NSW Health WSLHD Volunteer Manual

24. Policies & Procedures

B. Respect and Courtesy Volunteers and staff have shared obligations for creating a respectful and courteous workplace and must treat everyone with respect and courtesy. Treating others with a lack of respect or courtesy, or bullying or any form of harassing behaviour are potential breaches of the Values and Code of Conduct and will not be tolerated. C. Drugs Alcohol & Smoking Patients, visitors, staff and volunteers are not permitted to smoke anywhere on WSLHD grounds, within buildings or vehicles. This ban exists to eliminate exposure to harmful second-hand tobacco smoke as well as particulate matter emitted by e-cigarettes. Those who choose to smoke are asked to move off the campus to do so. Drugs should not be brought on to hospital grounds unless they are properly prescribed by a medical practitioner. Please advise the Volunteer Manager if you are taking any prescribed medication which may affect or impair your ability to work safely. If you are under the influence of drugs or alcohol while rostered and pose a risk to the safety of yourself or others, you will be subject to disciplinary action. D. Competitions, Prizes and Gifts Volunteers who run, or are involved in the management of competitions, raffles etc are ineligible to enter and\ or win the competition. It is strictly prohibited to accept gifts of cash for yourself. If you are given a gift of cash advise the donor you cannot keep it for yourself. Take cash to cashier or Manager to be added to Volunteer fund account. Token gifts as a gesture of appreciation, but not to secure favour, such as a box of chocolates or bottle of wine can be accepted but must be documented in line with the Gifts & Benefits Policy. For more information go to NSW Health intranet.

E. Continuing Duties If a change occurs in a Volunteer’s ability to conduct their role, the Volunteer Manager may need to discuss options including changing roles or discontinuing duties. WSLHD reserves the right to determine that a volunteer is no longer suitable for their role but no change in status will be applied without extensive consultation. F. Grievance Policy Effective grievance management and resolution contributes to positive working relationships, and can prevent minor issues escalating into more serious matters. A workplace grievance means a problem, concern, issue or incident raised by a staff member who believes he / she is the subject of unreasonable treatment from the organisation or another person(s) in the workplace. Examples may include, but are not limited to, interpersonal conflict between colleagues, the way work is allocated or managed, the physical workplace environment, application of management policies or perceived unfairness in the workplace. Every effort should be made to resolve grievances informally. Alert the Volunteer Manager to any grievance that needs to be actioned. The issue will be dealt with either informally or formally, depending on the issue, following the Resolving Workplace Grievances Procedures. For more information go to NSW Health intranet.

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Western Sydney Local Health District (WSLHD) Volunteer Manual