circul kc corp policies and regulations
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volunteer & Member code of conduct
This Code of Conduct is designed to provide all volunteers with a set of principles and expectations for appropriate conduct and behavior.
All volunteers shall abide by and conform to these professional standards:
Adherence to Policies CIRUCL KC develops policies, procedures, and guidelines with input from both staff and volunteers and with consultation from legal, finance, and risk management experts; our policies, procedures, and guidelines are updated regularly as new situations emerge. Both volunteers and staff are expected to comply with CIRUCL KC policies including those described in this document. Failure to comply may be grounds for disqualification and/or removal.
Attendance and Punctuality CIRUCL KC requests volunteers and staff be reliable and punctual in reporting for scheduled volunteer activities. While CIRUCL KC will attempt to be flexible in all cases, volunteers are expected to notify a staff member if they will be absent or late, so arrangements can be made for handling their responsibilities.
Bullying may rise to the level of harassment and is therefore prohibited. Bullying is defined as unwelcome or unreasonable behavior that demeans, intimidates, or humiliates people, either as individuals or as a group. Bullying behavior is often persistent and part of a pattern, but it can also occur as a single incident. Some examples of bullying behavior include but are not limited to: abusive and offensive language, insults, teasing, and spreading rumors. It can also include a manipulation of the work environment or psychological manipulation.
Compliance Volunteers may be asked to complete paperwork, provide updated information (including proof of insurance), or complete a criminal background check for certain volunteer roles. Failure to complete these requirements may disqualify a volunteer from serving in a particular role. If appropriate based on the circumstances, volunteers who are disqualified for a volunteer role may have the option to explore other volunteer opportunities with their staff partner or the Volunteer Support Team.
Drug, Alcohol and Tobacco use Business-related activities must be conducted free from the influence of alcohol and illegal drugs. In addition, these substances may not be possessed or distributed on CIRUCL KC premises. During business functions where alcohol is served, volunteers and employees are expected to conduct themselves in a professional manner. Use of tobacco or e-cigarettes in CIRUCL KC offices, on CIRUCL KC premises, in vehicles, at CIRUCL KC events and functions, and while representing CIRUCL KC at any time or function is prohibited. While medical and recreational marijuana use is legal in certain areas of the United States, federal and state laws indicate that CIRUCL KC has no obligation to accommodate cannabis use in our offices, Shops, or at our events.
An employee/volunteer cannot report to the workplace impaired, nor should an employee/volunteer smell of marijuana per the expectation for scents and hygiene in the workplace. The workplace consists of all property and facilities owned, leased, or rented by CIRUCL KC, including grounds, buildings, vehicles, and any other equipment, and any site where an employee/volunteer performs work. Under the Drug-Free Workplace Act, employers must prohibit in the workplace the unlawful manufacture, distribution, possession, or use of controlled substances, including marijuana that is otherwise lawful under state law. If the employee/volunteer’s personal vehicle is parked within an area defined as the workplace, the rules governing a drug free workplace apply. If an employee/ volunteer parks in a private lot not under the control of CIRUCL KC, the employee/volunteer is subject to any applicable restrictions of the property owner and the laws applicable to marijuana in vehicles.
Good Stewardship Serving in a volunteer position requires good judgment and management of reasonable risks. All volunteers will be given a general company orientation and a specific training to understand and manage the risks in carrying out their specific jobs. Volunteers will be required to comply with company policy and to conduct CIRUCL KC business at the direction of CIRUCL KC and within the scope of their duties as a volunteer. This will help minimize the risk of liability to CIRUCL KC and reduce the risk of injury (physical or economic) to the volunteer and the people the volunteer associates with or tries to help.
CIRUCL KC activities with inherent risks would include the transportation of cancer patients, interacting with youth, organizing fundraising events (athletic or social), assisting staff in carrying out office duties, or serving in a governance role, on a committee or in a leadership role. There are specific company procedures and manuals that guide the volunteer in conducting these activities in a safe manner. CIRUCL KC indemnifies its volunteers against liability incurred while performing their volunteer duties conducted at the request of CIRUCL KC. CIRUCL KC purchases and maintains insurance policies, wherein volunteers are additional insureds, to provide the financial ability to fully indemnify, defend and settle any claims of liability.
Term of disqualification and/or removal CIRCUL KC is committed to providing a safe and healthy environment for both staff and volunteers.
Volunteers who do not comply with the Mutual Code of Conduct may be subject to disciplinary action, including and up to disqualification and/or removal.
All volunteers shall abide by and conform to these professional standards:
- Volunteers shall act honestly and ethically while in the performance of their volunteer duties.
- Volunteers shall treat all Society employees, volunteers, and community members with respect, courtesy, and dignity.
- Volunteers shall not discriminate and shall be respectful of ethnic, national, and cultural differences.
- Volunteers shall not harass, bully, or mistreat staff or other volunteers. Avoid insensitive or offensive language
- Volunteers shall obey all applicable local, state, and federal laws, while acting on behalf of the Society, including all laws and regulations that govern appropriate conduct in the workplace.
- Volunteers shall deter wrongdoing and ensure accountability for adherence to the Code of Conduct.
- Refrain from engaging in physical or emotional violence toward others.
- Volunteers shall report violations or suspected violations of the Code of Conduct. Violations should be reported to the assigned staff partner, their manager.
- Model behavior that respects the human rights of all people and protects beneficiaries and children from exploitation and abuse
- Follow the instructions of team leaders & host programs. Observe safe work habits & be aware of the safety of others. Let host programs help you navigate a new setting. Team leaders receive more training and may spot safety issues other volunteers would not see. View volunteer leaders as having the same authority as staff when staff are not present.
- Avoid inappropriate physical or sexual relationships with other volunteers, staff and community members. At no time may volunteers engage in sexual activity with any Habitat beneficiaries or with a child (a person under the age of 18 regardless of the legal age of consent)
- Please do not exchange gifts with beneficiaries, staff or community members without first consulting with CIRCUL staff. This helps avoid potential misunderstandings, embarrassment, injured feelings or jealousy. Our staff are happy to suggest gifts that will benefit the entire community.
- Use reasonable care to protect and safeguard CIRCUL KC assets. Stealing, misappropriation or diversion of CIRCUL KC funds, property, or other assets for personal benefit is not permitted. Engaging in fraudulent activity assets, operations, or beneficiaries is also not permitted.
Adherence to Policies CIRUCL KC develops policies, procedures, and guidelines with input from both staff and volunteers and with consultation from legal, finance, and risk management experts; our policies, procedures, and guidelines are updated regularly as new situations emerge. Both volunteers and staff are expected to comply with CIRUCL KC policies including those described in this document. Failure to comply may be grounds for disqualification and/or removal.
Attendance and Punctuality CIRUCL KC requests volunteers and staff be reliable and punctual in reporting for scheduled volunteer activities. While CIRUCL KC will attempt to be flexible in all cases, volunteers are expected to notify a staff member if they will be absent or late, so arrangements can be made for handling their responsibilities.
Bullying may rise to the level of harassment and is therefore prohibited. Bullying is defined as unwelcome or unreasonable behavior that demeans, intimidates, or humiliates people, either as individuals or as a group. Bullying behavior is often persistent and part of a pattern, but it can also occur as a single incident. Some examples of bullying behavior include but are not limited to: abusive and offensive language, insults, teasing, and spreading rumors. It can also include a manipulation of the work environment or psychological manipulation.
Compliance Volunteers may be asked to complete paperwork, provide updated information (including proof of insurance), or complete a criminal background check for certain volunteer roles. Failure to complete these requirements may disqualify a volunteer from serving in a particular role. If appropriate based on the circumstances, volunteers who are disqualified for a volunteer role may have the option to explore other volunteer opportunities with their staff partner or the Volunteer Support Team.
Drug, Alcohol and Tobacco use Business-related activities must be conducted free from the influence of alcohol and illegal drugs. In addition, these substances may not be possessed or distributed on CIRUCL KC premises. During business functions where alcohol is served, volunteers and employees are expected to conduct themselves in a professional manner. Use of tobacco or e-cigarettes in CIRUCL KC offices, on CIRUCL KC premises, in vehicles, at CIRUCL KC events and functions, and while representing CIRUCL KC at any time or function is prohibited. While medical and recreational marijuana use is legal in certain areas of the United States, federal and state laws indicate that CIRUCL KC has no obligation to accommodate cannabis use in our offices, Shops, or at our events.
An employee/volunteer cannot report to the workplace impaired, nor should an employee/volunteer smell of marijuana per the expectation for scents and hygiene in the workplace. The workplace consists of all property and facilities owned, leased, or rented by CIRUCL KC, including grounds, buildings, vehicles, and any other equipment, and any site where an employee/volunteer performs work. Under the Drug-Free Workplace Act, employers must prohibit in the workplace the unlawful manufacture, distribution, possession, or use of controlled substances, including marijuana that is otherwise lawful under state law. If the employee/volunteer’s personal vehicle is parked within an area defined as the workplace, the rules governing a drug free workplace apply. If an employee/ volunteer parks in a private lot not under the control of CIRUCL KC, the employee/volunteer is subject to any applicable restrictions of the property owner and the laws applicable to marijuana in vehicles.
Good Stewardship Serving in a volunteer position requires good judgment and management of reasonable risks. All volunteers will be given a general company orientation and a specific training to understand and manage the risks in carrying out their specific jobs. Volunteers will be required to comply with company policy and to conduct CIRUCL KC business at the direction of CIRUCL KC and within the scope of their duties as a volunteer. This will help minimize the risk of liability to CIRUCL KC and reduce the risk of injury (physical or economic) to the volunteer and the people the volunteer associates with or tries to help.
CIRUCL KC activities with inherent risks would include the transportation of cancer patients, interacting with youth, organizing fundraising events (athletic or social), assisting staff in carrying out office duties, or serving in a governance role, on a committee or in a leadership role. There are specific company procedures and manuals that guide the volunteer in conducting these activities in a safe manner. CIRUCL KC indemnifies its volunteers against liability incurred while performing their volunteer duties conducted at the request of CIRUCL KC. CIRUCL KC purchases and maintains insurance policies, wherein volunteers are additional insureds, to provide the financial ability to fully indemnify, defend and settle any claims of liability.
Term of disqualification and/or removal CIRCUL KC is committed to providing a safe and healthy environment for both staff and volunteers.
Volunteers who do not comply with the Mutual Code of Conduct may be subject to disciplinary action, including and up to disqualification and/or removal.
