Volunteers are an important and valued part of [ORGANISATION]. We are pleased that you have decided to voluntarily commit to us. We will do our best to make your volunteer experience enjoyable and rewarding. Our goal is to be flexible and supportive. We believe that the voluntary relationship is based on trust and mutual understanding. Workers and workers are entitled to labour rights as volunteers are not as fair as the right to the National Minimum Wage (NMW), paid leave and protection from discrimination under the Equal Treatment Act 2010. If a volunteer claims to be a successful employee or worker, he or she would be entitled to NMWs, including backdated compensation. They would also have the right to bring, among other things, a discrimination action in the labour court, which could give rise to costly proceedings. A voluntary agreement should include what the organization offers to the volunteer, for example.

B appropriate information, training and support to carry out the tasks and activities to which a volunteer has committed himself; Assistance to the Organization during its volunteer work; and how the organization manages expenses, etc. Simply calling someone a volunteer does not necessarily mean that they have that status, even if the person does not object to it at that time. If you grant income or voluntary benefit or are obliged on your behalf to work with the individual`s obligation to do the work (in legal terminology, “mandatory counter-reciprocity”), you may find that your “volunteers” are indeed employed or salaried, with all the legal requirements that this entails. Implementation of a written voluntary agreement can significantly reduce this risk. Agreements can be signed at the end of a trial period and an updated and verified description of volunteer missions should be accompanied by the agreement. You can learn more about this, our best practice guide: Descriptions of volunte tasks. It is a good practice that there is a trial period and that volunteer time is regularly limited and verified – every six months up to a year. This gives the organization and volunteers the opportunity to terminate the agreement or discuss changes over time. An audit date should also be indicated in the voluntary agreement. The agreement should describe how the volunteer will contribute to your organization`s goals and mission in describing the volunteer mission. One of the main advantages of volunteering contracts is that they help reduce the risk of misunderstanding between a volunteer and an organization.

This agreement is only an honour. It is not a legally binding contract and either [ORGANISATION] or the volunteer can terminate the contract at any time. Organizations should be aware of the risk of an accidental employment contract with volunteers. However, this risk can be minimized by the best practices described below: if you already have a voluntary agreement, it should be reviewed to ensure that it is appropriate, taking into account the basic principles set out in this article. Some organizations will also opt for a voluntary policy that will provide a framework for the volunteer program and establish the general principles for implementing the program. While such policies may be useful, the same principles apply as in the case of a voluntary agreement, and the language and tone of the policy will be very important. If in doubt, you should seek legal advice.

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