Volunteer Management - Policies

• General
• Drug-Free Workplace Policy
• Harassment Policy

General:

The following basic policies apply to all categories of volunteers.

Volunteers:

• Must be 18 years of age or older, except youth volunteers who must have adult supervision by a long-term volunteer or a Pinellas County employee
• Must attend a county volunteer orientation and must pass a background check if they are regular-service volunteers
• Will receive ID cards from their department upon completion of orientation and successful background check
• Will need a health screening performed by a physician if they participate in the same physical labor that requires a health screening for regular employees
• Must read and agree to abide by the county’s Drug-Free Workplace Policy
• Will perform duties within rules set by the responsible administrator
• Will perform tasks assigned by their supervisor and approved by the responsible administrator
• Must sign in and out, either electronically on VSP5 or in the Volunteer Daily Log; this record is maintained by all departments or facilities to record volunteer names, dates, hours of service and tasks assigned
• Must maintain strict confidentiality concerning any information they may have access to because of their volunteer duties and assignments
• May not use information generally unavailable to the public and obtained by reason of their volunteer positions for the personal benefit of themselves or others
• Who are public officers/employees may not volunteer to perform services in their own department

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Pinellas County’s Drug-Free Workplace Policy

Volunteers are required to become familiar with and abide by the county’s Drug-Free Workplace Policy (DFWP).

The DWFP prohibits the use or possession of alcohol and illegal drugs while volunteering for Pinellas County. The volunteer is required to sign a statement agreeing to Pinellas County’s DFWP.

Within the guidelines of the DFWP, an Appointing Authority or supervisor, who is of the opinion that reasonable suspicion exists that an employee/volunteer is under the influence of alcohol or drugs while on duty or representing the county in an official capacity, will request the volunteer to undergo a test of his/her blood or urine.

• Use, possession, manufacture, distribution, dispensation or sale of illegal drugs or drug paraphernalia on county property or in county-supplied vehicles
• Use, possession, manufacture, distribution, dispensation or sale of illegal drugs off county property during working and non-working hours
• Testing positive for alcohol or drugs under the provisions of the substance-abuse testing procedures in conjunction with a reasonable suspicion, as defined in Section III of the DFWP publication
• Refusing to consent to alcohol or drug testing when requested by management.
• Interfering in any manner with specimen collection procedures
• Use of alcohol during breaks or lunch periods
• Use of alcohol while off duty wearing a county uniform with county insignia or a county ID
• Any violation of the Federal Drug-Free Workplace Act of 1988

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Pinellas County’s Harassment Policy

It is the policy of Pinellas County to provide a work environment free from verbal or physical conduct that unreasonably harasses, disturbs or interferes with a volunteer’s work performance or that creates an intimidating, offensive or hostile work environment.

County volunteers are expected to avoid any activity which harasses or disrupts the work of their co-volunteers, coworkers, subordinates or the general public. Any verbal or physical conduct which harasses another volunteer, worker, subordinate or member of the general public with whom volunteers may have contact, because of that person’s race, national origin, religion, sex, sexual orientation, disability, pregnancy, age or military status, is prohibited.

In particular, sexual harassment is strictly forbidden, including harassment of members of the same sex. Sexual harassment in the workplace is a violation of Title VII of the Civil Rights Act of 1964.

Any sexually harassing or offensive conduct, whether by managers, supervisors, employees or non-employees who enter the county’s workplace, is prohibited.

• Unwanted physical contact or offensive conduct of a sexual nature, including flirtations, advances or propositions
• Harassment concerning an individual’s sex, sexual interest or orientation, sexual innuendos and offensive jokes, or descriptions of personal sexual conduct
• Demeaning, degrading or insulting comments about a person’s physical appearance
• Displaying in the workplace photos or other materials which are demeaning, insulting, intimidating or sexually suggestive
• Demeaning, insulting, sexually suggestive or otherwise offensive written, recorded, telephonic or electronically transmitted messages

Any of the above-listed activities or offensive behavior based upon an individual’s race, national origin, religion, disability, pregnancy, age or military status is also prohibited.

If harassment is experienced:

• Document the incident by writing such details as date and time of incident, where it occurred, who was present, what was said and done, and witnesses to the incident.
• Report the incident orally and/or in writing to your supervisor, department head, appointing authority, Human Resources Department or Pinellas County Office of Human Rights.

Violations of the county’s Anti-Harassment Policy may result in discipline up to and including termination.