Looking at the Horse SA volunteer policy with ideas for clubs. For more info on the organisation, visit http://www.horsesa.asn.au

1. Horse SA
www.horsesa.asn.au
18 August, 2016
HORSE SA relies heavily on the unpaid work of
volunteers and values their contribution highly.
They are recognised as an essential part of our
organization, performing many different roles.
An educational webinar sharing Horse SA’s volunteer
policy as a base for ideas in your own club.

2. The Volunteer Protection Act (2001) exists in SA, but
it is not enough alone for organisations
The intent of this legislation is to provide protection
to individual volunteers from personal liability for
loss, injury or damage caused as a result of an act or
omission on their part while undertaking their
volunteering duties on behalf of an incorporated
organisation.
A volunteer is not protected under the Act if they:
• act illegally
• are affected by alcohol or illicit drugs
• defame someone
• act outside authorised activities
In effect, the Act transfers personal liability from the
individual to the organisation.
The Act does not provide the Volunteer with
personal accident cover. Download fact sheet Link
to more info on the Act

3. However, the organisation needs to
ensure that the job role for the
volunteer is defined, and provide
training if required.
Organisations also need to discuss
with their insurance broker the
number of volunteers, type of work
being undertaken, where and when.
This will guide the type of insurance
required e.g. personal accident and
perhaps other types, such as
professional indemnity.
Volunteers can request information
about the insurance cover, or in
many cases, organisations have
insurance information placed online.

4. Induction
On commencement, new volunteers
should be given an induction package
and be provided with orientation to the
organisation which will include a copy of
the volunteer policy and any other
policies that affects their work.
Inductions need to be recorded.
Many organisations are now looking to
online induction options which records
evidence of completion. This may only
go part way to fulfilling needs.
Contractors also require induction.
Examples:
Volunteers:
http://www.ponyclub.asn.au/files/documents/risk-
management/pcasa_-induction-example_2013.pdf
Contractors:
http://www.ponyclub.asn.au/files/documents/risk-
management/pcasa_contractors-induction-checklist_2013.pdf
Google ‘SafeWork SA induction’ for
this template

5. Volunteers should have a job description
and agreed working hours
To keep volunteering attractive, think of
how regular well-run workplaces operate &
promote similar benefits to your potential
helpers.
Job description
• regular breaks
• shelter, seating, drinks available
• policies
• extra provisions for hot/ inclement
weather
• job sharing
• reimbursement for agreed expenses
• discuss improvements or changes to the
job to make it easier/safer
• professional development (pathway to a
different role?)

6. Volunteers
need to be
provided
with
sufficient
training to
do the job.
Make
training
fun, social,
and
recognise
the effort
spent to
attend.

7. Volunteers have the right for confidential
and personal information dealt with in
accordance with the principles of the
Privacy Act 1988
Organisations may have their own privacy
policy which relates to the collection,
storage, disposal or sharing of an
individual’s information.
It is also an idea to talk to your insurer
about what information is stored on and
offline. (Cybercrime)
Horse SA Confidentiality policy is available
online
Further example: Pony Club Victoria
http://www.ponyclubvic.org/?Page=1883&MenuID=about_us%2F108
51%2F0%2F
Info about the Australian Privacy Principles:
https://www.oaic.gov.au/resources/individuals/privacy-fact-
sheets/general/privacy-fact-sheet-17-australian-privacy-principles.pdf
Photo: Michael Mullen

8. Volunteers have the right to be interviewed
and employed in accordance with equal
opportunity legislation, and work in a
healthy and safe environment free from
discrimination and harassment of any kind
In South Australia, it is unlawful to discriminate
because of:
• Age
• Association with a child (in customer service or
accommodation) e.g. breastfeeding, childcare
• Caring responsibilities
• Chosen gender
• Disability
• Marital or domestic partnership status
• Pregnancy
• Race
• Religious appearance or dress (in work or study)
• Sex
• Sexuality
• Spouse or partner’s identity
Discrimination laws also cover:
• Sexual harassment
• Victimization
• Whistleblowing
http://www.eoc.sa.gov.au/eo-
you/discrimination-laws/south-
australian-laws/equal-opportunity-act
http://www.safework.sa.gov.au/show_pa
ge.jsp?id=115380#.V6_nWph96Hs
Inclusive cultures

9. Volunteers have the right to have access to
a grievance procedure
Organisations are encouraged to develop their own grievance procedure, including
appointment of an Officer(s) as the first point of contact.
Sports SA runs a State Sports Dispute Centre for more complex mediation

10. Volunteers shall carry out
duties assigned by the
management of HORSE SA
and shall be under the
direct supervision of the
EO.
In an organisation:
Volunteers need to know
what tasks are sanctioned
by the organisation.
Who will supervise new
volunteers on tasks?
Line of reporting needs to
be clear.
What training and PPE are
provided.
What to do if there is a
problem.

11. All volunteers shall be treated with respect and
gratitude for their contribution. HORSE SA will
endeavour to acknowledge their commitment, their
efforts and their dedication
Ideas… no need to run out of them!
Volunteering Australia has come up with 101 ways to say
thank you to your volunteers!
http://volunteeringaustralia.org/wp-content/uploads/VA-
Managers-101-Ways-to-Recognise-Your-Volunteers.pdf

12. A note on WHS: Volunteer associations that do not have employees are not governed by South
Australian work health and safety laws. However, under common law obligations, organisations
owe a duty of care to its volunteers to take reasonable steps to avoid foreseeable harm, injury or
loss. More info here.

13. Horse SA Volunteer Policy
HORSE SA relies heavily on the unpaid work of volunteers and values their
contribution highly. They are recognised as an essential part of our organization,
performing many different roles. HORSE SA will endeavour to acknowledge their
commitment, their efforts and their dedication.
All volunteers shall be treated with respect and gratitude for their contribution.
Volunteers shall carry out duties assigned by the management of HORSE SA and shall
be under the direct supervision of the EO.
Volunteer rights
Volunteers have the right to:
work in a healthy and safe environment free from discrimination and harassment of
any kind
be interviewed and employed in accordance with equal opportunity legislation
be adequately covered by insurance
be given an induction package which will include a copy of this policy and any other
policy that affects their work
have a job description and agreed working hours
have access to a grievance procedure
be provided with orientation to the organisation
have confidential and personal information dealt with in accordance with the
principles of the Privacy Act 1988
be provided with sufficient training to do the job.
Volunteer Protection Act (2001)
The intent of this legislation is to provide protection to individual volunteers from
personal liability for loss, injury or damage caused as a result of an act or omission on
their part while undertaking their volunteering duties on behalf of an incorporated
organisation.
The Act does not provide the Volunteer with personal accident cover.
All other relevant legislation will be observed.

14. Horse SA
www.horsesa.asn.au
18 August, 2016
Thank you