November 2008 E-bulletin
FEATURE
ARTICLE
Volunteer is a Pay Category, Not a Job Description
RELATED
RESOURCES
Volunteer and HR Management
TIPS
& TOOLS
Tips to Transform “Volunteer” to Pay Category
SPECIAL
EVENTS
Board Minutes: Taming the Tiger
ANNOUNCEMENTS
Women & Law Workshop Series
Survey: Technological knowledge and needs of charities
“Do Not Call” List Requirements for Charities
FEATURE
ARTICLE
Volunteer is a Pay Category, Not a Job Description
Excerpts from an article written by Rhonda Lorch, Lorch & Associates, www.lorch.ca
I have repeatedly read that volunteer administrators and organizational leaders should recall that the word volunteer is a pay category, not a job description. While this is a catchy phrase that often brings a chuckle when I use it in workshops, many organizations don’t truly embrace the philosophy behind the statement, perhaps because the implications aren’t clearly understood.
What does it mean to an organization’s volunteer program if the position of volunteer is treated as a pay category rather than a way to describe what unpaid workers accomplish? It really means that the human resource policies and legislation that apply to paid workers should be equally applied to those who work for you without pay.
Key legislation recognizes this philosophy as well and is written to include unpaid staff. For example, the Human Rights Code prohibits the discriminatory denial of employment opportunities, whether inadvertent or intentional and applies to any agency engaging people for unpaid or volunteer work. (Pre-Employment Inquiries Guidelines, The Manitoba Human Rights Commissions) This means that all hiring, screening, and interviewing processes for volunteers are to be done using the same standards as for paid staff.
Another example is Bill C-45, which modernizes what the Criminal Code already said about liability and safety. An important clause is Clause 217.1: “Everyone who undertakes or has the authority to direct how another person does work or performs a task is under a legal duty to take reasonable steps to prevent bodily harm to that person or any other person arising from that work or task.” This wording does not talk about employees but about people who do work or perform a task – easily a description of a volunteer. In the spirit of this legislation, any policies and practices that exist to safeguard your paid employees should also apply to your volunteers.
The Employment Standards Act doesn’t permit employees to work longer than 8 hours a day or 40 hours a week without additional compensation. It also doesn’t allow employees to work more than 5 hours without a break. How are your volunteers protected from exploitative working conditions?
To reiterate, volunteer is a pay category, not a job description. Legislation is recognizing this philosophy. The risks are too high to continue keeping volunteer and staff management practices isolated.
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RELATED
RESOURCES
Volunteer and HR Management
Resources from Volunteer Manitoba's
Resource Library:
(to borrow any of these resources contact our Resource Coordinator, 477-5180, vmresource@mts.net)
A Matter of Design (Volunteer Canada) – This workbook challenges organizations to fundamentally re-think the involvement of volunteers to address the changing needs and interests of today's volunteers.
Better Safe (Linda Graff) – practical tips, tools, checklists, and worksheets that leads you through the risk management process. Addresses legislations that affects volunteers and staff, and the how to minimize liability.
Beyond Police Checks (Linda Graff) – a comprehensive “how to” manual on volunteer and employee screening.
Volunteer Involvement (Susan Ellis)
– A VHS of practical ideas on how to Strengthen the foundation of effective volunteer involvement.
Websites:
www.gov.mb.ca/hrc - Manitoba Human Rights Commission – this website provides publications on topics related to prevent and eliminate discrimination prohibited by The Code. Also accepts complaints alleging contravention of The Code
www.safemanitoba.com – Manitoba Safe Work – has resources and checklists for Health and Safety committees and representatives.
http://canada.justice.gc.ca/eng/ - click on “search”, type in Bill C-45 for the amendments to the criminal code and the plain language guide entitled “Corporate Criminal Liability – A Plain Language Guide”
www.volunteer.ca - select “About Volunteerism” and click on “Canadian Code for Volunteer Involvement”. This code provides voluntary and not-for-profit organizations with a philosophical framework for involving volunteers at the governance, leadership and direct service levels.
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TIPS
& TOOLS
Tips to Transform “Volunteer” to Pay Category
Excerpts from an article written by Rhonda Lorch, Lorch & Associates, www.lorch.ca
1. Compare and contrast your staff policies to your volunteer management policies. Are they consistent in content and philosophy?
2. Strive to ensure that the volunteer program is completely integrated into the mission, values and strategic plan of the organization. The Canadian Code for Volunteer Involvement is a helpful tool for bringing the leadership and management onside.
3. All workers, paid or unpaid, are entitled to a position description that outlines their responsibilities, accountabilities, time commitment, qualifications required and their reporting relationships.
4. Your customers or members don’t care if the worker representing your organization is paid or unpaid. They only care that they are receiving the level of service they deserve. Therefore, give your volunteer a title that adequately and accurately describes what they do on your behalf.
5. Provide regular performance feedback and input into how they could do their work better, just as you would with a paid employee.
6. The words volunteer and amateur are not synonymous. If an unpaid worker is not meeting your expectations or the requirements of the position, it is appropriate to remove them. Manage performance as you would for paid staff.
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SPECIAL
EVENTS
Board Minutes: Taming the Tiger
Wednesday, December 3, 2008
Volunteer Manitoba Training Room
12:00pm - 1pm
Tame your board minutes and get them down to a manageable size without sacrificing content and intent. Good minutes aim to allow members to learn from past successes and failures and to plan to fulfill commitments made for the next meeting. In this seminar learn how to record ideas and decisions made during the meeting with ease and confidence.
To download the registration form - click here.
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ANNOUNCEMENTS
Women & Law Workshop Series
The Fort Garry Women’s Resource Centre presents a four-part workshop series that basic legal information and resources for women who are experiencing legal issues and concerns. For more information contact (204) 261-3561, info@fgwrc.ca, or visit www.fgwrc.ca
LITE's 12th Annual Wild Blueberry Pancake Breakfast!
This year's Breakfast is November 28, 2008 at the Indian and Métis Friendship Centre (45 Robinson, at Dufferin). This community-partner catered breakfast is a celebration of CED in Winnipeg’s inner city and is a highlight of the LITE campaign. For more information click here… http://www.lite.mb.ca/events.htm#breakfast
The 2008 CD/CED Gathering
Join others engaged in all aspects of community economic development for a full day of networking, learning, sharing, and inspiration. With over 30 workshops, this free, all-day event takes place on November 28th at St. John’s High School in Winnipeg's North End (401 Church Avenue). Click here for updates and registration… http://www.ccednet-rcdec.ca/?q=en/node/5334
Survey: Technological knowledge and needs of charities
CanadaHelps has received a grant from the Ontario Trillium Foundation to conduct a three-phase outreach program to build the capacity of charities and improve their use of online technology. Currently, we are in Phase I, which includes assessing the familiarity that charities have of technologies available to them, where their learning interests lie, and what they desire to do with greater efficiency. We have created an online survey to spearhead this phase of our project. To complete the survey click on the link:
English: http://tinyurl.com/3oyj28
French: http://tinyurl.com/4fheqd
“Do Not Call” List Requirements for Charities
The CRTC’s Unsolicited Telecommunications Rules (UTR) contain specific do-not-call requirements for charities and other exempted organizations. Marianne Mulders is president of the nonprofit division of The Responsive Marketing Group, clarifies the four expectations of the UTR. For more information click here… http://www.canadianfundraiser.com//newsletter/article.asp?ArticleID=2777&ClientID=13933
