© 2015 by Halfway Hounds. 

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Terms and Conditions

 

Halfway Hounds VOLUNTEER AGREEMENT Terms and Conditions:

My services to the Halfway Hounds are provided strictly in a voluntary capacity as a volunteer, and without any express or implied promise of salary, compensation or other payment of any kind whatsoever.

My services are furnished without any employment‐type benefits, including employment insurance programs, worker’s compensation accrual in any form, vacations or sick time.

I will familiarize myself and comply with Halfway Hounds policies, procedures and code of conduct applicable to volunteers. I fully understand that Halfway Hounds expects high standards of moral and ethical treatment of the animals under its care. I will adhere strictly to these standards in my capacity as a volunteer. I will follow the policies, procedures, and safety precautions of Halfway Hounds, and follow the instructions/directions of the organizations directors, trainers and kennels also working in the program. I understand that Halfway Hounds, without notice or hearing, may terminate my services as a volunteer at any time, with or without reason.

I understand the potential safety risks of working with animals and of bringing home illnesses from the shelter to personal pets. I will practice reasonable health hygiene and adhere to the hygiene policies of the Halfway Hounds. I am covered by a health insurance plan, and I am current on my tetanus vaccination. I will not bring unapproved guests or family to the kennel while I am on duty.

RELEASE:

I understand that the handling of animals and other volunteer activities on behalf of the Halfway Hounds may place me in a hazardous situation and could result in injury to me or my personal property. On behalf of myself, and my heirs, personal representatives and assigns, I hereby release, discharge, indemnify and hold harmless Halfway Hounds, partnering shelter, kennels and its directors, officers, employees and agents from any and all claim, causes of actions and demands of any nature, whether known or unknown, arising out of or in connection with my volunteer activities on behalf of Halfway hounds. Understanding that public relations are an important part of a volunteer’s activities on behalf of Halfway Hounds, I hereby authorize Halfway Hounds to use any photographs of me in its possession for public relations purposes. I ask that the Animal Shelter use reasonable efforts to give me advance notice of any such use, but such notification is not a condition to release photographs for public relations purposes.

RABIES VACCINATION:

Halfway Hounds recommends that volunteers handling animals receive a series of pre‐exposure rabies vaccinations to protect them in case of being bitten by a rabid animal. The volunteer must make their own arrangements through their physician. If a volunteer does not wish to receive rabies vaccinations, the volunteer must sign a waiver releasing Halfway Hounds, and/or any animal shelter or refuge where his/her services for Halfway Hounds are given, from any responsibility and agrees to assume all of his/her medical costs, if a rabies incident occurs. Before this application can be accepted, Halfway Hounds must have a waiver or proof of vaccination for rabies.

 

NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY

 

Halfway Hounds Inc. (also referred to herein as the “Company”) is committed to a work/volunteer environment in which all individuals are treated with respect and dignity. Each individual has the right to work/volunteer in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Halfway Hounds Inc. expects that all relationships among persons in relation to Halfway Hounds Inc.’s activities will be business-like and free of bias, prejudice and harassment.

 

Halfway Hounds Inc. has developed this policy to ensure that all its employees/volunteers can work in an environment free from unlawful harassment, discrimination and retaliation. Halfway Hounds Inc. will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.

 

Any employee/volunteer who has questions or concerns about these policies should talk with a member of Halfway Hounds Inc.’s board of directors.

 

These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of Halfway Hounds Inc. prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.

 

EQUAL EMPLOYMENT OPPORTUNITY:

 

It is the policy of Halfway Hounds Inc. to ensure equal employment/volunteer opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law. Halfway Hounds Inc. prohibits any such discrimination or harassment.

Retaliation

 

Halfway Hounds Inc. encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Halfway Hounds Inc. to promptly and thoroughly investigate such reports. Halfway Hounds Inc. prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

 

SEXUAL HARASSMENT:

 

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

 

HARASSMENT:

 

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on Halfway Hounds Inc.’s time or using Halfway Hounds Inc.’s equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.

 

INDIVIDUALS AND CONDUCT COVERED:

 

These policies apply to all applicants and employees/volunteers, whether related to conduct engaged in by fellow employees/volunteers or by someone not directly connected to Halfway Hounds Inc. (e.g., an outside vendor, consultant or customer).

 

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings, volunteer activities, and business-related social events.

 

REPORTING AN INCIDENT OF HARASSMENT, DISCRIMINATION OR RETALIATION

 

Halfway Hounds Inc. encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with any member of Halfway Hounds Inc.’s board of directors. See the complaint procedure described below.

In addition, Halfway Hounds Inc. encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. Halfway Hounds Inc. recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

 

COMPLIANT PROCEDURE:

 

Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with any member of Halfway Hounds Inc.’s board of directors.

Halfway Hounds Inc. encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

 

Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

 

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as Halfway Hounds Inc. believes appropriate under the circumstances.

 

If a party to a complaint does not agree with its resolution, that party may appeal to Halfway Hounds Inc.’s president.

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.

 

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