3. Volunteer Conduct
3.1. Attendance and timekeeping
This is applicable to volunteers working directly with a member of BSA staff, either at head office or at a BSA event, such as the British Science Festival. We hope volunteers will alert their staff contact in advance should they need to be absent from or late to their placement for any reason. The BSA recognises that there may be times when this is not possible, and in these instances it would be helpful for the volunteer to contact their staff contact at the earliest opportunity.
3.2. Personal appearance
Whilst representing the BSA, volunteers’ dress should be appropriate. The BSA wishes to convey an impression of efficiency and organisation. Therefore, without wishing to impose unreasonable obligations, volunteers are requested to look smart in appearance. Some roles will include provision of a branded t-shirt or name badge.
Volunteering is a partnership of trust between the volunteer and volunteer-involving organisation. As such, we trust our volunteers to keep confidential any information or materials relating to the affairs of the BSA which are by nature confidential, both during and after volunteering. This does not include anything which is published by the BSA or which comes into the public domain by another means. A known breach of confidentiality will initiate our dispute resolution procedure (see below).
3.4. Dispute resolution
If a member of BSA staff is concerned about the conduct of a volunteer, an informal discussion will be held with the volunteer, in confidence, to explain the problem and to attempt to identify practical solutions and a timescale for implementing these solutions.
A formal warning will be issued in the case of a first incident of misconduct (but not gross misconduct), or if the volunteer has already received an informal warning. Cases of misconduct include, but are not limited to:
· unsatisfactory performance of a volunteering activity
· acts of discrimination against any member of the public or of the BSA on the grounds of age, disability, gender re-assignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.
· breach of confidentiality
· breach of the BSA’s regulations or rules.
If there has been no improvement after the formal warning, or if the individual has committed gross misconduct, the BSA may terminate the voluntary placement with immediate effect. A period of suspension from voluntary duties may be necessary if a case needs further investigation. Cases of gross misconduct include, but are not limited to:
theft, fraud and deliberate falsification of records
bullying or harassment
being under the influence of alcohol or drugs whilst volunteering for the BSA
serious negligence which causes or might cause unacceptable loss, damage or injury actions or behaviour that may damage the reputation of the BSA.
Please note: election to the General Committee or Council, whilst still a voluntary position, is a stand-alone position, even when election was derived as being a representative of a branch, section or other volunteer programme. Should a volunteer be asked to leave his or her volunteer position, any additional elected voluntary role on General Committee or Council will be independently reviewed by Council.