AmeriCorps Agreement of Personal Standards
The organization does not allow unauthorized disclosure of business secrets or other confidential information. As an AmeriCorps member, you understand that you cannot disclose confidential financial data such as profit and loss information, donation or grant information regarding business partners, donors, vendors, or youth participants. The President/CEO should be notified if the information is required by law to be revealed.
Drugs and Alcohol
EY AmeriCorps members involved in the use of, possession, sale, or transfer of drugs, alcohol, or any controlled substance will be subject to discipline, up to and including termination. Based on the judgment of the EY President/CEO, human resources, and the circumstances of each case, a AmeriCorps member may be disciplined and/or referred to treatment for violation of EY’s policy. If you are under a doctor’s direction to use a drug that could impair work performance or affect the safety of any AmeriCorps member or client of EY, you should notify your supervisor who will then inform the President/CEO.
As a AmeriCorps member, you may be required to undergo a drug or alcohol screening if, in the judgment of your direct supervisor and the President/CEO, you appear to be under the influence of drugs or alcohol, if you demonstrate a level of job performance which indicates a drug or alcohol problem, or if you are involved in a work-related accident. If the test results indicate that you are under the influence of drugs or alcohol, you, at the sole discretion of the President/CEO and human resources, may be subject to discipline, up to and including termination, and/or referred to treatment. If you refuse to undergo a drug or alcohol screening, you may be subject to discipline, up to and including termination.
In addition, for the protection of EY youth participants and AmeriCorps members, each EY AmeriCorps member will have a criminal history background check completed annually, a national sex offender check completed annually, an FBI/TBI fingerprint check completed every two years, and a random drug test conducted annually.
Smoking and Tobacco Policy
No tobacco products will be allowed in EY offices, on any EY property, or at any events of EY. EY AmeriCorps members should be positive role models for participants regarding the use of tobacco.
Traffic or Criminal Violations
Any criminal convictions must be reported on the next scheduled work day to your direct supervisor and human resources. If you are an approved EY driver, any traffic violations must be reported on the next scheduled work day to your direct supervisor and human resources. In addition, if you are an approved EY driver and have your driver’s license revoked or suspended, you must report it on the next scheduled work day to your direct supervisor and human resources.
Freedom from Sexual Harassment
EY is committed to providing a workplace free from sexual harassment and discrimination, as well as harassment or discrimination based on such factors as gender, race, color, national origin, age, medical condition, physical or mental disability, or any other condition protected by state or federal applicable law. EY strongly disapproves of and will not tolerate harassment or discrimination of AmeriCorps members by supervisors or co-workers. EY will also attempt to protect AmeriCorps members from harassment or discrimination by non-AmeriCorps members in the workplace. Harassment includes verbal, physical, or visual conduct that creates an intimidating, offensive, or hostile working environment or that unreasonably interferes with job performance
If a AmeriCorps member witness’, becomes aware of, or is subjected to harassment or discrimination, they should immediately report the incident to their direct supervisor who will notify human resources. If for some reason you cannot discuss the situation with the direct supervisor, the human resources department or President/CEO should be contacted at 865-637-3227. You may also use the complaint resolution procedure to bring a complaint of sexual harassment to the attention of the President/CEO. EY will promptly investigate your complaint and then promptly take appropriate corrective action. The person making the accusation must be prepared to show sufficient evidence. Persons accused of sexual misconduct are to be considered innocent until accusation has been substantiated.
For EY’s full harassment policy, see EY AmeriCorps member policies and procedures.
Abuse and Misconduct
EY forbids behavior toward participants which might in any way be interpreted as sexual behavior and/or dating. The following behaviors are specifically enforced:
• No more than one adult to every four youth is necessary for contact time. A male with males and females with females is the general rule. Never can there be opposite sex contact time in one-on-one time (includes transportation situations as well). At no time should male adults be alone with one or more female participants and at no time should female adults be alone with one or more male participants. Male and female approved adults can take coed groups for contact time or group activities.
• All overnight activities with children and youth must include two approved adults. It is permitted to take youth to your home, but another approved person must be present with you. AmeriCorps members are not allowed to host overnight activities in their homes.
• Never visit a child inside the home without parental supervision.
• EY forbids full body hugs of participants.
• Any physical means of punishment such as spanking is forbidden.
Discretion must be used in all physical contact with a participant or volunteer, and any sexual gestures or overtures by a student to a AmeriCorps member must be reported to the supervisor. Further, according to Tennessee law any person (including doctors, mental health professionals, child care providers, dentist, family members and friends) who suspects that child abuse or neglect has occurred must themselves report the suspected case directly to the Department of Children’s Services (DCS) and others mandated, including their supervisor, to receive these reports. In addition to reporting suspicions to DCS, individuals may also report possible cases to the Juvenile Court Judge having jurisdiction over the child, the Sheriff of the county where the child resides, or the Chief Law enforcement officer of the municipality where the child resides. Failure to report child abuse is a violation of the law.
Personal Conduct (Positive Role Model)
As an EY AmeriCorps member, there is no separation between public and private life. The result is that a AmeriCorps member’s private behavior affects his or her ability to carry out the job. Therefore, discretion in the personal, as well as professional, lives of EY staff is fundamental to both spiritual integrity and the opportunity for ministry.
If you are a married AmeriCorps member, you must be diligent in nurturing and protecting the sanctity of your marriage, and a single AmeriCorps member should guard your singleness with the same sanctity. For single staff, this means you cannot share a residence with a non-family member of the opposite sex. Failure to observe this principle as interpreted by your direct supervisor and EY’s President/CEO will be grounds for discipline and may lead to dismissal.
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