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2The New Volunteer Manager’s ToolkitJennifer Bennett, CVA, Senior Manager, Education & TrainingJennifer Bennett @JenBennet...
3Today’s Goals and Outcomes• Define a successful volunteer program• Introduce common volunteer engagement programcomponent...
4Successful Program CharacteristicsApply and integrate qualities for success• Knowing your volunteers– Initially and ongoi...
5Common Program ComponentsNot all programs need each component, but eachcomponent should be evaluated regularly• Job Descr...
6• Interview– Build on the application questions. Ask about skills, interests,experiences – are they a good fit?• Orientat...
7• Non-Disclosure Agreement– Should cover work product, equipment, sensitive information.• Background Check– At-risk popul...
8• Policies and Procedures Handbook– Begin with applicable HR policies. Determine what other policiesneed to be included –...
9Let’s talk about risk.All the pieces in your volunteer engagement program needto do one thing…Protect your• Program• Volu...
10It’s not just about risk.Volunteer management is about identifyingpotential and making the perfect match.• Provide meani...
11Keep the Volunteers You HaveWhy do some volunteers leave and others stay?• Difference in expectations– Organizational cu...
12Saying Thank YouHow a volunteer wants to be recognized is uniqueto each volunteer.• Ask!– Survey, questionnaire. What wo...
13ResourcesLearning CenterFind upcoming webinar dates, how-to videos and morehttp://learn.volunteermatch.orgVolunteerMatch...
14Thanks for attending!Join us online:Like us on Facebook: www.Facebook.com/VolunteerMatchFollow us on Twitter: @Volunteer...
Volunteer Engagement Program Checklist VolunteerMatch 4/17/2012Volunteer Engagement Program Evaluation Checklist1. Current...
Sample Position DescriptionsTitle: ESL Conversation Club CoordinatorDepartment or Team: Literacy ProgramResponsible to: Ad...
Title: Nature Education GuideDepartment: Environmental EducationReports to: Director of Environmental EducationWorks with:...
Title: Online Job CounselorDepartment or Team: Employment ProgramsResponsible to: Employment Programs DirectorWorks With: ...
This document is a sample only. Please refer to your County or Jurisdiction for appropriate,approved language.Volunteer Co...
1Acknowledgement of Receipt of HandbookI acknowledge that I have been given a copy of the Organization VolunteerBooklet. I...
Volunteer Information HandbookThis handbook is intended as a sample document only. Please refer to your organization’sspec...
Table of ContentsAbout the Handbook………………………………………………………………….. 3Policies and Procedures………………………………………………………………. 3Attendan...
Thank you for volunteering with the Library!About the LibraryLorem ipsum dolor sit amet, consectetur adipiscing elit. Null...
soon as possible, preferably before your scheduled shift begins. If absenteeism becomesexcessive your volunteer relationsh...
The use of these disciplinary practices in no way alters the fact that your volunteering with theLibrary is “at-will”.Prob...
Termination procedures are only guidelines and do not constitute a legal contract between theLibrary and the volunteer, as...
PetsPets (dogs, cats, reptiles, birds, and any other type of live animal), although beloved, are notallowed in the workpla...
Sample Handbook Page 8 VolunteerMatchUSEFUL INFORMATIONWe’ve included some useful information about the Library and our lo...
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The New Volunteer Manager's Toolkit

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New to volunteer management? Looking for a refresher on the basics? This webinar will walk you through the three primary Rs - recruitment, retention and recognition. We'll discuss the most popular program components such as interviews, orientations, volunteer handbooks, and more. And, we'll talk about the importance of managing risk for your program and your organization. All attendees will also receive a sample packet with examples of program documents and program assessment checklists to help you evaluate your existing program.

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Transcript of "The New Volunteer Manager's Toolkit"

  1. 1. Page
  2. 2. 2The New Volunteer Manager’s ToolkitJennifer Bennett, CVA, Senior Manager, Education & TrainingJennifer Bennett @JenBennettCVACVA, Senior Manager, Education & TrainingMatt Wallace @ItsMattWallaceSenior Associate, Nonprofit Relations
  3. 3. 3Today’s Goals and Outcomes• Define a successful volunteer program• Introduce common volunteer engagement programcomponents• Discuss the importance of risk management• Best practices for retention– Keep the volunteers you already have• Effective recognition strategies– How do you say Thank You?
  4. 4. 4Successful Program CharacteristicsApply and integrate qualities for success• Knowing your volunteers– Initially and ongoing.• Completing your due diligence– Risk management, but also a chance to better know yourprospective volunteers.• Making sure you’re all on the same page– Does everyone - volunteers, staff, clients – know what’sexpected of them? Is it written down? Has everyone agreed tofollow the rules?
  5. 5. 5Common Program ComponentsNot all programs need each component, but eachcomponent should be evaluated regularly• Job Descriptions– Well thought out, detailed, comprehensive• Recruitment Plan– Where and when, but most importantly why. Targeted messagefor each channel. Marketing!• Application– Contact information, but start to get to know your volunteers“why do you want to volunteer at the library?”
  6. 6. 6• Interview– Build on the application questions. Ask about skills, interests,experiences – are they a good fit?• Orientation– An opportunity to share what you do and why you do it. Introducethe culture, policies, procedures. Can be one on one.• Training– What does a volunteer need to know to be successful?Common Program Components – cont.
  7. 7. 7• Non-Disclosure Agreement– Should cover work product, equipment, sensitive information.• Background Check– At-risk populations: children, elderly. Positions with access tosensitive information or PII (personally identifiable information.• Reference Check– Consider asking for volunteering references, as well as personaland/or professional.Common Program Components – cont.
  8. 8. 8• Policies and Procedures Handbook– Begin with applicable HR policies. Determine what other policiesneed to be included – start with instances where things wentwrong. Include conflict resolution, dismissal or terminationprocedures.• Acknowledgement Form– I acknowledge that I have been given a copy of the VolunteerHandbook…• Memorandum of Understanding/Agreement Letter– Specific for each volunteer/volunteer position. Identifies the who,what, when, and for how long. Use to reinforce the mostimportant policies and procedures.Common Program Components – cont.
  9. 9. 9Let’s talk about risk.All the pieces in your volunteer engagement program needto do one thing…Protect your• Program• Volunteers• Staff• Clients and Patrons• Organizationfrom all of the things that could go wrong – to manage risk.
  10. 10. 10It’s not just about risk.Volunteer management is about identifyingpotential and making the perfect match.• Provide meaningful work for the volunteer• Create work that’s important to the organization• Find the right fit• Make good use of skills and talents• Build and maintain personal relationships
  11. 11. 11Keep the Volunteers You HaveWhy do some volunteers leave and others stay?• Difference in expectations– Organizational culture– Work v job description– Time commitment– Communication and style– Program support and training– Motivation and philosophy• Maintain the relationship– Identify and address signs of disengagement• Volunteers have lives, too. You can’t plan for life.
  12. 12. 12Saying Thank YouHow a volunteer wants to be recognized is uniqueto each volunteer.• Ask!– Survey, questionnaire. What would they like to do, learn, see?• Recognize professional work in meaningful ways– Credit, public acknowledgement, portfolio• Don’t underestimate a heartfelt, handwritten note– Created by clients or staff
  13. 13. 13ResourcesLearning CenterFind upcoming webinar dates, how-to videos and morehttp://learn.volunteermatch.orgVolunteerMatch CommunityAsk and answer questions after the webinar – use keywords Volunteer Management, Toolkithttp://community.volunteermatch.org/volunteerRelated Webinar Topics:•Best Practices for Recruiting Online•Creating a Comprehensive and Engaging Volunteer Training Program•Playing by the Rules: Creating an Effective Volunteer Handbook
  14. 14. 14Thanks for attending!Join us online:Like us on Facebook: www.Facebook.com/VolunteerMatchFollow us on Twitter: @VolunteerMatchVisit Engaging Volunteers, our nonprofit blog:blogs.volunteermatch.org/engagingvolunteers/For any questions contact:Jennifer Bennett(415) 321-3639@JenBennettCVAjbennett@volunteermatch.org
  15. 15. Volunteer Engagement Program Checklist VolunteerMatch 4/17/2012Volunteer Engagement Program Evaluation Checklist1. Currently prospective volunteers must complete the following to volunteer: Application Online Paper Interview Orientation Training Online Live Volunteer Handbook Handbook Acknowledgment MOA/Agreement Letter Non-Compete/Non-Disclosure Form Background Check Reference Check Other2. The following are not currently part of the program, but may be valuable to the program: Application Online Paper Interview Orientation Training Online Live Volunteer Handbook Handbook Acknowledgment MOA/Agreement Letter Non-Compete/Non-Disclosure Form Background Check Reference Check Other3. The following may not be appropriate for the program, but should be investigated tominimize risk: Application Online Paper Interview Orientation Training Online Live Volunteer Handbook Handbook Acknowledgment MOA/Agreement Letter Non-Compete/Non-Disclosure Form Background Check Reference Check Other4. Prioritize new program components:1.2.3.4.
  16. 16. Sample Position DescriptionsTitle: ESL Conversation Club CoordinatorDepartment or Team: Literacy ProgramResponsible to: Adult and Family Literacy Program CoordinatorWorks With: Literacy program staff (paid and volunteer) and clients/studentsDescription of Role: This position enhances our organization’s services to English language learners byoverseeing and implementing volunteer-led Conversation Clubs. By providing this service this position enhancesthe library’s position as an essential community agency. The Club Coordinator will also have the satisfaction ofknowing that he or she has changed lives, and brought a much-needed service to library clients.Primary Responsibilities: Select, develop and lead a multi-talented team to enhance the library’s English Conversation Clubs. Develop additional curriculum materials for English Conversation Clubs. Expand the library’s role as an important community agency and become familiar with local adulteducation schools/resources. Increase the community’s awareness about library services, programs and use of resources.Secondary Responsibilities: Complete initial and ongoing training for Conversation Club Coordinators. Meet monthly with each Conversation Club leader/team member. Track attendance at Conversation Clubs Log hours spent planning and conducting Conversation Clubs Report any concerns or conflicts with other Conversation Club staff to Volunteer Coordinator.Skills/Qualifications Needed: Knowledge and experience in the field of English language learning or another teaching discipline. High degree of initiative and creativity. Ability to develop and work with a team. Leadership skills. Experience in using Microsoft Office, internet and e-mail.Desired Experience: Previous experience with adult education. Previous experience creating or running programs, or organizing projects.Training:Initial training and orientation will be provided, as well as additional support and training to be developed as theprogram grows.Time Commitment:12 month commitment. Time per week flexible as determined by goals and objectives. Additional time spentmeeting with Conversation Club leaders/team members.
  17. 17. Title: Nature Education GuideDepartment: Environmental EducationReports to: Director of Environmental EducationWorks with: Environmental Education GuidesDescription of Role:Our Nature Education Guides inspire in youth an awe for nature, love of animals, and willingness to taste newfoods from the garden. Guides teach ecological concepts, and organic farming to youth ages 7 to 10 who visit usduring a half-day field trip.Primary Responsibility: Lead groups of 8 to 10 youth on hikes and tours of the farm and garden. Teach ecological concepts and organic agriculture that is age appropriate using experiential educationtechnique. Manage safety.Secondary Skills: Attend morning check-in meeting and afternoon check-out Effectively assist adult chaperones attending trip with youth Attendance at special events as neededSkills needed: Passion for nature, organic farming, and youth empowerment! Ability to engage youth. Ability to manage group of 8 to 10 youth.Desired Experience: Extensive training provided Previous experience with youth a plus! Knowledge of California native plants and ecosystems, organic farming, and ecology a plus! Passion for the mission, environmental education, and youth empowermentTime Commitment:One half day each week
  18. 18. Title: Online Job CounselorDepartment or Team: Employment ProgramsResponsible to: Employment Programs DirectorWorks With: Employment Program staff (paid and volunteer) and job seekersDescription of Role: This position teaches clients to use computers, access the internet wirelessly, use theinternet, and use computer software to access online job postings and to apply for jobs online. This trainingprovides a much-needed service our clients by assisting them, and to the community by increasing patron’stechnology skills and general computer literacy. This position offers the opportunity to meet new people, helpothers, and work in a pleasant environment.Primary Responsibilities: Provide individual help to clients using computer work stations. Assist clients using the internet to conduct job searches. Assist clients in using Microsoft software and other specialized software. Help clients use other library machines such as copiers, printers, and checkout machines. Refer clients to Program Director as needed. Inform Program Director of any issues or problems with machines.Secondary Responsibilities: Be responsive and courteous to clients. Comply with organizations dress code for volunteers – see Volunteer Handbook for specific informationon the dress code. Sign in to and out of volunteer log book at the start and end of each shift. Keep the Volunteer Coordinator up-to-date with personal and emergency contact information. Report any concerns to Program Director.Skills/Qualifications Needed: Patience Good verbal communication skills Enjoys working with others Willing and able to follow directions Experience in using Microsoft Internet Explorer, internet search tools, and other Microsoft softwareprograms.Desired Experience: Experience with online job search tools or resume writing. IT professional or strong computer generalist. Previous experience teaching others to use technology.Training:Up to 6 hours of training and orientation will be provided, as well as additional training in use of machines andspecialized software.Time Commitment:Two or more hours per week with a minimum of a six month commitment.
  19. 19. This document is a sample only. Please refer to your County or Jurisdiction for appropriate,approved language.Volunteer Confidentiality AgreementI agree not to divulge any information or client records regarding persons who are receiving services or otherassistance from the Organization or who are otherwise involved in my volunteer services. I recognize thatunauthorized release of confidential information may make me a subject to a criminal action.1. Client RecordsClient records are strictly confidential and are disclosed only to the client, unless a valid subpoena is presented.2. InformationAll employees and volunteers must protect each clients right to privacy with respect to information sought orreceived, and services provided.Volunteer ResponsibilityAll employees and volunteers are required to protect each client’s right to privacy. This applies to records keptfor the purpose of identifying clients as well as materials presented solely for reference purposes. Volunteersworking at any Organization location must sign and adhere to this policy of confidentiality.Client records are strictly confidential and are disclosed only to the client or parent or legal guardian of a minorwho is a client, unless a valid subpoena or warrant is presented. If a subpoena or warrant is presented, asupervisor should be notified immediately.Volunteers who are granted access to the organization’s online computer system in the course of their work areasked to strictly maintain the privacy of all clients by not divulging any personal information to anyone other thanorganization personnel.As a organization volunteer, I understand and agree to the “Confidentiality Policy” as described above. I alsounderstand that violating this policy may result in possible dismissal from my volunteer position with theorganization.________________________________ __ _________________________________Volunteer’s name (please print) Signature dateReceived by: ___________________________________ _______Staff Member date
  20. 20. 1Acknowledgement of Receipt of HandbookI acknowledge that I have been given a copy of the Organization VolunteerBooklet. I understand that this Handbook summarizes the Organization’svolunteer guidelines, and that it is furnished to me solely for my information.I further understand that volunteering with the Organization is not for aspecified term and is at the mutual consent of me and the Organization.Accordingly, the Organization or I can terminate the volunteer relationship atwill, with or without cause, at any time.I further understand that the statements contained in the booklets are notintended to create any contractual or other legal obligations. I alsounderstand that the Organization may modify or rescind any of its policies, orpractices described in the Handbook at any time, except for those policiesrequired by law.I acknowledge that it is my responsibility to read and become familiar withthe contents of the Handbook.Volunteer Name (Printed)_______________________Volunteer Signature _____________________________Date ____/____/_______
  21. 21. Volunteer Information HandbookThis handbook is intended as a sample document only. Please refer to your organization’sspecific policies and procedures for content.
  22. 22. Table of ContentsAbout the Handbook………………………………………………………………….. 3Policies and Procedures………………………………………………………………. 3Attendance and Absenteeism………………………………………………………... 3Ending Your Volunteer Service...............................…………………………………. 4Problem Solving Procedure…………………………………………………………... 5Confidentiality Agreement…………………………………………………………… 6Policy Against Harassment…………………………………………………………... 6Smoking………………………………………………………………………………... 6Pets…………………………………………………………………………………….. 7Solicitation……………………………………………………………………………... 7Substance Abuse……………………………………………………………………... 7Privacy in General…………………………………………………………………….. 7Email and Voicemail Usage………………………………………………………….. 7Useful Information……………………………………………………………………. 8Holiday Schedule……………………………………………………………………… 8AppendicesHandbook Receipt AcknowledgementNon-Disclosure AgreementSample Handbook Page 2 VolunteerMatch
  23. 23. Thank you for volunteering with the Library!About the LibraryLorem ipsum dolor sit amet, consectetur adipiscing elit. Nulla sed est vel tortor hendreritdignissim eget at felis. Suspendisse potenti. Cum sociis natoque penatibus et magnis disparturient montes, nascetur ridiculus mus. Morbi pulvinar ullamcorper lorem, sagittis dapibuserat posuere ac. Sed fermentum, lorem vel sagittis pulvinar, orci purus porta nisl, in tinciduntest nulla non risus. Mauris tellus ante, semper sit amet ornare ut, elementum eu tortor. Sedscelerisque fermentum lectus ac dignissim. Praesent eu odio justo, egestas tristique velit.Maecenas malesuada vehicula quam ac iaculis. Nam dignissim sagittis diam. Curabitur tortorurna, dignissim et consectetur in, aliquet a sapien.About the HandbookThis handbook is designed to introduce you to the Library and to provide a basic overview ofthe policies and procedures which provide all of us – paid and volunteer staff – with guidanceand direction. Much of the information contained here is identical to the information containedin our Employee Information Handbook. As a volunteer staff member we extend to you many ofthe same rights as paid staff with regards to the work environment, necessary job training,supervision, evaluation, and recognition.In return we expect you to honor your commitments to the Library, respect other staffmembers – both paid and volunteer - and perform your assigned duties to the best of yourabilities.As our organization grows and changes, there will be a need to modify the policies, practicesand other information described in this Handbook. When such changes occur, you will benotified by an announcement or update. It is your responsibility to keep your handbook currentand to be informed about policies and changes that affect you.If you have any questions or need any clarification of the information contained in thishandbook please contact the Volunteer Program Manager.POLICIES AND PROCEDURESAttendance and AbsenteeismAs a volunteer staff member we depend on you to complete your scheduled shifts. We dounderstand that from time to time certain situations may arise that prevent you from doing so.Please alert the Volunteer Program Manager of any scheduled absences – such as vacation – asfar in advance as possible so that an appropriate substitute may be found. In the event of anunscheduled absence – illness or emergency – please alert the Volunteer Program Manager asSample Handbook Page 3 VolunteerMatch
  24. 24. soon as possible, preferably before your scheduled shift begins. If absenteeism becomesexcessive your volunteer relationship with the Library will be reevaluated.Reviews or Progress ReportsMany volunteers consider volunteer work as a transition path to nonprofit employment, or as agreat way to develop new professional skills. If you are interested in pursuing this course theVolunteer Program Manager will help you establish goals, and will provide progress reports or areview as requested.Volunteer Personnel FilesYour personnel files are confidential and consist of written documents retained by the VolunteerProgram Manager. The volunteer’s personnel file can be only reviewed by the volunteer, thePresident, the Chief Operating Officer (COO), and the Volunteer Program Manager.This file contains basic contact information and records about your volunteer service with theLibrary.Representing the OrganizationVolunteers are only authorized to act as a representative of the Organization if specificallytasked with this responsibility in your volunteer job description. Please consult with, and receivepermission from, the Volunteer Program Manager before engaging in any actions which mayaffect or hold the organization liable including but not limited to, public statements to the press,signing contracts or entering into financial agreements, or lobbying or forming partnerships withother organizations.Ending Your Volunteer ServiceYou may resign from your volunteer service with the Organization at any time. We request thatyou notify the Volunteer Program Manager ideally two weeks prior to your departure andrequest that you complete the Exit Interview process.Disciplinary PracticesThe following guidelines may be used in some instances at the sole discretion of the Library:Step 1: Oral warning with documentation in the individual’s personnel file.Step 2: Written warning to individual and copy to personnel file.Step 3: Written warning with suspension – documentation to personnel file.Step 4: Termination/DismissalThese guidelines are based on cumulative infractions, regardless of whether the infraction is ofthe same general nature as a previous warning.Sample Handbook Page 4 VolunteerMatch
  25. 25. The use of these disciplinary practices in no way alters the fact that your volunteering with theLibrary is “at-will”.Problem Solving ProcedureWhen a group of people work and volunteer together, problems may arise. It is important to allof us that such problems are solved as quickly as possible. Occasionally, however, it may benecessary to investigate certain problems in greater detail. Our problem-solving procedureprovides you with the opportunity to have a review of any problem, dispute, ormisunderstanding that arise during in the course of your volunteering.Step 1: You may submit a problem in writing to the Volunteer Program Manager withinthree (3) working days after the problem becomes known to you, He/she is interested in thesolution of any The Library problem you, as a member of the team, may have. He/she willattempt to resolve your problem at this initial meeting. If unable to reach a mutually agreedupon settlement, the Volunteer Program Manager will investigate the situation further, andwithin three (3) working days, meet you to give his/her final answer in writing. If you are sillnot satisfied, then you may request a Step 2 meeting.Step 2: This step consists of submitting, in writing, the problem to the COO within three(3) working days of receiving the Step One response. The COO will schedule a meeting withyou and the Volunteer Manager as soon as practicable. At this meeting the COO will attempt toresolve the problem, if he/she is unable to do so, he/she will provide you with a writtenresolution within three (3) working days. This will be the final determination.DismissalDismissal of a volunteer is a serious consideration. Before a volunteer is dismissed attempts toreconcile the solution will be made including a meeting between staff and volunteer(s) involved,the Volunteer Program Manager, and, if appropriate, the COO. Dismissal of a volunteer maytake place if a volunteer is unreliable, irresponsible, disruptive, demonstrates inappropriatebehavior, or fails to adhere to the policies and procedures of the Library.Exit Interview and Exit Checklist ProcessWe encourage all volunteers to participate in an exit interview before leaving the Organization,regardless of your reason for leaving. You may also request a letter of reference or referral atthis time.The exit interview is your opportunity to communicate your views about the position, yourdepartment, management, the operations of the company, and any other relevant informationyou feel it is important for us to know.The appropriate persons will contact you to arrange an exit interview and an exit checklistmeeting.Sample Handbook Page 5 VolunteerMatch
  26. 26. Termination procedures are only guidelines and do not constitute a legal contract between theLibrary and the volunteer, as arrangement is by mutual consent.Confidentiality AgreementDue to the nature of the work you may be doing as a Library volunteer, you will be asked tosign a confidentiality agreement. We expect you to abide by the Library’s rules and regulations,and by signing this document you acknowledge that you agree to refrain from the unauthorizeduse or disclosure of any proprietary information.Policy Against HarassmentThe Library is committed to maintaining a work environment free of unlawful harassment. TheLibrary policy prohibits harassment based on sex (including sexual harassment, genderharassment and harassment due to pregnancy, childbirth or related medical conditions) andharassment based on race, religion, creed, color, national origin or ancestry, physical or mentaldisability, medical condition, marital status, age, sexual orientation or any other statusprotected by federal or state law or local ordinance or regulation. All such harassment isunlawful. The Library’s policy applies to all persons involved in the operation of the Library(both employees and volunteers) and prohibits unlawful harassment by any volunteer/employeeof the Library including supervisors and co-workers.Examples of sexual harassment may include, but are not limited to:• Physical, unwelcome touching;• Verbal conduct such as epithets, derogatory jokes or comments, slurs, or unwantedsexual advances, invitations or comments;• Visual conduct such as derogatory and/or sexually oriented posters, photography,cartoons, drawings or gestures;• Threats and demands to submit to sexual requests as a condition of continuedemployment, or to avoid some other loss, and offers of employment benefits inreturn for sexual favors;• Inappropriate conduct or comments consistently targeted at only one gender, even ifthe content is not sexual;• Retaliation for having reported or threatened to report sexual harassment.This behavior is unacceptable in the workplace itself and in other work-related settings such asbusiness trips and business-related social events.SmokingIn response to state and local laws and building code, smoking is not permitted in our office.This includes private offices and other common areas.Sample Handbook Page 6 VolunteerMatch
  27. 27. PetsPets (dogs, cats, reptiles, birds, and any other type of live animal), although beloved, are notallowed in the workplace due to building regulations. This rule does not apply to serviceanimals.SolicitationSolicitation by non-staff members for any reason on company property is not allowed.Employees/volunteers may solicit or distribute literature for various groups, organizations forreasons including charitable ones.Substance AbuseThe possession, use or sale of illegal drugs is never acceptable in our business environment.Also, the abuse of prescription and over-the-counter drugs and alcohol can compromise yourjob performance and conduct.We recognize that substance abuse can be successfully treated. Seeking help or assistance isnot considered grounds for discipline, but refusal to get help in certaincircumstances may be. It is your responsibility to get professional help to improve yourperformance or conduct.Privacy in GeneralWhatever you put on a Library computer, including email you send and receive, and softwareyou install, could have been seen/read by someone other than yourself or your intendedreceiver. Emails and anything else generated or stored on the Library computers are companyproperty.Email and Voicemail UsageThe Library email system is intended for business use. Personal correspondence should not beabused. Like email, voicemail can be listened to by someone other than yourself or yourintended receiver. Anything you put or receive on the Library voicemail is also companyproperty.Sample Handbook Page 7 VolunteerMatch
  28. 28. Sample Handbook Page 8 VolunteerMatchUSEFUL INFORMATIONWe’ve included some useful information about the Library and our location.Holiday ScheduleThe Library office will be closed for the following scheduled holidays for 2009:Jan 1, Thursday New Years DayJan 19, Monday Martin Luther King Jr. BirthdayFeb 16, Monday Washingtons BirthdayMay 25, Monday Memorial DayJuly 3, Friday Independence DaySept 7, Monday Labor DayNov 26-27, Thurs/Fri Thanksgiving weekendDec 24, Thursday Christmas EveDec 25, Friday Christmas DayContact InformationVolunteer Program ManagerPhoneEmail
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