The Justice Collaborative

Volunteer Agreement

In consideration for the opportunity to serve as a volunteer with The Justice Collaborative, a project of Tides Advocacy (“TA”).

I understand and agree that:

  1. (a) I am a volunteer and not an employee of TA / The Justice Collaborative; and (b) my service as a volunteer does not create an employment relationship with TA / The Justice Collaborative. I am not entitled to any terms, conditions, or benefits that would otherwise be provided to a TA / The Justice Collaborative employee.
  2. I have no expectation of, nor has TA / The Justice Collaborative promised me, future employment. 
  3. (a) I will not receive compensation from TA / The Justice Collaborative for my services as a TA / The Justice Collaborative volunteer; (b) TA / The Justice Collaborative will not reimburse me for any incidental expenses.
  4. TA / The Justice Collaborative has the right to release me as a volunteer at any time, without prior notice, and for any reason or no reason. 
  5. Any materials I produce, develop, create and/or acquire while volunteering for TA / The Justice Collaborative, whether in writing or otherwise, will belong to TA / The Justice Collaborative, and I hereby assign all my rights and interests in and to such material to TA / The Justice Collaborative.
  6. While volunteering for TA / The Justice Collaborative, I agree to abide by all rules, regulations, policies, procedures, practices and instructions of TA and to use reasonable care in all I do. 
  7. While volunteering for TA / The Justice Collaborative and afterward, I agree to hold in confidence and not disclose any information obtained from or related to TA / The Justice Collaborative, including its trustees, directors, employees, grantees, sponsors and donors, which is not in the public domain.
  8. I have read, understand, and will comply with TA’s Harassment in the Workplace Policy attached hereto as Exhibit A.
  9. This Agreement is intended to be as broad and inclusive as is permitted by law.  If any provision or any part of any provision of this Agreement is held to be invalid or legally unenforceable for any reason, the remainder of this Agreement shall not be affected thereby and shall remain valid and fully enforceable. 
  10. To the fullest extent allowed by law, I agree to WAIVE, DISCHARGE CLAIMS, AND RELEASE FROM LIABILITY, and to INDEMNIFY AND HOLD HARMLESS the TA / The Justice Collaborative, its officers, directors, employees, agents, leaders, from any and all liability on account of, or in any way resulting from Injuries and Damages, even if caused by negligence of the TA / The Justice Collaborative, its officers, directors, employees, agents, and leaders, in any way connected with these activities.  I understand and intend that this assumption of risk and release is binding upon my heirs, executors, administrators and assigns, and includes any minors authorized to participate in the activities.

I have read this document in its entirety and I freely and voluntarily assume all risks of such Injuries and Damages and notwithstanding such risks, I agree to participate.

By signing up to volunteer, you acknowledge that you have read and agree to the Justice Collaborative and Tides Advocacy Volunteer Agreement.

Exhibit A

Harassment in the Workplace Policy

TA is committed to establishing and maintaining a work environment that fosters harmonious, productive working relationships and encourages mutual employee and volunteer respect. 

TA expressly prohibits any form of unlawful harassment based on race, color, creed, religion, national origin, ancestry, citizenship, sex, gender identity and expression, sexual orientation, age, marital or partnership status, disability, military or veteran status, genetic information, predisposition or carrier status, or status as a victim of domestic violence, sexual offense or any other class or status protected by law. Harassment may include slurs, epithets, threats, derogatory comments and unwelcome jokes, pranks, teasing, as well as physical conduct such as assault. Harassment is unlawful whether it involves co-worker harassment, harassment by a manager, or harassment by persons doing business with or for TA.

Sexual Harassment

Sexual harassment is a form of misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.

Federal, state, and local law forbid sexual harassment of an individual in employment. The Equal Employment Opportunity Commission defines sexual harassment as follows:

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when (1) submission of such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose and effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may include explicit sexual propositions, suggestive or persistent comments of a sexual nature, the display of obscene or sexually-oriented material, sexually oriented kidding or teasing, or jokes about gender-specific traits, foul or obscene language or gestures, and physical contact such as patting, pinching, or brushing against another’s body, and any similar behavior which is unwelcome or offensive.

Resolving & Reporting Violations

Individuals who have encountered harassing behavior are encouraged to clearly and directly advise offenders that their behavior is unwelcome, and request that the behavior stop. This action alone may in some cases resolve the problem. If an employee does not feel comfortable approaching the offender, or if the behavior continues, the employee is encouraged to discuss the harassment, discrimination or retaliation with his/her manager or supervisor or, if this is not appropriate, with Human Resources. Any manager or supervisor who becomes aware of possible unlawful behavior must immediately advise Human Resources so that the issue can be investigated in a timely manner. 

Individuals may also use the hotline, website and e-mail and postal addresses described in more detail below to report unlawful behavior or inappropriate conduct that violates TA’s policy. When reporting violations, employees should provide as complete a description as possible of the facts surrounding the incident(s) forming the basis for the complaint so that an appropriate investigation can be conducted.

Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment and/or discrimination. Therefore, TA strongly urges the prompt reporting of complaints or concerns so that appropriate action can be taken as quickly as possible. TA will investigate all complaints promptly and will maintain confidentiality throughout the process to the extent practicable and appropriate under the circumstances.

Retaliation

Retaliation against an individual for reporting discrimination or harassment or for providing information relevant to a claim of discrimination or harassment is strictly prohibited and will be treated with the same strict discipline as would discrimination or harassment itself. Employees should immediately report acts of retaliation in accordance with the reporting procedures described above. These reports will be investigated promptly.


Justice Volunteers is the volunteer arm of the Justice Collaborative, which is a project of Tides Advocacy