Volunteering

Volunteers have been an integral part of the Center from its beginning. When properly oriented and trained, volunteers enrich and add vitality to the programs at WWRC. Volunteers serve in many ways depending on their interests, time availability and needs of the Center. You may serve as a short or long term volunteer, depending on your availability and the Center’s needs. Volunteers are a part of an exciting team working toward the common goal of employment and increased independence. They share their talents, time, energy, ideas, experience, and expertise with others. There is no one type of volunteer. People of different ages, personalities and backgrounds bring different attributes with them. Perhaps the most important quality is a sincere interest in people with whom you work, and to be open to suggestions and direction.

• Acceptance of WWRC philosophy, policies and methodology.
• Conscientious approach to work assignments.
• Dependability and responsible on the job.
• Emotional stability.
• Genuine interest in helping persons with disabilities.
• Good character and a high standard of personal conduct.
• Neat and clean in appearance.
• Physical ability to perform the task.
• Sense of humor, patience, warmth and tact.
• Stability and regular attendance on the job.
• Willingness to take essential training.

Center Policies and Procedures must be followed at all times. A copy of these regulations is available in every department.

Confidentially regarding clients must be observed at all times. Special permission must be obtained through the Volunteer Services Office and the client to take pictures or to use a tape recorder for non-work related reasons. Volunteers are expected to show discretion and not to discuss client-related information with anyone at the Center unless it is on a need-to-know basis, nor anyone outside WWRC.

Dependability is essential. Frequent absences or tardiness is more detrimental than beneficial to clients. If you find you can not work as scheduled, please notify your supervisor.

Dress neatly and appropriately for the job. Supervisors can guide you on dressing appropriately for your job.

Friends may want to accompany you to help with activities. This can be arranged through the Volunteer Services Office and your immediate supervisor.

Good Customer Relations is the responsibility of all staff as well as volunteers. Please keep in mind that not only do volunteers provide assistance but also represent the Center in interactions with others.

Orientation and training is provided by departments to help volunteers be effective on their job. Training is required and varies with specific jobs.

Sign In / Out on time sheets each time volunteer services are provided. Your supervisor must initial these time sheets in order to verify the time worked. Individual records are kept on each volunteer for inquiries and references from schools, colleges, universities and potential employers.

Supervision of volunteers is the joint responsibility of the Volunteer Services Director and the Department Supervisor.

Volunteers are recruited, screened and placed by the Volunteer Services Office in coordination with the respective department. Consideration is given in terms of preference, temperament, experience, education and needs of the Center. Any changes in work schedules, and location must be communicated to the Volunteer Services Office.

Volunteer-Client Relationships must be maintained on a professional level. Be interested and friendly, but know where to draw the line. Do not take a client off grounds without permission from your immediate supervisor. Do not handle a client’s money, lend money, or give personal telephone or addresses to clients.

Volunteer Name Tags are to be worn while on duty, as identification and a way for everyone who comes in contact with you to get to know you. Lost or misplaced name tags must be reported to your supervisor. Your picture ID will be taken in the Admission Department.

Liability Coverage - A comprehensive general liability policy includes volunteers as well as staff. This covers judgments against the Center for bodily injury or property damage caused by its negligence or that of its employees or volunteers. This coverage also covers defense costs, even if the lawsuit is groundless, fraudulent or false.

Medical Coverage - An accident policy will provide for emergency first-aid treatment for volunteers. If you become ill, receive an injury, or have an accident while on duty, you need to report this immediately to your supervisor. Student Health will provide needed care. If local emergency room treatment is required and recommended by Student Health, the cost of the initial visit may be covered by this policy and a determination will be made on an individual basis.

Automobile Liability Coverage - Is available to volunteers using Center vehicles to provide transportation for clients. Please remember that if you are involved in an accident in a state vehicle, you must notify the Virginia State Police immediately.

Facility Usage - Following fifty (50) hours of service, volunteers are entitled to use the recreation facilities of WWRC as long as it does not interfere with programming for the clients. Volunteers who are under 18 years of age must be accompanied by an adult. Passes must be obtained through the Student Activities Department.

Tax Deductions - Because tax laws change, check with an IRS or Virginia Commissioner of the Revenue to learn about any tax deductions that may be applied to volunteer service. Transportation costs, meals, telephone charges and contributions of tangible property may be deductible.

Emergency Procedures for fire and disaster drill will be explained during your departmental orientation. The most important thing to remember is to move clients and yourself to safety. Always use the universal precaution when dealing with others during an emergency. Parking is available in lots convenient to your work area. Please obey all parking signs.

Problems and / or questions regarding your work or relationship with a client should be addressed to your supervisor. If for some reason that is not possible, please consult with Volunteer Service Office.

Telephones are located throughout the Center and are to be used for business calls only. Your supervisor will provide you instructions on how to use the telephone. Pay telephones are available for personal calls.

Time Off for vacations, illness or emergencies must be arranged through your immediate supervisor.

Work Space and a place to store personal items will be provided, as needed, by your immediate supervisor.

Volunteers may want to take a client off Center grounds for dinner, shopping or elsewhere in the community. When this is not done as part of a Center sponsored activity, formal permission must be obtained. Please consult with your immediate supervisor.

• After an initial greeting, sit down so that a person using a wheelchair won’t have to crane his / her neck to make eye contact.
• Shake whatever a person offers in greeting-a hand, prosthesis or elbow.
• When speaking with a person who is hearing-impaired, try to keep your face out of shadows and your hands away from your mouth when you speak.
• If you are conversing with someone and a sign-language interpreter is present, remember to look at and talk to the person, not the interpreter.
• If someone’s ability to read, write or handle documents is limited, be prepared to provide assistance in completing paperwork.
• When someone with a disability enters an establishment, don’t assume he or she needs your help. Greet the person, and explain that you are available for assistance.
• Always speak directly to a person with a disability. Don’t assume a companion is a conversational go-between.
• When you offer to assist someone who is visually impaired, allow the person to take your arm so you can guide, rather than propel him / her.
• Act naturally. Don’t be afraid to say, “Let me get that for you,” or “Would you like to see that?” On the other hand, don’t ask personal questions that you wouldn’t ask someone without a disability.
• When speaking with a person with a speech difficulty, talk normally. Don’t pretend to understand the person if you don’t. If necessary, ask the person to repeat. He or she has experienced this before and knows that problems can arise.

• Be confident and express a friendly, personalized interest in those with whom you work.
• Be open-minded regarding the capabilities of a client. Experience will indicate how much a person can do.
• Be patient and allow the client to set the pace in walking and talking.
• Don’t be afraid to laugh with a client.
• Don’t be overprotective, or offer pity or charity.
• Independence is important. If a situation warrants, ask whether the client needs assistance. Give physical assistance only if requested by the client or staff member.
• Reinforce the client’s independence and positive expressions. Exposure to negative comments or abusive language is unacceptable and not tolerated. Notify your supervisor immediately, should such action occur.
• Remember, a person with a disability is a “person” first. He / she is a person like anyone else, except for their disability.
• Talk about the same things you would with anyone.

Note: The following notice to employees also applies to volunteers. Should you have any questions regarding this policy, please consult with the Public Information & Volunteer Services Office and / or the Human Resource Department.

The federal Drug-Free Workplace Act requires that we inform you that the unlawful manufacture, distribution, possession, or use of a controlled substance is prohibited in the workplace. The workplace consists of any state-owned, controlled, or leased property, or the site where state work is performed. Any employee or volunteer) who violates this prohibition will be subject to disciplinary action, up to and including discharge, and / or required to satisfactorily participate in a drug abuse assistance or rehabilitation program at the discretion of management. As a condition of employment, each employee must abide by the terms of this prohibition and notify his / her supervisor of any criminal drug statue conviction occurring in the workplace no later than five days after such conviction.