The 519 Volunteer Code of Conduct
Volunteer Code of Conduct
Representing The 519
Volunteers are ambassadors of The 519 to the communities we serve, and as such, are expected to conduct themselves, both within and outside of The 519 in ways that are consistent with The 519’s Community and Organizational Values.
Anti-Discrimination and Anti-Harassment
In keeping with The 519’s Human Rights and Anti-Harassment Policy, volunteers will neither practice nor tolerate discrimination or harassment against any staff member, volunteer, visitor or participant on the grounds of race, creed, colour, place of origin, ethnic origin, ancestry, citizenship, political or religious affiliation, gender identity, gender expression, sexual orientation, age, marital status, family relationship, HIV status, economic status, identity, disability or record of offences. Volunteers will treat each other, staff, visitors and participants with dignity, care and respect.
Dependability and Accountability
Volunteers are expected to be on time, work with their staff supervisor to keep track of their hours, and tell their staff contacts if they are unable to make a scheduled shift. If a volunteer is unable to complete an assigned task, they will promptly inform their staff supervisor so other arrangements can be made. Volunteers take direction from their staff contacts at all times and consult with their staff supervisor if they are unsure or require support in the completion of their responsibilities.
Volunteers are expected to attend the required training for all positions they are assigned. Volunteers will be notified about additional and on-going trainings during the duration of their involvement at The 519.
Volunteers agree to respect the privileged nature of all information they may have access to at The 519, in keeping with The 519’s Confidentiality Policies both during and after the completion of their volunteer engagement with The 519. Volunteers, in the course of their duties, may have access to information and documents relating to participants, donors, volunteers, and staff that are private and confidential in nature. All records are the property of The 519 and will be treated as confidential material; reasonable care and caution should be exercised to protect and maintain total confidentiality.
Commitment to a Safe Working Environment
Volunteers are expected not to engage in or ignore violent, threatening, intimidating or other disruptive behaviors that occur while in The 519. Volunteers will promptly report any instances of violent behavior to their Staff Supervisor when they have been subject to, witnessed, or has knowledge of violence within The 519, or has reason to believe that violence may occur at The 519.
Concerns and Complaints
Volunteers are encouraged to share their feedback, suggestions and concerns as they relate to their volunteer role or the larger actions of The 519 with staff in a constructive way, using appropriate channels as outlined in The 519’s Complaints and Appeals Policy. Volunteers will refrain from publicly criticizing The 519 staff or policies, but instead work with staff to effectively and respectfully find ways to address concerns.
Conflict of Interest
A conflict of interest refers to a situation in which personal considerations may affect a volunteer’s judgment in acting in the best interest of The 519. Volunteers commit to following The 519’s Conflict of Interest Policy. Volunteers must disclose any potential conflict with their staff supervisor and/or the Coordinator, Volunteer Engagement.
Policies & Procedures
The policies and procedures of The 519 are to be followed at all times.
Violation of Code of Conduct
If a volunteer is in breach of this Code of Conduct, they may be issued a warning by employees of The 519 or may be removed from the volunteer program at the discretion of The 519 management and/or Coordinator, Volunteer Engagement.