participant be discussed inside or outside of WE CAN, except in a context relative to helping and supporting the individual. (Note: a participant of WE CAN is someone who receives any service from WE CAN).
2. Proprietary information of WE CAN is confidential and is not to be shared outside of the building. Proprietary information includes technical data, donor information, copyrights, and mailing lists (including participant, employee, and volunteer addresses and phone numbers). Please be aware that WE CAN owns proprietary information, and you cannot use it without express written permission of the Executive Director.
3. Information shared by colleagues and/or coworkers, including participants who are volunteers or employees, must be afforded a certain level of discretion and respect for a person’s privacy. This includes any information shared by people with colleagues about their personal life or matters at WE CAN.
4. All employees, volunteers, and consultants of WE CAN must agree to this confidentiality agreement. If you are unsure about the confidential nature of specific information, you should ask the Executive Director for clarification.
COVID-19 Policy
1. Do not come to the WE CAN office if you are not feeling well or are experiencing any symptoms associated with COVID-19, including a new fever, cough, sore throat, and shortness of breath, loss of taste or smell, or nasal congestion or a runny nose. Tell your supervisor and stay home.
2. Any employee or volunteer who begin to feel ill during the workday should report to their manager, and will immediately be asked to leave the workplace. If they are unable to drive themselves, their emergency contact will be contacted for pick up.
3. Masks covering nose and mouth are required upon entry to the building and in communal work spaces such as entryways, copy areas, hallways, rest rooms, kitchen, and conference rooms.
4. Office protocols will continue to be updated on an as-needed basis, depending on evolving public health
circumstances and guidance from the federal, state, and local government.
