I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 1
Volunteer Handbook
ICTC Headquarters
PO Box 11923
Portland OR, 97212
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 2
Mission, Vision & Values.….……………….………………...………………..4
Leadership Team….……………….……………….…………………………..7
Organizational Chart….……………….……………….……………...............10
Full Circle Doulas….……………….……………….………………..…...12
Black Midwives and Healers Conference….……………….……………..13
Infant and Maternal Health….……………….……………….…………...14
II. Volunteer Services…………….……………….……………….………...........15
Communications……………………………………………...…………...…15
Agency-Wide Volunteer Opportunities……………………………………...16
Being an Ambassador…………………………………………………...…...16
III. Volunteer Forms……………….……………….……………….……………..17
IV. Volunteer Policies…………….……………….…………...…….……………18
Volunteer Rights & Responsibilities……………………………...…………18
Volunteer Policies……………………………………………………………20
V. Resources……………………………………………………………………….30
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 3
I. INTRODUCTION
Dear Volunteer,
On behalf of your colleagues, I welcome you to the International Center for Traditional
Childbearing (ICTC) and wish you every success here.
We believe that each volunteer contributes directly to the growth of the ICTC and its success and
we hope you will take pride in being a member of our team.
This manual was developed to describe the ICTC mission and goals and to outline the policies,
programs, and benefits available. Volunteers should familiarize themselves with the contents of
this manual as soon as possible, for it will answer many questions.
We hope that your experience here will be enjoyable, valuable and rewarding. Again, welcome!
Sincerely,
International Center for Traditional Childbearing
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 4
The International Center for Traditional Childbearing, Inc. (ICTC) is a non-profit organization
located in Portland, Oregon. The mission of ICTC is to increase the number of black midwives,
doulas, and healers to empower families in order to reduce infant and maternal mortality. We
provide recruitment, education, and support to those desiring to serve their community.
ICTC encompasses oral traditions from Africa, the Caribbean, and the "Deep South." We educate
and advocate through community workshops, study groups, or just one to one support. ICTC is
inclusive in its membership. We have an affirmative action policy that we uphold in spirit as well
as letter.
The early beginnings of the International Center for Traditional Childbearing (ICTC) date back to
August 1991. We were then, and are now a grassroots organization, responding to critical health
care needs. We are determined that the early death of babies and mothers, an aftermath of slavery
and a legacy of poverty, shall be reversed.
Shafia M. Monroe on August 31, 1991 founded ICTC in consensus with a national group of
midwives and educators. Headquarters are in Portland, Oregon. ICTC was created to support the
needs of underrepresented women who desired to become midwives to improve the family health
in their communities.
ICTC supports aspiring and student midwives through information and referrals. We are a midwife
promotion, recruitment, and training organization for Black women who want to become midwives
and serve their communities.
ICTC educates by using a traditional African based model, community workshops, leadership
training, audiovisuals aids, printed materials, referrals and the apprenticeship model. ICTC relies
on public donations and volunteers in order to continue providing services.
International Center for Traditional Childbearing Mission, Vision, and Values
Mission Statement
International Center for Traditional Childbearing is an infant mortality prevention, breastfeeding
promotion and training non-profit organization. The mission of ICTC is to reduce the premature
deaths of infants by empowering families to take charge of their prenatal experience, to promote
breastfeeding and to increase the number of maternal and child health care providers, particularly
indigenous midwives. ICTC brings families and healthcare professionals together to collectively
support healthy pregnancies, reduce premature births and provide direct services.
“Healthy Babies Are Everyone’s Business!”
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 5
Vision Statement
The mission of ICTC is to increase the number of midwives, doulas, and healers to empower
families, in order to reduce infant and maternal mortality.
Our mission is to enhance the health and well being of women and their families and to develop
and preserve the traditional role of the midwife in her community. ICTC honors midwifery as an
ancient tradition and as a healing art. From our intergenerational circle, we pass our healing arts on to
our community. ICTC recognizes that the health status of the Black community is in crisis. We
also recognize that there is an urgent need for health care providers who offer a holistic
approach to reproductive health/rights for women and their families.
We look to midwives who live among the people both to provide that care and to advocate for
our rights in the health care system. ICTC is committed to the health and life of mothers and
their children. We are committed to eliminating the many barriers that create health disparities
and health inequities. When a people know their history their self-esteem is raised, and thereafter
health care and consciousness improve. In returning to the ancient art of midwifery, we are no
longer succumbing to overwhelming systemic racism. We are taking our health into our own
hands.
Ethical communications
Legacy of Grand Midwives
Long ago, and in many parts of Africa today, midwives were revered, loved and depended on by
the entire village. The Grand-midwives taught the apprentice midwife the traditional rituals of
womanhood, childbearing and family care. These sacred rituals included prayer, homage and
respect for the ancestors, massage, preparation of food, breastfeeding, postpartum care, and
much more.
Sharon Robinson, critic and professor of midwifery and black health care systems, states in her
1984 study for the Journal of Nurse-Midwifery that the first Black lay midwife came to America
in 1619, bringing with her knowledge of health and healing based on her African background.
The most popular story about the good work of midwives comes from the Bible (Exodus 1:14-22).
It tells of the Egyptian midwives Shiphrah and Puah, listening to the voice of God and refusing to
kill the first-born sons of the Hebrews as Pharaoh had ordered.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 6
Midwifery has always been an honored and spiritual profession among Africans who continued
their rich traditions, even while enslaved. Historically Black midwives have saved the lives of
countless mothers and babies throughout the United States. Both free and enslaved Black
midwives provided midwifery care not only to their communities but also to families outside of the
Black community.
The word "midwife" in many African languages is synonymous with spiritual healer. The
Traditional Midwife's calling expanded beyond catching babies; she was a healer, a spiritualist, a
public health activist and a community organizer. A woman entered into midwifery through
several doors: a calling from God, appointed by the elders, chosen by an older midwife, or moved
by community need.
Today midwives come from all walks of life, urban, or rural, and enter doula training, nursing or
direct entry midwifery training programs. The number of women of color entering the field of
maternal and child health professions is increasing.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 7
Leadership Team
Founder and President of International Center for Traditional Childbearing (ICTC) and
community activist devoted to infant mortality prevention, breastfeeding promotion, and increasing
the number of midwives of color.
In addition to being a Certified Midwife by the Massachusetts Midwives Alliance, Shafia M.
Monroe is also a Childbirth Educator, a Doula Trainer, and a mother of seven children. She is a
health activist, organizer, and international speaker, who holds a BA in Sociology, with a
concentration in medical sociology, from the University of Massachusetts. Monroe is the founder
and President of the International Center for Traditional Childbearing (ICTC), which is the nation’s
first Black midwifery training, breastfeeding promotion, and capacity building non-profit
organization, headquartered in Portland, Oregon. Shafia is the visionary behind the prominent
Black Midwives and Healers Conference that brings midwives and other health care providers
together to galvanize resources and implement strategies for reducing infant mortality and
strengthening families. In 2006, the Black Midwives and Healers Conference received a
Proclamation from Oregon’s Governor Ted Kulongoski. In 2007 she authored the Black Midwives
and Prenatal Providers Directory-Essential Recipes and Words of Wisdom for Expecting and New
Parents.
Though born in Boston, Massachusetts, she recognizes her Alabama roots and practices the
Southern style of healing, using the laying on of hands, herbs and prayer for pregnant women,
newborns and their families. As early as seven years of age Shafia realized she had been called to
be a healer. At eighteen years old she became involved with the midwifery home birth movement
and witnessed the under-representation of women of African descent as midwives and doulas. This
was the beginning of her organized outreach efforts, not only to recruit and train Black midwives
as a method of reducing infant mortality, but also to encourage women to consider home birth and
midwifery services as a tool for empowerment.
Monroe formed the Traditional Childbearing Group in 1976, in part because of the need for better
health within Boston's Black community, but also because White women dominated the
field and opportunities for aspiring Black midwives were few and far-between. Monroe was
profiled in the book “Granny Midwives and Black Woman Authors" for her ground breaking
work in training African American midwives in Boston, Massachusetts, her hometown.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 8
Monroe's African spiritual and ritual-based practice was also chronicled in a photographic essay
in the Boston Globe before her move to Portland in the early 1990s. For over twenty years, Shafia
has successfully reached out to Black women from every walk of life and has served as a
midwife for thousands of women. Shafia has conducted countless childbirth classes,
breastfeeding promotion classes, parenting classes, and worked on legislation with others to help
bring the services of midwives to all women.
Along with the Creator's blessing, Monroe attributes her success to incorporating African and
Southern outreach traditions; aiding families in communicating with their health care providers
for quality health care, infant mortality reduction and sustained breastfeeding. Her midwifery-
training model has been embraced by members of different backgrounds, cultures and
nationalities because of its traditional perspective and its foundation of cultural competency.
As a president and founder she tours the country presenting on an array of subjects to promote
midwifery in communities of color, to increase breastfeeding rates and improve birth outcomes in
communities of color.
individuals, including:
* Rikki Lake, Black Men’s Coalition, Albina Rotary Club, Oregon Health and Sciences
University, The African Women’s Coalition, State of Oregon’s Tobacco Advisory Committee, San
Francisco Healthy Birth Initiative, California Black Parenting, Inc., ACNM Midwives of Color
Association, Minnesota’s Phillips Powderhouse Cultural Wellness Center, The 4th Annual Muslim
Women’s Conference, National College of Naturopathic Medicine, Harlem Birth Action
Committee, Midwives Alliance of North American, Midwifery Today Conference, Portland State
University, Universite De Libre in Colombia (South America), Black Women and Wellness Inc.,
Yele, Sierra Leone (West Africa), The Birth Congress—Water Birth International, High Schools,
National Conferences, and many more.
Monroe’s work to reduce infant mortality and promote midwifery has earned her numerous
awards:
* Healthy Birth Initiative, 2011, Harriet Tubman Award, 2011, Infant Advocacy Angel Award,
2011, The Achievement Award - 4th Annual Muslim Women’s Conference, LA, CA, 2008,
Women Making History in Portland’s- A Mural - City of Portland, OR, 2007, Certificate of
Recognition for Preserving the Legacy of Midwifery - National Institute of Health (NIH), 2007,
Proclamation from Georgia’s State Representative Mabel “Able” for her commitment to reducing
infant mortality 2006, Wall of Tolerance Certificate from the late Rosa Parks for her commitment
to peace and justice, 2006, Martin Luther King Jr. Merit Award - The Skanner Foundation,
Portland, OR, 2003, Outstanding Contributions - Massachusetts Department of Public Health -
Boston, MA, 1991, The Haki Madhubuti/Family Tree Award - Urban Security Patrols, Boston,
MA, 1991, Outstanding
Leadership - Coalition for Better Birth Outcomes, Boston, MA, 1991, Women Who Care - Women
in Philanthropy, Boston, MA, 1991, Unsung Hero of Community Medicine - The Boston Institute
for Social Therapy
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 9
Her extraordinary model and advocacy is being replicated throughout the nation and has
been featured in the following:
* Bringin Da Spirit, documentary produced by Rhonda Haynes
* It Just Ain't Fair, by Annette Dula and Sara Goering
* Granny Midwives and Black Women Writers, by Valerie Lee
* Sisters on a Journey: Portraits of American Midwives, by Penfield Chester
* Our Bodies, Ourselves: a Book By and For Women, by Boston Women's Health Book Collective
* Magazine coverage: Essence, Heart and Soul, Midwifery Today, World Pulse and Mothering
Her publications:
*Black Midwives and Healers Review, Presidential Address
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 10
Organizational Chart
The International Center for Traditional Childbearing
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 11
Membership
Membership is one of the pieces that supports the ICTC mission and keeps our organization strong
and engaged.
Benefits of membership include the semi-annual Black Midwives and Healers Review, a 5%
discount on the International Black Midwives and Healers Conference, a discount on ICTC trainings
including the Full Circle Doula Training, submission of articles to the Black Midwives
and Healers Review ICTC website, and access to an online community forum (coming soon).
Frequently Asked Questions
Why do you offer memberships?
We offer memberships because we are a not-for-profit organization and we rely on donations to
continue to meet our mission statement of reducing infant mortality.
How much does membership cost?
Membership is $50 for those who make more than $50,000 per year. Membership is $35 for
those making less than $50,000. The student fee of $20 only applies to high school students.
What is the benefit of being a member? Members receive a discount on training and the annual conference and they receive the semiannual
"Black Midwives and Healers Review".
If I am not a member can I still participate?
Yes, you don't have to be a member to participate in the majority of ICTC activities.
What is the difference between a member and a volunteer?
Members pay an annual fee and receive benefits; volunteers are not guaranteed to receive the
benefits of membership.
How long does membership last? Membership lasts for one year and is renewable.
How do I become a member?
You can sign up online by paying on PayPal and emailing membership@ictcmidwives.org with
your membership application. Or, we can send you the application and you can return the
completed application with payment to ICTC.
What if I want to stay informed but cannot afford membership at this time?
You can sign up for the ICTC monthly online e-newsletter. This newsletter is free to everyone and
provides monthly updates on ICTC.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 12
Full Circle Doula Training
ICTC began the Full Circle Doula Birth Companion Training in Oregon in 2002. Full Circle
Doulas learn the history of midwifery as a model of care, infant mortality prevention, medical
terminology, anatomy and physiology of pregnancy and labor, nutrition and herbs, labor comfort
measures, breastfeeding techniques, and much more. The training is 27.5 hours split up over 4 days
and focuses on introducing students to the doula profession and the role of doulas and midwives in
birth, stages of pregnancy and prenatal care, labor, postpartum and constructing a doula business.
The training is hands-on and engaging, involving group discussions, role-playing, and guest
speakers. Students of the Full Circle Doula Training learn more about the cultural traditions
surrounding birth, and strategies for family empowerment and infant mortality prevention. ICTC
trains the largest number of women of color of any organization, and since 2002 has trained over
300 doulas.
If I’m not Black/a woman, can I attend?
Yes, ICTC has an inclusivity policy and welcomes everyone who seeks this model of training; a
diverse body of women (and even a few men!) from various ethnic and racial backgrounds,
cultures, religions, sexual orientations, etc have enjoyed and graduated from the Full Circle
Doula training.
How often do you hold trainings?
We hold doula trainings approximately three times per year in Portland and around the nation
depending on demand. Many people travel to Portland from other states to take the training.
I cannot afford the training. Do you have scholarships?
ICTC offers a limited number of scholarships that require additional paperwork. We also offer a
20% discount to ICTC members. If you are interested in a scholarship, please contact the Doula
Training Coordinator at ictc@ictcmidwives.org. To become a member, contact
membership@ictcmidwives.org or visit our membership page online.
What are the training requirements?
You must be at least 17 years old, and working towards a high school diploma or GED, and have
an interest in supporting women and families. There is a formal application process to prepare you
for the training to see if you are a good match for our program, paperwork that needs to be
completed and submitted including essays, and letters of recommendation.
Midwife Training
ICTC used to hold a midwife training program created by Shafia M. Monroe, but this program is
currently on hold. ICTC plans to reintroduce this program online in the near future. The only
training program we currently hold is the Full Circle Doula Training, which is a good
introductory program to midwifery. Doula training has become a prequisite to attend midwifery
school.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 13
Sistah Care
Sistah Care was created in 2004 to introduce middle and high school girls who are interested in
midwifery and maternal and infant health professions. Since 2005, we have served over 56 girls
with 33% going on to higher education and avoiding teen pregnancy. In 2009, ICTC hosted its
first Sistah Care Overnight Summer Camp, which was held on the Oregon Coast. In 2010, the 7th
International Black Midwives and Healers Conference in Long Beach, California held a three-
day Sistah Care tract at the conference. In 2011 ICTC held a Sistah Care Spring Break Camp.
Maintaining the Sistah Care program is an integral part of the ICTC mission of building capacity
by increasing the number of midwives, doulas and healers.
Black Midwives and Healers Conference
The first Black Midwives and Healers Conference was held in 2002 in Portland, Oregon, designed
as an opportunity for Black Midwives and Healers from around the world to learn and empower
one another. This conference features workshops that model the ICTC mission of family
empowerment, infant mortality reduction, breastfeeding promotion, and increasing infant and
maternal healthcare providers of color.
Frequently Asked Questions
Do you have a conference every year? Yes; we hold them yearly.
Are they always in the same place?
The conference travels. So far, we have held conferences in Portland, OR, Atlanta, GA, Harlem,
NY, and Phoenix, AZ, Long Beach, CA and a Southeast Black Midwives and Healers Summit in
Mississippi in 2011.
When and where is the conference this year?
The conference is always held on the second weekend in October. Dates and location are posted
on the website and in the E-news.
Celebrate Your Pregnancy Day
Celebrate Your Pregnancy Day is a free service provided by ICTC for pregnant women, where
they meet with a midwife to create a birth plan, get help with community resources, and be
matched with a doula, your own personal pregnancy and labor support helper. Please contact ICTC
for additional information.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 14
ICTC Childbirth Preparation Class
This is an intensive, interactive workshop with exercise and birth videos held the 3rd Saturday of
every month. Parents receive information on nutrition, comfort measures, the benefits of a natural
birth, how to handle all aspects of labor, newborn care and breastfeeding and lead prevention
during pregnancy.
Other Services
Lead Prevention Awareness, through outreach, quarterly events and integration of materials in all
of the ICTC programs. This is a Portland, Oregon program contracted by the City of Portland
Water Bureau.
Nursing Counsel and the ICTC Doulas.
Postpartum support
Parenting classes held on site, referrals and advocacy.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 15
Communications
Although staff at our program have developed ways to ensure that you have the training and
support you need for a satisfying volunteer experience, here are some things to expect from
Volunteer Services.
volunteering at ICTC.
Monthly ICTC E- Newsletter containing news related to ICTC programs and services
Annual Volunteer Recognition held once a year to offer gratitude for the tremendous support
that volunteers offer across the agency.
Annual Volunteer Program Evaluation conducted each fall. Your completion and submission
of a short survey will be much appreciated as we assess our strengths and areas for improvement.
Reporting Hours of Service
One of the ways we represent the value of your service is through reporting the number of hours
you contribute. Reporting is a two-fold measure of reporting your hours and filling in a short
report. All volunteers, employees and interns must sign-in at the ICTC headquarters at the
beginning of their assignment and sign out at the end of their shift. All volunteers need to fill in a
short report at the end of each day during your assignment. All programs submit monthly reports
to the President/CEO regarding the positions volunteers filled and their hourly total for the
month.
Your diligent support of this process will enable us to demonstrate and recognize your valuable
contribution to ICTC’s mission. This process is a requirement for volunteers, as it holds us all
accountable for delivery of timely and quality services to the community.
Agency-Wide Volunteer Opportunities
One advantage of volunteering with ICTC is the tremendous variety of volunteer opportunities
available in our programs, and some job training is provided. Different facets of the organization
can utilize your various professional skills and your unique life experience. Please list your
particular skills and areas of professional development that are of interest to you on your ICTC
volunteer application. Also, once you are placed and oriented in any of our programs, you have
easy access to other volunteer opportunities within our agency. Please communicate your
placement wishes to the ICTC Programs Manager and ICTC will try to accommodate you
according to agency needs.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 16
1. Look up opportunities by calling Volunteer Services at 503-460-9324 or by emailing
ictc@ictcmidwives.org . When expressing interest in a volunteer listing, be sure to
mention you are already a current volunteer.
2. If you and the position supervisor determine that you are a good fit, you may move
directly into training and orientation for the new program or position, so long as your
volunteer packet is up-to-date and matches the new position requirements.
Being an Ambassador for ICTC
In addition to the irreplaceable direct service work you engage in, you play an important role in our
reputation as an organization. ICTC has a core philosophy that volunteers are the very best
ambassadors of our vital work. Your commitment to and enthusiasm for our services are the best
way for our wider community to learn about the positive impact we have in the lives of our clients
every day, and to become inspired to join our cause.
We are committed to providing you with the information you need to talk about the
work you do at your program and to answer questions from friends, family, and co-workers about the
role ICTC plays in the health and vitality of our community. It is also our highest priority to ensure
that your experience with us is a positive one. Do not hesitate to contact Volunteer Services or
Shafia Monroe with any questions or concerns that are not handled to your satisfaction by the staff
at your program.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 17
III. VOLUNTEER FORMS
Program Volunteer Coordinators are required to facilitate completion of a number of forms to
initiate each volunteer’s service. Following is a brief overview of the purpose and content of each
form. Your Program Volunteer Coordinator keeps the original and on-going documentation of
your service on file at your program site.
Application
The Volunteer Application is divided into four sections to gather necessary demographic
information, assist with placement, obtain an agreement regarding the application process, and
provide more information about how you can support ICTC’s services. The contact information
you provide on the application will be used by the agency for periodic program and agency
updates, unless you indicate that you prefer not to be contacted. You may contact Volunteer
Services at any time if you would like to be included or excluded from these communications.
Volunteer Background Check Request
All volunteer positions require background check clearance, due to the volunteer’s access to
vulnerable clients and confidential information. When offered a position contingent on
background check clearance, your Program Volunteer Coordinator will complete this form with
you. Depending on the position and program you are considered for this may include verifying
your ID & social security card. The information you provide on this form and HR keeps the results
of your background check confidential.
Confidentiality Agreement
Demonstrates your understanding of ICTC’s Confidentiality Policy and obtains your agreement to
uphold it for the safety of our agency and clients.
Photo-Video Waiver
Obtains permission to use photo or video footage of you or your family members to promote
ICTC’s programs and services.
Driver’s Release
Required for any volunteer hired into a position involving driving for the completion of their
duties.
Orientation Checklist
Reflects that you have been oriented to ICTC and your role as a volunteer. Please familiarize
yourself with the contents of this Volunteer Handbook and ask any questions you may have
before signing, to confirm you have received orientation and have read the volunteer handbook.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 18
To expect that his/her time will be used wisely.
To have a mutually agreed upon written volunteer position that has clear expectations,
responsibilities, duties, supervision, and time commitment.
To be provided appropriate workspace, equipment, orientation, training, feedback, and
supervision for the position he/she accepts.
To be informed how his/her position supports the mission and goals.
To have his/her ideas and suggestions heard and be involved in the planning of his/her
work.
To be informed of policies, procedures, and benefits associated with the position.
To say “no” to volunteer positions that she/he is not interested in filling.
To be considered for greater responsibilities, special assignments, transfers and a variety
of experiences.
To have an inclusive work environment that is respectful of all people, including paid
staff and volunteers and those who receive ICTC services.
To be respected as a team member with other staff and volunteers to achieve common
goals.
Volunteers are expected:
To support and be loyal to the mission, goals and philosophy of ICTC and the specific
program in which he/she is working.
To be an effective ICTC representative with the public.
To be open and honest regarding his/her intent, goals, interests, and skills.
To carry out position responsibilities to the best of his/her ability.
To accept guidance and direction from his/her supervisor and other team members.
To be open to feedback and offer assistance in correcting problems or misunderstandings.
To participate in orientation, training or meetings that are required or encouraged.
To complete records or reports on time.
To follow the agency’s policies and procedures.
To ask questions and to ask for help if unclear or unsure how to proceed with an
assignment.
To respect the confidentiality of the organization, the people who receive ICTC services
and other staff and volunteers.
To discuss problems, concerns and suggestions with his/her supervisor or the volunteer
manager.
To be punctual and reliable, notifying his/her supervisor of absences no later than 24-
hours and notify if you are going to be more than 15-minutes late in advance if possible.
To demonstrate professional, respectful behavior at all times, including when faced with
challenging situations.
To be cooperative and treat others with respect at all times, maintaining good working
relationships.
To report problems immediately and to fill out the ICTC incident form.
To have fun, learn and grow, while providing community service at the ICTC.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 19
Definition of “Volunteer”
A Volunteer is a person volunteering time and services without any present or future expectation
of payment of any kind. This is not an employment relationship and the volunteer is under no
obligation to provide time, duties of resources other than what he or she chooses to freely
provide.
Volunteer Conduct
To ensure orderly operations and provide the best possible work environment, ICTC expects
volunteers to follow rules of conduct that will protect the interests and safety of all employees,
volunteers, clients and the organization.
Examples of unacceptable conduct include but are not limited to: Conduct unbecoming an employee, which is illegal, unethical, insubordinate,
disrespectful, or otherwise, impairs job performance or causes discredit to the
organization.
employees or the public.
Unwillingness to accept supervisory feedback.
Deception in securing a volunteer position, including but not limited to, falsification of
volunteer application or resume.
Dishonesty or theft or inappropriate removal or possession of ICTC property.
Abuse, damage to or waste of ICTC equipment or property, unauthorized use of supplies or
vehicles and loss of organization funds due to negligence.
Possession, distribution, sale, transfer, or use of alcohol or illegal drugs while on ICTC
premises, while on duty, regardless of location or while operating employer-owned or
employer-leased vehicles or equipment.
Unauthorized or excessive absences, tardiness or abuse of leave privileges.
Falsification of organization records, to include timekeeping and expense reports.
Failure to maintain confidentiality of information or failure to safeguard proprietary
information.
Failure to report the misconduct or unethical behavior of another employee or volunteer.
Failure to abide by policies or directions.
Failure to cooperate in an internal investigation.
Fighting or threatening violence in the workplace.
Boisterous or disruptive activity in the workplace.
Negligence or improper conduct leading to damage of the property of ICTC, a client,
volunteer, or employee.
Violation of safety or health rules, including smoking (in non-designated areas) on ICTC
premises.
Possession of dangerous or unauthorized materials, such as explosives or firearms, in the
workplace.
Unsatisfactory performance or conduct.
Use of a company credit card for personal expenses, even if reimbursed.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 20
Volunteer Policies
Volunteers must maintain a professional relationship within the program. Volunteers should not
engage in personal associations with clients and discourage any attempts on the part of clients to
develop such relationships. Program Volunteer Coordinators will orient volunteers with regard to
specific program policies related to boundaries and the program- determined code of ethics.
Confidentiality of Information
Each volunteer must observe strict confidentiality in the safeguarding of all confidential business
information as well as personal information pertaining to clients, clients' families and other
employees and volunteers.
Volunteers are required to sign a Statement of Confidentiality. Volunteers who improperly use or
disclose confidential business/client and intellectual properties information may be dismissed
from their service, even if they do not actually benefit from the disclosed information.
Ethical Communication
ICTC is committed to practicing ethical communication as we engage with clients, staff,
volunteers, partners, contributors, vendors and our constituents in pursuit of our mission.
Ethical Communication is an open, direct and honest process that empowers individuals and
groups to share ideas, thoughts, feelings and concerns in a solution-focused manner. It is
balanced, respectful and clear with sensitivity to individual differences.
In alignment with the principles of Continuous Improvement, the agency has adopted this model as
a core value in order to:
Promote integrity
Support our method for conflict resolution
Guide the process for structured professional development and feedback
Encourage open dialogue and creative exchange of ideas
Build community
Any volunteer who believes he or she has experienced an act of discrimination must promptly
report the matter to his or her supervisor, Volunteer Services, or Human Resources.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 21
ICTC is an organization that recognizes, respects, understands, accepts, and values people from
diverse cultures, lifestyles, and backgrounds. This includes but is not limited to: age, ethnicity,
sexual orientation, expression of gender identity, race, religious belief, socio-economic class,
source of legal income, disabling conditions, and geographic origin. ICTC will build upon the
diversity of our clients, employees, volunteers, partnerships, financial supporters, and Board
members to improve and strengthen our organization as we strive for excellence.
Sexual and Other Unlawful Harassment
ICTC is committed to providing a work environment that is free of discrimination and unlawful
harassment. ICTC prohibits sexual harassment in the workplace. This includes, but is not limited to
repeated offensive unwelcome sexual flirtations, advances, propositions, continued or repeated
verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body,
sexually degrading words used to describe an individual and the display in the workplace of
sexually suggestive gestures, objects or pictures.
Discriminatory treatment, which is based upon an individual employee's race, ethnicity, age,
religion or other legally protected characteristic, is also strictly prohibited.
Any volunteer who has experienced or who is aware of an incident of sexual or other unlawful
harassment must promptly report the matter to his or her supervisor. If the supervisor is
unavailable or if the volunteer believes it would be inappropriate to contact the supervisor, the
volunteer should immediately contact the President Shafia Monroe. ICTC maintains
confidentiality in these investigations to the extent feasible and consistent with an effective
investigation and resolution.
Workplace Violence Prevention
ICTC is committed to preventing workplace violence and to maintaining a safe work
environment. ICTC has adopted the following guidelines to deal with intimidation, harassment,
or other threats of, or actual violence that may occur during business hours or on its premises.
All employees, clients, visitors, and volunteers should be treated with courtesy and respect at all
times. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited
from the premises of ICTC without proper authorization. All suspicious individuals or activities
should also be reported as soon as possible to a supervisor.
Conduct that threatens, intimidates, or coerces another employee, client, visitor, or volunteer will not
be tolerated. This prohibition includes all acts of harassment, including harassment that is based
on an individual’s race, age, color, religion, sex, national origin, ethnicity, sexual
orientation, expression of gender identity, socioeconomic status, source of legal income,
geographic origin, political affiliation, marital status, disability, or any other category protected by
federal, state, or local law.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 22
All threats of violence or actual violence, both direct and indirect, should be reported as soon as
possible to the immediate supervisor or any other member of management. This includes threats
by employees and volunteers, as well as threats by customers, vendors, solicitors or other members
of the public. When reporting a threat of violence, a volunteer should be as specific and detailed as
possible.
ICTC will promptly and thoroughly investigate all reports of threats of violence, actual violence,
and suspicious individuals or activities. The identity of the individual making a report will be
protected as much as is practical.
ICTC encourages volunteers to bring their disputes or differences with other employees or
volunteers to the attention of their supervisors or President Shafia Monroe before the situation
escalates into potential violence. ICTC is committed to assisting in the resolution of employee
disputes.
Whistleblower Policy
It is the responsibility of all directors, officers, employees, and volunteers to comply with the
ICTC Rules of Conduct, organization policies, and all laws and regulations applicable to ICTC’s
operations and to report violations or suspected violations of organization policies, the Rules of
Conduct or laws or regulations applicable to the organization in accordance with this
Whistleblower Policy.
ICTC has established the Rules of Conduct that requires all directors, officers, employees, and
volunteers of ICTC to observe the highest possible standards of conduct reflective of the work
that we do. The Rules of Conduct requires each of us not only to comply with all applicable
laws and regulations but also to conduct ourselves with openness, forthrightness, and honesty in
dealing with all people and organizations, to treat individuals with dignity and respect, to
exercise prudent stewardship of all ICTC resources, and to strive always to avoid even the
appearance of impropriety.
This Whistleblower Policy is intended to enforce the Rules of Conduct by encouraging and
enabling volunteers and others to raise serious concerns within the organization regarding
suspected violations of organization policies, the Rules of Conduct, or laws or regulations, and to
protect from retaliation those employees and others who, in good faith, raise such concerns.
It is the responsibility of all directors, officers, employees and volunteers to comply with
Organization policies and to report violations or suspected violations in accordance with this
Whistleblower Policy.
No director, officer, employee, or volunteer who in good faith reports a violation of Organization
policy or the Rules of Conduct shall suffer harassment, retaliation or adverse employment
consequence. Any director, officer, employee, or volunteer who retaliates against someone who
has reported a violation in good faith is subject to discipline up to and including termination of
employment.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 23
ICTC practices an open door policy and suggests that employees and volunteers share their
questions, concerns, suggestions or complaints with someone who can address them properly. In
most cases, an employee’s supervisor is in the best position to address an area of concern.
However, if you are not comfortable speaking with your supervisor or you are not satisfied with
your supervisor’s response, you are encouraged to speak with Volunteer Services, the Human
Resources Department (President/CEO) or anyone in management whom you are comfortable in
approaching. Supervisors and managers are required to report suspected violations of
organization policy and the rules of conduct to the President/CEO, who has specific and
exclusive responsibility to investigate all reported violations. All employees, volunteers, directors
and officers may direct concerns regarding suspected unethical, inappropriate, or illegal conduct to
any of the following:
Any member of the Human Resources staff (President/CEO)
Any member of management (Board of Directors)
Volunteer Criminal History Check Policy
ICTC conducts criminal history checks on volunteers at the time of hire if required by their
position description. The Agency supports and believes in the rehabilitation process. To this
end, volunteers with a criminal history, that are now committed to promoting a pro-social and
crime-free lifestyle, will be considered for volunteer position on a case-by-case basis by the
President/CEO, with the volunteer’s written consent.
Volunteers must immediately report any charge or conviction of a felony or misdemeanor to
their supervisor. A conviction of a felony or misdemeanor will not necessarily disqualify a
volunteer from service in their chosen position. However, failure by a volunteer to report any
charge or conviction of a felony or misdemeanor may result in a termination of their service.
Safety
ICTC is committed to providing a safe and healthful work environment for its employees,
volunteers, clients and visitors. Some of the best safety improvement ideas come from
employees and volunteers. The President/CEO has the responsibility for implementing,
administering and monitoring safety measures within the organization. Those with ideas,
concerns or suggestions for improved safety in the workplace are encouraged to raise them with
their supervisor and/or Human Resources (President/CEO). All reports and concerns about
workplace safety issues may be brought forward without fear of reprisal.
Each volunteer is expected to obey safety rules and exercise caution in all work activities.
Volunteers must immediately report any unsafe condition to the appropriate supervisor.
Required forms must be completed and approved by the supervisor in the case of accidents that
result in injury. Regardless of how insignificant the injury may appear, volunteers must
immediately notify their supervisor and/or Human Resources.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 24
Driver’s Policy
The purpose of this policy is to ensure the safety of volunteers who drive their personal vehicles
for agency business. Vehicle accidents are costly to our agency, but more importantly, they may
result in injury to you or others. It is the driver’s responsibility to operate the vehicle in a safe
manner and to drive defensively to prevent injuries and property damage. As such, ICTC
endorses all applicable state motor vehicle regulations relating to driver responsibility. ICTC
expects each driver to drive in a safe and courteous manner pursuant to the following safety
rules. The attitude you take when behind the wheel is the single most important factor in driving
safely.
Driving for agency business* is not permitted as a volunteer unless your position
description specifies driving responsibilities. Agency vehicles are to be driven by authorized
employees only. Volunteers are not permitted to drive agency vehicles.
Volunteers must have a valid and current Driver’s License and a personal vehicle with current
auto insurance while on company business. Any volunteer who has a driver’s license revoked or
suspended shall notify their Program Director and Human Resources by the next business day
following revocation or suspension, and immediately discontinue operation of personal vehicle for
agency business*.
Drivers must report all ticket violations received while driving a personal vehicle on agency
business*, within 72 hours to the Program Director and Human Resources. ICTC is not
responsible for tickets or other driver negligence while on agency business.
*Agency business is defined as driving at the direction, or for the benefit, of ICTC. It does not include normal
commuting to and from a volunteer assignment.
A volunteer driving a non agency-owned vehicle while on ICTC business, whether carrying
passengers or not, is accepting personal financial responsibility for collision and liability
insurance and expenses in the event of an accident. Insurance industry standards are that vehicle
liability and collision insurance always “follows the vehicle ownership”.
ICTC employees, volunteers, etc. who will be conducting agency-business must carry liability
insurance as required by Oregon State Law (minimum limits of $25,000/50,000/100,000) and
must provide proof of insurance to the Human Resources Department prior to using personal
vehicles for agency business. Collision insurance is also the responsibility of the owner of the
vehicle, and ICTC or the insurance carrier will not reimburse collision damages.
Smoking Policy
In keeping with ICTC’s intent to provide a safe and healthful work environment and to comply
fully with state and local laws, smoking in the workplace, except in designated areas, is
prohibited. Smoking in agency vehicles is also prohibited. This policy applies to all employees,
volunteers, clients, and visitors.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 25
Drug & Alcohol Policy
It is the desire of ICTC to provide a drug-free, healthy, and safe workplace and to comply with
all applicable laws. To promote this goal, volunteers are required to report for service in an
appropriate mental and physical condition to perform their positions in a satisfactory manner.
Personal Appearance and Belongings
Personal appearance of a volunteer has an influence upon the impressions formed by visitors to
our facilities and office. In general, attire should be neat and appropriate to the position. The
Program Manager and President/CEO have the authority to determine what is appropriate for the
program and position.
Dress Code Guidelines
Business Casual Dress Code
Business casual dress is a nice blend of formal and casual dressing. The dress code for business
casual emphasizes comfort while maintaining the professionalism at the same time. The 'casual'
in business casual in no way means that the business casual dress code includes clothing like
jeans or t-shirts. Clothing should cover stomach, midriff, cleavage, back.
Business Casual- For Women
For women wanting to dress business casual, you have a lot of options of casual business dresses
to choose from. When it comes to shirts and jackets, clothes like casual shirts, sweaters, golf shirts
and turtleneck shirts can be worn. As far as jackets are concerned, suit jackets are included as
casual business dress code attire. If you decide to wear a skirt, it should be below the knee with a
slit at the back and it is the case with dresses. Pants that are appropriate as per casual
business dress code include cotton, flannel and wool pants, dressy capris and Khaki pants. Keep
your jewelry and makeup as minimal as possible. Shoes that have a closed front are appropriate
as per business casual dress code.
Attire that is Not Acceptable
Please do not go to work wearing tube tops, halters, off shoulders shirts and t-shirts that have
logos, pictures or offensive words, though plain t-shirts can be worn below a shirt, jacket or
blouse. Plunging necklines that show cleavage are also inappropriate. Mini-skirts, sun dresses and
off shoulder is inappropriate for business casual dress code. Jeans and sweatpants should not be
worn to work. Pants that are too tight or reveal lower back are not appropriate. Open toe shoes are a
safety hazard.
How to Dress Business Casual- For Men
Men should stick to their usual office wear to comply with the casual business dress code.
However, you can skip wearing a full suit or a tie or a full suit jacket to work. You can do just fine
with a collared shirt and formal cotton or khaki pants, teamed up with a belt. Sagging pants, and
the showing of boxers is not accepted at ICTC. Remember not to button down your shirt or roll up
your sleeves too much. Keep the cologne and perfume minimal and do not wear flashy athletic
shoes to work, instead wear loafers with socks.
Page 26
Tips for Business Casual Dressing
To get a clear idea of how to dress business casual in your company, observe your fellow
workers well.
Always wear clothes that are well ironed, neat and well fitted. Do not wear wrinkled and
untidy clothes to work. The dresses should not be too tight or too lose.
Cleanliness is important. Come to work showered.
ICTC promotes the washing of hands often in order to prevent the spread of germs.
Hair and facial hair should be well groomed. Women should groom their nails and hair
very well.
Perfumes should be minimal.
While wearing skirts, women should make sure that they are comfortable when seated. It
should not be revealing.
Attendance and Punctuality
To maintain a safe and productive work environment, ICTC requires employees to be reliable
and punctual in reporting to work as scheduled. Absenteeism and tardiness places a burden on
other employees and compromises ICTC’s ability to provide quality services.
ICTC volunteers are expected to respect ICTC clients and employees by communicating their
absenteeism or tardiness.
In the rare instance when a volunteer cannot avoid being late to work or is unable to work as
scheduled, he or she is expected to notify the supervisor directly as soon as possible in advance of
the anticipated lateness or absence. Please see your supervisor for specific information on
timesheets and program specific policies.
Inclement Weather
The President/CEO or their designee can only authorize a delayed opening, early release
or closure of a program. In such instances, their respective supervisors will notify
volunteers as soon as possible. ICTC follows the Portland public school schedule for closure.
If local schools are closed, then ICTC will also be closed. ICTC expects their employees,
volunteers and interns to put their safety and well being first. Please do not risk your safety to come
to work. ICTC also values family first. During inclement weather and other emergencies please
take care of yourself and your family.
Political Activities
Although ICTC supports the private participation by employees in the elective process, federal tax
law requires that ICTC prohibit the use of its resources in partisan political activity.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 27
The following guidelines apply:
Volunteers may not use ICTC telephones, stationery, supplies, equipment or any other
ICTC resources to support any political candidate or for any other partisan political
objective;
Volunteers may not, in privately supporting or opposing any political candidate or
partisan political objective, identify with ICTC or attempt to use their position within the
organization to gain credibility for political purposes;
Volunteers may not, while on the job, engage in any type of partisan political activity,
including but not limited to wearing political buttons or other insignia.
Workplace Solicitation
ICTC recognizes that volunteers may have many interests in events and organizations outside
the workplace. However, solicitation or distributing literature concerning these activities during
working time is prohibited. Examples of impermissible forms of solicitation unrelated to ICTC
include:
The collection of money, goods, or gifts for community groups, schools, religious groups,
political groups, or charitable groups other than ICTC.
The sale of goods, services, or subscriptions outside the scope of official ICTC business.
The circulation of petitions.
Internet and Electronic Mail
Volunteers accessing the Internet are representing the organization. It is required that the use of
ICTC PC hardware, software and communication features be limited to work-related
transactions.
The Internet cannot be used for personal gain or advancement of individual views. Solicitation of
non-organization business, or any use of the Internet for personal gain is strictly prohibited. Use of
the Internet must not disrupt the operation of the organization network or the networks of other
users, nor interfere with productivity.
Each volunteer is responsible for the content of all text, audio or images that he or she places or
sends over the Internet or e-mail system. Fraudulent, harassing or obscene messages are
prohibited. All messages must have the sender’s name attached. No messages will be transmitted
under an assumed name. Users may not attempt to obscure the origin of any message.
Information should not violate or infringe upon the rights of others. No abusive, profane or
offensive language can be transmitted through the system.
To prevent computer viruses from being transmitted through the systems, there will be no
unauthorized downloading of any software from the Internet. All software downloads must be
authorized by Shafia M. Monroe (President and CEO).
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 28
Copyrighted materials belonging to entities other than ICTC may not be transmitted by staff
members on the Internet. One copy of copyrighted material may be downloaded for personal use in
research. Users are not permitted to copy, transfer, rename, add or delete information or
programs belonging to other users unless given express permission to do so by the owner.
Failure to observe copyright or license agreements may result in disciplinary action from the
organization or legal action by the copyright owner.
The electronic mail system hardware is company property. Additionally, all messages composed,
sent, or received on the electronic mail system are and remain the property of the company. They
are not the private property of any employee.
Telephone Use
Personal calls may be made on ICTC phones provided they are brief, infrequent and do not
interfere with the needs of the organization. Personal use of the telephone for long-distance and
toll calls is not permitted.
Mailroom, Photocopying and Facsimiles
Equipment including photocopier and business equipment is to be used for business purposes
only. ICTC equipment may not be used to create or forward any offensive or disruptive
messages.
Equipment essential in accomplishing position duties is often expensive and may be difficult to
replace. When using property, volunteers are expected to exercise care, perform required
maintenance, and follow all operating instructions, safety standards and guidelines.
Volunteers should notify their supervisor if any equipment, machines or tools appear to be
damaged, defective or in need of repair. Prompt reporting of damages, defects and the need for
repairs could prevent deterioration of equipment and possible injury.
Use of Personal Computers, Personal Equipment and Tools
ICTC volunteers may occasionally use their personally owned computers, personal equipment,
and/or tools in their positions with ICTC, either at home or on site. ICTC does not take
responsibility for wear and tear due to usage, damage or loss to personally owned computers, or
other personal equipment or tools. Thus, if a personally owned computer or other equipment
needs repair, or is damaged, lost or stolen, ICTC will not cover the expense. Also, the risk of
virus contamination for both ICTC and personal computers and data disks may increase as more
outside equipment is used.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 29
Intern Policy Regarding Use of Personal Cell phones and Mp3 Players
While working at the ICTC headquarters, interns and volunteers are expected to use their cell
phones on their break times and not during their scheduled work activity, unless it is an
emergency. Headphones and MP3 player usage are not permitted for listening to your own
personal music selections. Interns are often the ICTC point of contact. They are expected to be
aware of their surroundings, respond to their co-workers, answer the door, meet and greet clients
and, partners and answer the phone.
ICTC Hand Washing Policy
ICTC prevents the spread of illness and disease by recommending that its employees, interns and
volunteers wash their hands frequently. We prefer hand washing to the use of hand sanitizers. All
employees should wash their hands before and after meals, after blowing their nose, sneezing
using the bathroom or touching dirty surfaces and in general just washing your hands often.
Meet and Greet Policy
When guests visit ICTC either by drop-in or appointment, they are let in and greeted by a staff
member. When a representative visits us from a partner organization customarily all staff members
greet our guest and introduce themselves. The ICTC guest is then offered a seat in the reception
area and offered a drink. Nametags may become a requirement.
Volunteer Warning and Dismissal
Unprofessional, inappropriate or unsafe behavior (refer to policies) are grounds for warning
and/or dismissal. Supervisors reserve the right to dismiss a volunteer at any point in the tenure at
their discretion, regardless of the suggested steps below:
Forewarning/Notice: If the volunteer policies are violated, the volunteer will receive a verbal
warning. The unacceptable performance or behavior will be documented and the volunteer will
be counseled on appropriate work performance and the volunteer position description will be
reviewed. A check-in date will be calendared as a follow-up to the verbal warning to see how
performance or behavior has improved.
Investigation: Failure to conform to the quality standard after the first verbal warning becomes
grounds for termination of service. Appropriate investigation of the volunteer’s performance will be
conducted including, if necessary, testimony from staff or other volunteers. The volunteer may
be suspended while investigating the situation.
Dismissal: If the decision of dismissal is made, the volunteer and supervisor will meet in private and
the final decision will be documented.
I n t e r n a t i o n a l C e n t e r f o r T r a d i t i o n a l C h i l d b e a r i n g V o l u n t e e r H a n d b o o k S u m m e r 2 0 1 2
Page 30
V. RESOURCES
Volunteer Services
ICTC Headquarters
PO Box 11923
Portland OR, 97212
Childbearing
Volunteer Resources & Trends
www.oregonvolunteers.org
Idealist.org