Volunteer Program Information Manual

workplace of sexually suggestive or demeaning objects, pictures, articles or other items. g. Although a volunteer or employee subjected to unwelcome sexual conduct should let the person engaging in such conduct know that it is unwelcome, a volunteer or employee’s silence is not a license to harass, and one should not assume from a volunteer's or employee’s silence that his or her conduct is welcome. Use common sense.

3. Sexual harassment under this policy can also include conduct that is not of a sexual nature, if it is directed at a person because of his or her sex or sexual orientation. Specifically, sexual harassment under this policy includes verbal abuse that is directed at a person because of his or her sex or sexual orientation and other conduct that is belittling or demeaning to persons of a particular sex or sexual orientation. Thus, making derogatory comments or using derogatory terms in reference to women, gays or lesbians is strictly forbidden.

4. Any incident of discrimination or harassment should be immediately reported, in confidence, to your supervisor so that a prompt investigation may be conducted. If your supervisor is the offending party, or if reporting the matter to your supervisor would be uncomfortable for you, you should immediately report the discrimination or harassment to your Department Head or to the Human Resources Administrator. While Longwood will endeavor to maintain confidentiality in any such investigation to the extent practicable, it will normally question the accused, and may need to interview additional witnesses, as well as the complainant. We request and expect all volunteers and employees who have been questioned in any harassment investigation to respect the confidentiality of the matter being investigated, so as not to risk inflaming an already sensitive situation. Appropriate corrective action will be taken promptly upon the conclusion of the investigation.

5. Any volunteer or employee who is found to have engaged in discrimination or harassment in violation of this policy will be subject to disciplinary action, up to, and including, termination.

WORKING WITH MINORS Longwood Gardens strives to provide a safe environment for everyone throughout the gardens: staff, volunteers, and guests. Through their roles and duties, Longwood staff and volunteers will regularly come into contact with minors. These minors may be accompanied by an adult or may be alone at Longwood (as is the case with camps or volunteering). The following are behavior tips for everyone while working, volunteering, and interacting with minors. The purpose of this list of best practice behaviors is to provide a safe environment while raising awareness of how to manage risk when minors are present.

As a general rule, set yourself up for success to avoid potentially sensitive situations. Even more importantly, consider the relevance of a situation and how it may be interpreted by a minor or their care attendant when hearing it second-hand.

Best Practices for safely engaging and working with minors 10