Causes are often required to rely on the kindness of volunteers as a way to carry out the work they are doing. However , as a charity this tends to often be a source of some confusion about how to treat a volunteer in terms of “legal employment”. As a volunteer giving up your precious time in order to contribute, you may also want to know where your legal borders lie. The following is an overview of some of the most frequently asked questions regarding a good cause and differentiating between the rights of employees and the proper rights of volunteers.
Does a charity need a formal contract along with a volunteer?
The answer to this is no, so long as you are strictly a new volunteer, giving of your time freely for your chosen cause. Nevertheless , if you are an employee of a charity, a formal document is needed, similarly to any other job.
Regarding volunteer work, a African Charity ought to realize that there is no obligation on behalf of volunteers, nor can they put any obligation on them. The furthest a charity has the ability to go in terms of drawing up an agreement with volunteers should be to communicate hopes and expectations rather than any kind of key prerequisites. Simply put, volunteers are not employees and the work to do is about their own discretion.
How should a charity tackle your volunteer in terms of disciplinary problems?
Again, a volunteer is absolutely not an employee and disciplinary issues should be approached with the concept “voluntary” in mind. In other words, these are not employees and this shows that a charity’s procedures should be tailored accordingly. Legally, a good charity can not create obligation for a volunteer to attend do the job and should rather come up with alternative arrangements and schedules for volunteers who are repeated “no-shows”. Terms such as “disciplinary action” should be avoided.
Should a charity pay a offer?
Absolutely not, because the moment a charity remunerates a you are not selected, the work is no longer voluntary and volunteers suddenly become “employees”, along with any legal implications this brings with it.
Really should a charity at least pay expenses?
Reimbursing volunteers with regard to expenses is fine, so long as they are only replacing money the fact that volunteer has actually spent out of their own pocket, for a direct result of the volunteer work.
If volunteers tend to be not seen as employees, then does a charity need to make provision with regard to insurance?
The answer to this is yes, most definitely. It is quite critical that a charity notifies insurers that volunteers are working within the charity. This is just to ensure that the charity is taken care of in the event that a volunteer is injured whilst working, in order to protect the charity against claims that may come about should a volunteer behaves negligently whilst working for the charity.