Sababa 2022 Volunteer Application and Policies Acknowledgement

Question Title

* 1. Volunteer Information

Full Name

Date of Birth - xx/xx/xxx format

Address

Address 2

City/Town

State/Province

ZIP/Postal Code

Email Address

Phone Number

Question Title

* 2. Emergency Information

Name

Relationship to You

Cell Phone Number

Question Title

* 3. Are you a current employee of the St. Louis JCC

Yes

Question Title

* 4. Current Employer or School (if applicable)

Question Title

* 5. Would you like us to inform your employer or school of your volunteer service

Yes

If you would like us to notify your employer or school - please provide the contact information for them.

Question Title

* 6. Why are you interested in volunteering?

Community Involvement

School Requirement

If school requirement - please list school and what the is the requirement
If other reason, not listed, please list.

Question Title

* 7. Are you comfortable and able to do have a physical volunteer role? eg. walking, standing, carrying, etc.)

Yes

I would prefer an assignment that I can do seated.

Let's Discuss

Question Title

* 8. For which of the following shifts would you be available?

7:00am - 10:00am (set up)

10:00am - 12:30pm

12:15pm - 2:45pm

2:30pm - 5:00pm

5:00pm - 8:00pm (tear down)

Question Title

* 9. Please select your t-shirt size (Adult Sizes)

Small

Medium

Large

2XL

Question Title

* 10. Full Name for Consent and Agreement

Question Title

* 11. At the request of our funders, please indicate which race/ethnicity you identify, as well as your religion. (check all that apply)

African American

Black American

Asian American

Multi-racial

Caucasian

Hispanic/Latino

Native American/Alaskan

Other

Prefer Not to Answer about race/ethnicity

Catholic

Christian

Hindu

Interfaith

Jewish

Muslim

No Religion

Religion Not Listed

Prefer Not to Answer About Religion

Question Title

* 12. Confidentiality Acknowledgement and Agreement

The undersigned acknowledges that, during his/her employment or volunteer service with the Jewish Community Center
(the “Center”), he/she was or will be exposed to and learn trade secret and confidential information about the Center, its business methods and techniques, customers, and products, including, but not limited to:

Information of a personal and confidential nature about the Center’s staff, members, guests, and visitors such as addresses, dates of birth, social security numbers, ages, driver’s license numbers or other unique identification numbers created or collected by a government body, medical information, health insurance information, financial account numbers, credit card numbers , or debit card numbers in combination with any required security codes, access codes , or passwords that would permit access to an individual’s financial account, unique electronic identifier or routing codes, in combination with any required security code, access code, or password that would permit access to an individual’s financial account , information about the Center’s computer systems, software and computer program programs as well as business relationships or practices, (hereafter referred to as the “ Personal and Confidential Information”).

The undersigned shall use all best efforts and exercise utmost diligence to protect and guard against the unauthorized access to and unauthorized acquisition of “Personal and Confidential Information” of the Center. The undersigned shall not at any time directly or indirectly communicate or disclose to any person, firm, corporation or other entity, or use for his/her own commercial or profit-making purposes of any Confidential Information, whether or not acquired, learned, obtained or developed by the undersigned alone or in conjunction with others, except as such disclosure may be consented to in writing by the Center. The undersigned shall not use any of the Confidential Information of the Center for his/her own commercial or profit-making purposes of any kind

In the event of any violation or breach of the Agreement, the Center shall be authorized and entitle to obtain, from any court of competent jurisdiction; (i) preliminary and permanent injunctive relief: (ii) an equitable accounting of all profits or benefits arising out of such violation or breach; and (iii) direct, incidental and consequential damages to the Center arising from the violation or breach; all of which rights and remedies shall be cumulative and in addition to any other rights and remedies to which the Center may be entitled.

This Agreement shall be binding upon and insure to the benefit of the Center and any successor or assignee of the Center, including any corporation or other entity which may acquire all or substantially all of the assets of the Center, or into which the Center may be merged or consolidated. Any such successor shall be deemed substituted for the Center under the provisions hereof.

This Agreement shall be governed by and construed under the internal laws of the State of Missouri without reference to conflicts of law principles.

Sign and Date below

Question Title

* 13. Non-Discrimination and Harassment Policy (Volunteers)

It is the policy of The Jewish Community Center (JCC) to provide an environment free from unlawful harassment or any other form of discrimination. The term “unlawful harassment” includes among other things slurs, jokes, and other verbal, graphic, or physical conduct or communication relating to a protected class.

For purposes of this policy, any one of the following is considered to be a protected class: a person’s race, color, sex, gender identity, gender expression, sexual orientation (real or perceived), religion, national origin, age, marital status, disability or history of a disability, veteran status, genetic information, and/or any other characteristic protected by federal, state or local law.

Discriminatory conduct is any form of inappropriate behavior that undermines the volunteer relationship or that adversely affects a volunteer’s ability to perform their volunteer role. Discriminatory conduct includes harassment, which consists of verbal or physical conduct that denigrates or shows hostility toward a volunteer because of the volunteer’s race, color, sex, gender identity, gender expression, genetic information, sexual orientation (real or perceived), religion, national origin, age, marital status, disability or history of a disability, veteran status or other protected category referenced above. Sexual harassment is only one form of inappropriate discriminatory conduct.

The JCC believes that volunteers should be treated with dignity and respect by employees, other volunteers, leaders, outside parties, and customers. The JCC will not tolerate any form of discriminatory conduct or behavior. All such conduct or behavior will be treated by the JCC as a disciplinary matter.
matter.

Sexual Harassment Defined

Sexual harassment means unwelcome sexual advances, requests for sexual favors and oral, visual, or physical communications or conduct of a sexual nature. Sexual harassment includes unwelcome sexual flirtations or propositions, touching, verbal abuse of a sexual nature, sexual pressure or request for sexual activities, sexually degrading words used to describe an individual, displays of sexually oriented jokes or innuendos or any other activity based upon sex which creates a threatening or hostile environment or interferes with a volunteer’s ability to perform their role.

It is prohibited for anyone to make any advances or requests or demands for sexual favors where the submission to or rejection of such requests is the basis of any decision regarding a volunteer’s role or there is an implication that submission to sexual advances or requests for sexual favors is a condition to receiving or being denied any volunteer benefit.

To acknowledge that you have read this, please sign your name and date below.

Question Title

* 14. Non-Discrimination and Harassment Policy (part 2)
Complaint Procedure

If you encounter unlawful harassment or discrimination from anyone, either persons working at the JCC or customers, guests, vendors, or others visiting the JCC, you should:

Immediately report this to your assignment supervisor.
If you are uncomfortable discussing this with your supervisor and or they are unavailable, report this to Human Resources.
If you are not satisfied with how your supervisor handled your complaint, contact Human Resources.
You may also directly contact our President and CEO

All complaints will be investigated and will be handled as confidentially as possible and as promptly as possible. Violations of this policy will result in disciplinary action up to and including immediate discharge for employees or discontinuation of volunteer relationship for volunteers.

Remember that management is not always aware that harassment is occurring. If management is not advised, then nothing can be done to rectify the situation and ensure that the harassment stops. Therefore, it is each employee’s responsibility to report harassment by anyone, directed at him or her or toward anyone else in the workplace, as promptly as possible.

No volunteer will be retaliated against for having made a good faith complaint or report of unlawful harassment. Retaliation is illegal and prohibited in our workplace. Any person who engages in retaliation is subject to discipline up to and including discharge. Additionally, any person who knowingly makes a false report of harassment will be subject to discipline up to and including discharge for employees or discontinuation of volunteer relationship for volunteers.

Please note that this policy protects all of our volunteers against unlawful harassment in the workplace even if the alleged harasser is not a JCC employee. Any volunteer who feels he or she is being harassed at work by a non-employee (such as a customer) should immediately report the matter to the assignment supervisor or to the Human Resources Department. Appropriate action will be taken to address the situation and to ensure that any unlawful harassment stops.

By signing this policy, I am indicating that I have read, understood and agree to abide by this policy. I understand that if I have any questions about this policy, I should promptly ask them of my supervisor or Human Resources.

Please sign with name and date signed

Question Title

* 15. Workplace Security Policy (Volunteer)

The Jewish Community Center’s (JCC) Workplace Security Policy is intended to minimize the possibility of violence and/or bullying in the workplace and to provide the most secure and productive workplace possible, including, but not limited to, providing well-lighted parking lots, emergency procedures, alarm systems and surveillance cameras. We are serious about providing a safe working environment and we expect all volunteers to be a part of our security team by both abiding by this policy and by reporting questionable situations, violations of this policy, or suspected violations of this policy. We must all be attentive to our surroundings and be proactive in reporting any suspicious activity we may see or become aware of. Participation in our security policy is a condition of continued volunteering.

What is Prohibited to Ensure our Security at the J?

Weapons and Ammunition:
Any use or possession of weapons, and/or ammunition, whether illegal or not, is prohibited on company property or while offsite on company business. This includes, but is not limited to: knives, firearms, martial arts weapons, or any other object used as a weapon, and bullets or other ammunition and explosives. Exclusion: knives required to be used in the course of performing your volunteer assignment.

Drugs and Alcohol:
Volunteers are not to have alcohol or illegal drugs (including marijuana) in their system while at work, on company premises, in company vehicles, or when on company business at other locations. Consuming alcoholic beverages or driving with alcohol in your system either while driving your personal vehicle on JCC business or driving a JCC owned vehicle is prohibited. The consumption of alcohol or taking of drugs while volunteering for the J (onsite or offsite) or on company property is prohibited. Limited use of alcohol at approved functions, meetings and social events is allowed. For detailed information, please review our Drug Free Workplace policy.

We prohibit possession, transfer, sale or use of weapons, alcohol or drugs on premises or while on company business regardless of location. Premises for purposes of this policy include all JCC owned facilities, parking lots, vehicles, etc. These items, if located in personal vehicles, are also prohibited on JCC property including parking lots or while driving your vehicle on company business.

Damage to Person or Property Including Threats of:
Intentionally damaging property, injuring or attempting to physically injure another person is prohibited. Threats to do the same are also prohibited.

Please sign and date below to acknowledge reading this section of the policy.

Question Title

* 16. Workplace Security Policy (part two)

Harassment:
Any form of illegal harassment is prohibited. Please see the JCC’s Harassment Policy for detailed explanation.

Bullying or Hostility to Others:
Bullying is prohibited. A safe and respectful work environment is necessary for volunteers to achieve the high standards we expect. Bullying is any repeated, unreasonable behavior directed toward an employee, customer, visitor, guest or vendor that is intended to intimidate, creates a risk to health and safety, or results in threatened or actual harm. Bullying can be conveyed in many ways, including written, verbal, graphic or physical acts, electronically transmitted using internet, email, cellphone, etc.

Prohibited activities which are bullying or hostile include but are not limited to:
              -Intimidating, threatening, or hostile statements, actions or gestures;
              -Excluding someone from workplace activities, social isolation;
              -Verbal abuse, demeaning comments;
              -Direct, conditional or veiled threats;
              -Being treated differently than the rest of your work group;
              -Intimidation;
              -Yelling, screaming and other demeaning behavior;
              -Public humiliation;
              -Hostility such as glaring, clenched fists or a threatening posture.

Bystander support can encourage bullying behaviors. The JCC prohibits both active and passive support for acts of harassment and bullying. Volunteers should walk away if they should witness such an act or constructively attempt to stop them. In either situation, the situation should immediately be reported as stated below.

Inspection

To ensure the safety of all of our employees, volunteers, and customers, any items brought on to the JCC premises, including but not limited to vehicles located on our parking lots, are subject to search at any time at the JCC’s sole discretion. Any volunteer who refuses to consent to a search will be considered to be in violation of this policy and such refusal will result in discontinuation of the volunteer relationship.

Basic Security Rules:

Exterior Entrances:
No exterior doors are to be propped open unattended. No emergency exits are to be blocked. No locked exteriors doors should be unlocked except by authorized staff members.

At Risk Employees:
At times a volunteer can be at risk for violence from current or former spouses/partners, or another non-employee, or by the nature of their job. If you believe a risk has arisen, please contact Human Resources and Supervisor immediately so that we can put a plan in place for the workplace.

Please sign and date to acknowledge you have read this section.

Question Title

* 17. Workplace Security Policy (part three)

Driving on Company Business:
Volunteers should not have illegal drugs and/or alcohol in their system. No volunteer is to pick up strangers, hitchhikers or unknown individuals while on company business. No volunteer may drive on company business without valid driver’s license and insurance.

Volunteers are forbidden from texting, emailing or checking/reading texts or emails while driving for work reasons, whether you are driving your own car or a J owned vehicle. Employees are also forbidden from texting, emailing, or checking/reading work- related texts and emails while driving at any time.

Talking on the phone while driving is only permitted with the use of a hands- free device. Volunteers are strongly encouraged to use common sense and only speak on the phone if driving conditions permit. Best practice is to return the call once you are pulled over and your car is parked so that you are not distracted from your driving or from the call. When driving for work, these rules apply whether you are in your own vehicle or a J owned vehicle. When driving on your own time away from volunteering, these rules apply for all J volunteer-related calls.

Visitors:
All volunteers must follow JCC procedures for guests. Volunteers are not to aid guests in bypassing these procedures. Guests must sign in or swipe in if members. Guests should be escorted throughout their visit to the facility.

Emergency Procedures:
You must know the JCC’s Emergency Procedures and your role as part of them; review them regularly as well as attend trainings as scheduled. Our most current versions are located on the X: drive/Emergency Procedures or contact your supervisor.

Security Cameras:
Security cameras are placed in strategic locations. No volunteer is to take any action to interfere with their operation.

What do you do if you witness any activity or action which is prohibited under this policy?

-Do not put yourself in danger. Should the situation be dangerous, follow our Emergency procedures.
-Report the situation to your Supervisor or Human Resources. Human Resources must be notified immediately, whether by the volunteer or their manager so that an investigation can commence.
-If you have been bullied, it is important to immediately report the situation to your supervisor. If you feel that you cannot be helped by your supervisor, please contact Human Resources for assistance.
-Any manager who receives a report of activity prohibited under this policy must notify Human Resources and your Department Head immediately.

Retaliation or harassment of an individual for reporting a violation of this or any other policy is expressly forbidden.

What are the Consequences if this Policy is Violated?

Any volunteer engaging in violence against the company, its employees or its property may be prosecuted to the full extent of the law. Any volunteer who is in violation of the Workplace Security Policy is subject to consequences up to and including discontinuation of the volunteer relationship.

I have received, read and understand the JCC Workplace Security Policy. I understand that participation and support of this policy is a condition of my volunteering at the J. I agree to abide by the terms of this policy.

Sign and date below.

Question Title

* 18. POLICY ON DRUG FREE WORK PLACE (VOLUNTEER)

This notification is to formalize the JCC’s policy regarding the work-related effects of drug use and the unlawful possession of controlled substances on JCC premises. The JCC policy is as follows:

A. It is the JCC’s intent and obligation to provide a drug free, healthful, safe and secure work environment. Volunteers are expected and required to report to their assignment in appropriate mental and physical condition.

B. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on JCC premises, or while conducting JCC business off JCC premises is absolutely prohibited. Violation of this policy may result in a volunteer being removed from his/her position.

C. The JCC recognizes drug dependency as an illness and a major health problem. The JCC also recognizes drug abuse as a potential health, safety, and security problem. Volunteers needing help in dealing with such problems must seek out appropriate medical assistance.

I have received, read, and understand the JCC policy on a Drug Free Work Place. I agree to abide by the terms of this policy.

Sign and date below>