Volunteer Handbook

6/15/2015

Table of Contents Welcome You are a Part of Our Team, Our Mission & Vision About Hammer What You Can Expect Volunteering Policies Overall Policy on Use of Volunteers Role of the Volunteer Resources Department Definition of ‘Volunteer’ Relatives as Volunteers Staff as Volunteers

Page Number 4 5 6 7

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Service at the Discretion of the Organization Volunteer Rights and Responsibilities Scope of Volunteer Involvement

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Maintenance of Records Confidentiality Dress Code Drug-Free Workplace Harassment

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Relationships Smoking Violence in the Workplace

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Position Descriptions Recruitment Interviewing Criminal Records Check Driver’s License Check

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Cell Phone Usage Placement Staff Participation in Interviewing and Placement Acceptance & Appointment Re-assignment Leave of Absence

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Orientation On the Job Training Staff Involvement in Orientation & Training Volunteer Involvement in Orientation & Training Continuing Education

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Requirement of a Supervisor Volunteers as Volunteer Supervisors Volunteer-Staff Relationships Volunteer Management Training for Staff Volunteer Involvement in Staff Evaluations Absenteeism Corrective Action

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Resignation

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Reimbursement of Expenses Insurance Recognition

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Social Media Policy

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Receipt and Acknowledgment Confidentiality Acknowledgment

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WELCOME TO HAMMER Dear Volunteer: Welcome to Hammer and thank you for joining us! You will find that Hammer is an organization that has established an outstanding reputation for quality service. Credit for this goes to every one of our volunteers. We hope you will also find satisfaction and take pride in your time spent here.

This Handbook provides answers to most of the questions you may have about Hammer’s programs, as well as the agency policies and procedures we abide by—our responsibilities to you and your responsibilities to Hammer. If anything is unclear, please discuss the matter with the staff, your supervisor, or contact one of us. You are responsible for reading and understanding this Volunteer Handbook. In addition to clarifying responsibilities, we hope that this Volunteer Handbook also gives you an indication of Hammer’s interest in the welfare of all who volunteer here.

From time to time, the information included in our Volunteer Handbook may change.

Every effort will be made to keep you informed through suitable lines of communication, including periodic letters, emails and newsletters.

Personal satisfaction gained from ‘a job well done’ is only one of the reasons most people volunteer. Most likely, many other factors count among your reasons for volunteering—pleasant relationships and volunteering conditions, career development and promotion opportunities to name a few. Hammer is committed to doing its part to assure you of a satisfying volunteer experience.

We extend our best wishes to your success and happiness at Hammer.

Respectfully, Terriann Thommas Director of Advocacy & Volunteer Resources

Hammer Volunteer Handbook

Cathy Thoma Volunteer Resources Manager

Lisa P. Greenberg Volunteer Resources Support

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YOU ARE PART OF OUR TEAM . . . . .

As a member of Hammer’s team, you will be expected to contribute your talents and energy to improve the environment and quality of the agency, as well as the people in which this agency serves. In return, you will be given opportunities to grow and advance in your volunteer career.

At Hammer, we always put safety first. We believe it is our duty to provide you with as safe an environment as possible. For your protection, we have an in-house safety inspection program. We also have a mandatory criminal background check for all volunteers and staff that work directly with the individuals served by Hammer.

In addition, you will receive Confidentiality, Mistreatment Reporting and Data Privacy training, along with a review of volunteer policies and procedures. A driver’s license check will also be done if you will be driving as part of your volunteer experience. No one will be denied opportunities on the basis of age, gender, color, race, creed, national origin, religious persuasion, marital status, political belief, sexual orientation or disability that does not prohibit performance of essential job functions; nor will anyone receive special treatment for those reasons.

But most importantly, we ask that you are reliable and bring a good team attitude to your assignment as we really do count on you for contributing to the success of Hammer.

Volunteer Resources Mission

Through the support of volunteers, we will seek to build relationships and connect resources with the individuals we support and staff as a means of growing the work and mission of Hammer.

Our Vision

1. To consistently make connections with the individuals we support, staff, and volunteers in order to determine how needs can be fulfilled by the volunteer department.

2. To effectively screen and prepare volunteers for their positions.

3. To have volunteers be an integral part of the infrastructure of Hammer.

4. To develop and recognize our volunteers.

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About Hammer Mission Statement Hammer provides adults and children with developmental disabilities the opportunity to experience life to its fullest.

Hammer’s History Hammer has served Minnesota since 1923. Founded by Alvina Hammer Rutzen, “Hammer School” was the result of Mrs. Rutzen’s vision to raise the quality of life for individuals with developmental disabilities. In a rented house near Minnehaha Falls in Minneapolis, Mrs. Rutzen began caring for and training children with special needs.

As the number of children grew, Hammer School moved from the original site to a larger site on Dupont Avenue South. The next school was housed in two Minneapolis duplexes at Humbolt Avenue and Lake Street. But due to the need for more room, the Wayzata property was purchased in 1929.

In 1932, eleven children resided at the school, but during the following years the numbers quickly grew; as a result Mrs. Rutzen approached Hennepin County for financial help. In 1960, Hammer School was incorporated into a non-profit corporation under the laws of the State of Minnesota. In 1974, Hammer was implemented into ICF/MR facility and in 1975 public education became more available to disabled individuals, so Hammer School, became Hammer Residences, Inc. In 2002, Hammer Residences, Inc. was renamed “Hammer” because our services were expanding.

Hammer Today Hammer currently serves approximately 1500 individuals with developmental disabilities. We support them in homes and apartments in the community as well as through in-home services, flexible case management, care coordination, and contracted case management.

Hammer’s Future As we look to the future, we will need to rely on fund-raised dollars and be less reliant on government dollars as the state and federal budget shrinks. Hammer will continue to look at innovative services that will enrich the lives of those we support, continuing our life-long passion of creative supports. You are an important part of this.

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What You Can Expect From Hammer

Hammer volunteers’ have the right to:

1. Be assigned appropriate assignments according to skill, interests, availability, and training.

2. Be trusted with confidential information that will help carry out assignments.

3. Be given appropriate formal and informal expressions of appreciation and recognition.

4. Receive orientation, training, and supervision for the jobs they accept and know why they are being asked to do a particular task.

5. Expect that their time will not be wasted by lack of planning, coordination and cooperation within the agency.

6. Discuss any problem with staff at Hammer; receive prompt and fair adjustment of any complaints that may arise.

7. Expect their individual records will be respected, and all volunteers will be treated with courtesy and consideration.

8. Have all of these done in a spirit of friendliness and cooperation so that Hammer will continue to be known as “a great place to volunteer!�

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Volunteering Policies 1010 Volunteer Program Overall Policy on Use of Volunteers The achievement of the goals of this organization is best served by the active participation of the individual we support, their staff, and citizens of the community. To this end, the organization accepts and encourages the involvement of volunteers at all levels in the organization and within all appropriate programs and activities. All staff and the individuals we support are encouraged to assist in the creation of meaningful and productive roles in which volunteers may serve and can assist in recruitment of volunteers from the community.

Role of the Volunteer Resources Department The productive use of volunteers requires a planned and organized effort. The function of the volunteer resources department is to provide a central coordinating point for effective volunteer involvement within the organization, and to direct and assist staff and volunteer efforts jointly to provide more productive services. The department shall also bear responsibility for maintaining liaison with other volunteer programs in the community and assisting in community-wide efforts to recognize and promote volunteering. The Volunteer Resources Department shall bear 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 contribution of volunteers to the organization.

Definition of ‘Volunteer’ A “volunteer” is anyone who without compensation or expectation of compensation beyond reimbursement of expenses incurred in the course of his or her volunteer duties performs a task at the direction of and on behalf of the organization. A “volunteer” must be officially accepted and enrolled by the organization prior to performance of the task.

Relatives as Volunteers Relatives of clients may also serve as volunteers and may be placed in a position of direct service or relationship to members of their family who are receiving services.

Staff as Volunteers Staff can serve as volunteers as long as it is not part of their paid position description.

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

A volunteer may at any time, for whatever reason, decide to sever the volunteer’s relationship with the organization. Notice of such a decision should be communicated as soon as possible to the Director of Volunteer Resources, Terriann Matejcek.

Volunteer Rights and Responsibilities Volunteers are viewed as a valuable resource to this organization, its staff, and its clients. Volunteers shall be extended the right to be given meaningful assignments, the right to be treated with respect, the right to effective supervision, the right to full involvement and participation, and the right to recognition for work done. In return, volunteers shall agree to actively perform their duties to the best of their abilities and to remain loyal to the values, goals and procedures of the organization.

Scope of Volunteer Involvement Volunteers may be involved in all programs and activities of the organization, and serve at all levels of skill and decision making.

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1020 Volunteer Management Procedures Maintenance of Records A system of records will be maintained on each volunteer, including dates of service, positions held, duties performed, evaluation of work, and awards received. Volunteers and appropriate staff shall be responsible for submitting all appropriate records and information to the volunteer management department in a timely and accurate fashion.

Volunteer personnel records shall be treated confidentially.

Confidentiality Volunteers are responsible for maintaining the confidentiality of all proprietary or privileged information to which they are exposed while serving as a volunteer, whether this information involves an individual or the overall business of the organization.

Failure to maintain confidentiality may result in termination of the volunteer’s relationship with the organization or other corrective action.

Dress Code Volunteers shall dress appropriately for the conditions and performance of their duties.

Drug-Free Workplace Hammer prohibits use, possession, sale, purchase, manufacture, transfer, or being under the influence of alcoholic beverages, illegal drugs, abuse of prescription drugs, or other intoxicants at any time while on Hammer’s business.

Harassment Hammer intends to provide a volunteer environment that is pleasant, healthful, comfortable, and free from intimidation, hostility or other offenses which might interfere with volunteer performance. Harassment of any sort – verbal, physical, and visual- will not be tolerated.

Volunteers are responsible for keeping our volunteer environment free of harassment.

Any volunteer, who becomes aware of an incident of harassment, whether by witnessing the incident or being told of it, must report it to the Director of Volunteer Resources or any officer of Hammer with whom you feel comfortable. When Hammer becomes aware that harassment might exist, it is obligated by law to take prompt and appropriate action, whether the victim wants the agency to do so.

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Relationships The success of Hammer depends upon the quality of the relationships between Hammer, our volunteers, our staff, the people that we provide services for, and the community. In a sense, regardless of your position, you are a Hammer ambassador.

Here are several things you can do to help give clients a good impression of Hammer: 1. Act competently and deal with people in a courteous and respectful manner.

2. Communicate pleasantly and respectfully with other volunteers at all times.

3. Follow up on orders and questions promptly, provide businesslike replies to inquiries and requests, and perform all duties in an orderly manner.

4. Take great pride in your volunteering and enjoy doing your very best.

These are the building blocks for your and Hammer’s continued success. Thank you for adding your support.

Smoking Smoking is allowed in designated areas. Smoking is strictly prohibited while transferring residents in your vehicle.

Violence in the Workplace It is Hammer commitment to ensure a safe and healthy environment for everyone.

Violence in any form is unacceptable. A violation of this policy will be considered unacceptable and will result in dismissal.

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1030 Volunteer Recruitment and Selection Position Descriptions Volunteers require a clear, complete, and current position description of the duties and responsibilities of the position which they are expected to fill. All position descriptions shall include a description of the purpose and duties of the position, a designated supervisor and worksite, a timeframe for the performance of the job, a listing of job qualifications, and a description of job benefits.

Recruitment Volunteers shall be recruited by the organization on a pro-active basis, with the intent of broadening and expanding the volunteer involvement of the community. Volunteers shall be recruited without regard to gender, disability, age, race or sexual orientation.

The sole qualification of volunteer recruitment shall be suitability to perform a task on behalf of the organization, able to regularly volunteer their time, as well as pass a criminal background check and driver’s license check, if driving is a requirement of the volunteer position. Volunteers may be recruited either through an interest in specific functions or through a general interest in volunteering which will later be matched with a specific function.

Interviewing Prior to being assigned or appointed to a position, all volunteers will be interviewed to ascertain their suitability for and interest in that position. The interview should determine the qualifications of the volunteer, their commitment to fulfill the requirements of the position, and should answer any questions that the volunteer might have about the position. Interviews may be conducted either in person, phone, or email.

Criminal Records Check All volunteers must submit a background criminal record check. Volunteers who not agree to the background check may be refused assignment. Volunteers who work directly with the children we support are required for additional background checks, as well as fingerprints.

Driver’s License Check Volunteers whose volunteer work requires operation of a motor vehicle must present and maintain a valid driving license and a driving record acceptable to our insurer. You will be asked to submit a copy of your vehicle insurance to Hammer. Any changes in the volunteers driving record must be reported to Director of Volunteer Resources immediately.

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Cell Phone Usage Cell phone usage is strictly prohibited while driving when transporting volunteers, employees or individuals served by Hammer.

Placement 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 shall be assigned to a “make-work� position and no position should be given to an unqualified or uninterested volunteer.

Staff Participation In Interviewing and Placement Whenever possible, staff who will be working with the volunteer should participate in the design and conduct of the placement interview. Final assignment of a potential volunteer should not take place without the approval of appropriate staff with whom the volunteer will be working.

Acceptance and Appointment Notice of acceptance will be given by an authorized representative of the organization, who will typically be the Volunteer Resources staff. No volunteer shall begin performance of any position until they have been officially accepted for that position and have completed all the necessary screening, orientation, and paperwork.

Re-assignment Volunteers may choose to accept a different or another opportunity. At that time, any screening and/or training that need to be completed shall be done before the reassignment.

Leave of Absence At the discretion of the Volunteer Resources Department, leaves of absences may be granted to volunteers. This leave of absence will not alter or extend the previously agreed upon ending date of the volunteer’s term of service.

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1040 Volunteer Training and Development Orientation All volunteers will receive an online general orientation on the nature and purpose of the organization, nature and operation of the volunteer program and the activity for which they are interested.

On-the-job Training Volunteers will receive specific on-the-job training to provide them with the information and skills necessary to perform their volunteer assignment. The timing and methods for delivery of such training should be appropriate to the complexities and the demands of the position and the capabilities of the volunteer.

Staff Involvement in Orientation and Training Staff members will have the responsibility to train volunteers that will work directly with the individuals they support. Staff who will be in a supervisory capacity to volunteers shall have primary responsibility for the training and supervision of those volunteers assigned to the individuals they support.

Volunteer Involvement in Orientation and Training Experienced volunteers should be included in the design and delivery of volunteer orientation and training if possible.

Continuing Education Volunteers are encouraged to attend additional trainings and educational opportunities with the organization to assist in their personal and educational growth. Volunteers may attend trainings outside or within the organization at Hammer’s expense with the prior approval of the Volunteer Resources Department.

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1050 Volunteer Supervision and Evaluation Requirement of a Supervisor The Volunteer Resources Department is responsible for the management of volunteers within the organization. However, the staff that works directly with the volunteers needs to report hours worked and relevant information that occurred on the volunteer’s shift to the Volunteer Department.

Volunteers as Volunteer Supervisors A volunteer may act as a supervisor of other volunteers, provided that the supervising volunteer is under the direct supervision of the designated site or event Hammer staff member.

Volunteer-Staff Relationships Volunteers and staff are to be considered partners in implementing the mission of the organization, each having a shared but complementary role to play. It is essential to the proper operation of this relationship that each partner understands and respects the needs and abilities of the other.

Volunteer Management Training for Staff An orientation on working with volunteers will be provided to all staff on an on-going, as-needed basis via PMIT training sessions, Manager’s meetings and All Staff meetings.

Volunteer Involvement in Staff Evaluation Examination of staff’s effective use of volunteers may be a component in their evaluation of staff’s performance. In these cases, supervisors will ask the volunteer(s) for their input and participation.

Absenteeism Volunteers are expected to perform their duties on a regular basis. When expected to be absent, please inform the individual you volunteer with and the staff as far in advance as possible. Continued absenteeism will result in a review of the volunteer’s work assignment or term of service.

Corrective Action In appropriate situations, corrective action may be taken for performance issues or following an evaluation. Examples of corrective action include the requirement of additional training, re-assignment of the volunteer to a new position, suspension of the volunteer, or dismissal from volunteer service with the organization.

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Resignation Volunteers may resign from their volunteer service with the organization at any time. It is requested that volunteers who intend to resign provide advance notice of their departure and a reason for their decision. Volunteers who leave will be asked to complete an exit interview, as feasible. The exit interview should ascertain why the volunteer is leaving the position, suggestions the volunteer may have to improve the position, and the possibility of involving the volunteer in some other capacity in the organization in the future.

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1060 Volunteer Support and Recognition

Reimbursement of Expenses Volunteers may be reimbursed for their expenses incurred while volunteering with the individuals we support. Volunteers need to submit receipt for reimbursement. Prior approval must be sought for any major expenditure (over $12). Volunteers are not reimbursed for mileage accrued while volunteering.

Insurance Volunteers are encouraged to consult with their own insurance company regarding the extension of their personal insurance to include community volunteer work. The volunteer’s vehicle insurance is the primary insurance carrier should something happen while volunteering with our organization. Hammer’s insurance shall cover what the volunteer’s insurance did not cover; Hammer’s insurance is secondary liability insurance.

Recognition Recognition events will be conducted to highlight and reward the contributions of volunteers to the organization. Volunteers will be consulted and involved in order to develop an appropriate format for the event. All staff are responsible and encouraged to recognize the volunteers they work with directly on a regular basis throughout the year.

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Policy No. 925 SOCIAL MEDIA TECHNOLOGY POLICY Policy Statement This policy applies to employees’ use of social media technology and other Internet technology and resources. Although this policy cannot address every instance of inappropriate social media use, we hope it will help employees avoid potentially costly or embarrassing mistakes online.

Remember that what you say online will be captured forever and can be transmitted without your consent or knowledge. Therefore, the most important thing for employees to remember when using social media and other Internet resources is to use good judgment and think about the impact that your online post may have on you and on Hammer.

“Social media” is quickly evolving and new tools are added every day. Generally speaking, however, the term is used to describe a range of online tools that people use to communicate, including: blogs (web-based journals) and micro-blogs (e.g. Twitter); social networking sites (e.g., Myspace.com, Facebook.com, social gaming sites, chat rooms, LinkedIn); message boards and mailing lists (e.g. Listserv); wikis (collaborative web sites, e.g., Wikipedia); video sharing (e.g., You Tube), picture sharing, and music sharing; comments on news sites; and podcasts (multimedia files distributed over the internet).

Hammer respects its employees’ decision to use social media on personal time. In addition, Hammer recognizes that use of social media for professional purposes may provide significant and unique professional opportunities. However, if social media is improperly used, it can result in a variety of adverse consequences, such as disclosure of sensitive or confidential information belonging to Hammer and/or its clients, copyright violations, loss of work time, potential damage to the employee’s or Hammer’s reputation, and legal liability for the employee and/or Hammer. Therefore, as a condition of employment, we require that all Hammer employees comply with this policy when using social media technology.

General Rules for Social Media Communications 

Personal Use Should Be on Your Own Time. Generally speaking, employees should not engage in personal use of social media on work time. Consistent with other Hammer policies, Hammer permits limited personal use of social media during non-work time using Hammer’s computers, systems, or other company resources, so long as such use is minimal, does not interfere with or impact an employee’s ability to complete his or her work, does not impact Hammer’s normal business operations, complies with all Hammer policies, does not compromise the security or reputation of Hammer, does not burden Hammer with incremental costs, and complies with all other provisions of this policy.

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Post as Yourself. When posting on a social media site, make clear that you are expressing your personal views alone, not those of Hammer or its other employees. No employee can speak on behalf of Hammer on any social media site without the permission of CEO or an appointed delegate/s. In some cases, the following statement may be appropriate: “The material on this site is my own and does not necessarily

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represent the view of my employer.” You assume full responsibility and any liability for the content of your postings. You should get the Director of Human Resources involved when you become aware of certain inaccurate, accusatory, or negative comments about Hammer or its clients. If you promote or endorse Hammer online through either your personal or professional use of social media, make sure you disclose your employment with Hammer. In some cases, it may be a violation of the law not to. While we appreciate your enthusiasm, we want to make sure your good words don’t come back to haunt you or Hammer. 

Be Respectful. You must be respectful in all social media and Internet communications.

This includes communication on sites (such as Facebook) that you consider personal but where you identify Hammer as your employer or list your Hammer e-mail address. You must not post communications or material that is disparaging, defamatory, obscene, profane, vulgar, bullying, threatening, or inappropriately inflammatory. Because the actions or conduct of any employee of Hammer may affect the reputation and business of Hammer, your social media communications that may be traced, in any way, to Hammer, must be respectful.

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Comply with Harassment and Other Policies. You may not use social media or Internet technology to post communications or material that would violate any other Hammer policy, including, but not limited to, our harassment policy. In particular, you may not post communications or materials that are derogatory or offensive with respect to race, religion, gender, sexual orientation, national origin, disability, age, or any other legally protected class status. Employees’ social media usage on Hammer’s systems, computers, networks or using other Hammer resources is also subject to the following policies: Use of Hammer Property, General Use of Computers, Computer Communications, Policy Enforcement and Modification and Equipment and Electronic Security Policies.

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Keep Secrets and Respect Privacy of Others. You must not disclose any confidential information of any individual served by Hammer, including, without limitation, an individual’s identity or identifying information, or Hammer’s trade secrets or other confidential information. Remember that all employees are bound by HIPAA and the Minnesota Data Practices Act to keep individuals information confidential – do not disclose any individual’s information (including information identifying an individual as a client of Hammer) through social media or otherwise. Do not post any photos relating to individuals served by Hammer, employees or its business contacts. This is the responsibility of Hammer’s communication department. Remember that Hammer’s Confidentiality Policy applies to social media activity just as it applies to other ways in which you may communicate with others.

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Use Good Judgment. Because what you say online is accessible to the public, including Hammer and its employees, individuals served and their families use good judgment in your communications. Ask yourself, is this something that I would want the general public, my supervisor, my co-workers, individuals or their family to see? Do not post anything that would potentially embarrass you or Hammer, or call into question your or Hammer’s reputation, including photographs or other images. We all contribute to the reputation of Hammer and we must we must work together to preserve that good

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reputation. Even if you use strict privacy settings, remember that your posts and pictures can be reposted by others and may be harmful to you or Hammer. 

If It Gives You Pause, Pause. If you are even the slightest bit uncomfortable about a possible posting, review the rules in this policy and think about why you’re uncomfortable and whether you should post the material. Do not post material unless you are completely comfortable with the posting. If you have any questions about whether it is appropriate to post certain material, you can speak with your supervisor, or Human Resources.

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Obey the Law. This goes without saying, but, as a reminder, do not post any material that violates the law, such as material that is obscene, profane, defamatory, threatening, harassing, false or misleading, or that violates the privacy rights of someone else. Also do not post any material that may contain a computer virus. In addition, if you are using material authored or created by someone else, obtain permission first and give them credit. You may not use, reproduce or disclose Hammer’s or any other person’s or company’s trademarks, copyright-protected, or proprietary material online without advance, written permission. Identify all copyrighted or borrowed material with citations and links and obtain permissions when necessary.

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Don’t Expect Privacy. Because your social media communications are publicly available, you should not expect that your communications are private in any way. Be mindful that your postings will exist in the public forum for a long time, and don’t post anything that you wish to keep private. In addition, remember that any communication on Hammer’s computers, systems, and networks is not private and may be monitored.

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Read and Understand the Terms of Use. Before using any social media site, whether for personal or professional reasons, employees should read, understand, and comply with the site’s terms of use. Investigate the privacy settings for social media sites and be careful to set those settings appropriately. Any concerns or questions about the terms of use may be directed to Hammer’s IT Department.

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Ask for Guidance. If you have any questions about what is appropriate to include in social media communications, ask your supervisor or the Director of Human Resources.

Policy Violations Employees who violate this policy may be subject to disciplinary action or immediate termination of employment.

Nothing in this Policy is intended to or will be applied in a manner that limits employees’ rights to engage in protected concerted activity as prescribed by Section 7 of the National Labor Relations Act. GP:2808318 v2; 12/15/11; Board approved on 2/3/12; Updated 9/30/14

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Receipt & Acknowledgment Of Hammer’s Volunteer Handbook

This Volunteer Handbook is an important document intended to help you become acquainted with Hammer. This Handbook will serve as a guide; it is not the final word in all cases. Individual circumstances may call for individual attention.

Please read the following statements and sign below to indicate your receipt and acknowledgment of the Hammer volunteer Handbook. 

I have received and read a copy of Hammer’s Volunteer Handbook. I understand that the policies, rules and benefits described in it are subject to change at the sole discretion of Hammer at any time.

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I further understand that my volunteering is terminated at will, either by myself or Hammer, regardless of the length of my volunteering.

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I am aware that during the course of my volunteering confidential information will be made available to me. I understand that this information is critical to Hammer and must not be disseminated within or outside of Hammer’s premises.

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I understand that my signature below indicates that I have read and understand the above statements and have received a copy of Hammer’s Volunteer Handbook.

________________________________________ Volunteer’s Signature

__________________ DATE:

________________________________________ Volunteer Resources staff signature

___________________ DATE:

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CONFIDENTIALITY I.

PURPOSE To ensure that personal information regarding residents and staff is kept confidential and is not given out or shared with unauthorized individuals.

II.

SCOPE This policy applies to all staff, residents, and volunteers of Hammer.

III.

POLICY A. Hammer recognizes the need to protect the privacy of Hammer residents and employees.

Information such as names, addresses, telephone numbers, medical/personal histories or any confidential information regarding any resident of Hammer and their families, friends, guardians, conservators or relatives, Hammer employees and the policies procedures, management systems or records which are the property of Hammer.

Authorized individuals/organizations are only those people/entities who are legally entitled to this information for purposes of licensing or certification of Hammer programs or who are granted this information by court order or legislative mandate.

In some limited cases the CEO may authorize access to information but usually not without the express permission of the individual resident or staff member.

B.

There are times when a staff member may need to release information about an individual who lives at Hammer. Employees are allowed to release information with written permission by the individual (when they are their own guardian), or their legal representative. In the case of an emergency (accident/hospitalization), an employee can release appropriate information about the individual to the proper authorities. An employee can also discuss and make available information regarding an individual (unless prohibited by the individual or their guardian/conservator) when such information is required by the person’s doctor or other person directly connected with the approved care and treatment of the resident. Volunteers are not able to do so.

C.

Staff members and volunteers must treat individuals respectfully in all situations, including such things as speaking to an individual, not about him or her in the person’s presence, keeping personal information about the person confidential between those who have a need to know.

D. Employees must receive written permission from Hammer to release for non-Hammer purposes Hammer policies, procedures, management systems or records. Volunteers are not able to do so.

Date:

________________________________

Signature: ________________________________ Hammer Volunteer Handbook

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