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Please provide a name and email address for a parent or guardian, they will need to sign off for you.
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This application does not discriminate in securing volunteers on the basis of race, color, religious creed, national origin, sex, or ancestry; or on the basis of age against persons whose age is over forty, or on the basis of handicap or disability and any other characteristic required by law. No question on this form is intended to secure information to be used for such discrimination.

By submitting this application, I affirm that the facts set forth in it are true and complete. I understand that if I am accepted as a volunteer, any false statements, omissions, or other misrepresentations made by me on this application may result in my immediate dismissal.

I understand that my volunteer service is at will and can be terminated with or without reason by myself or the Greater Easton Development Partnership.

If I am engaged as a volunteer by GEDP in any of their organizations, I agree to observe all rules, regulations, policies and procedures.

We greatly appreciate your assistance and commitment to our community. Our insurance policy requires that we have an accurate record of all volunteers. This is a form where you agree to release the Greater Easton Development Partnership of all liability while working for the Greater Easton Development Partnership.

This form is in effect for one year from the signing date. This Release and Waiver of Liability (the "Release") executed signed date, by signed below (the "Volunteer") in favor of Greater Easton Development Partnership, Inc., a non-profit corporation, their directors, officers, employees, and agents (collectively, "GEDP").

The Volunteer desires to work as a volunteer for GEDP and engage in the activities related to being a volunteer (the "Activities"). The Volunteer understands that the Activities may include loading and unloading, working with cash, working in the GEDP offices, and participating in special events and fundraisers.

The Volunteer hereby freely, voluntarily, and without duress executes this Release under the following terms:

Release and Waiver:

Volunteer does hereby release and forever discharge and hold harmless GEDP and its successors and assigns from any and all liability, claims, and demands of whatever kind or nature, either in law or in equity, which arise or may hereafter arise from Volunteer's GEDP and the City of Easton.

Volunteer understands that this Release discharges GEDP from any liability or claim that the Volunteer may have against GEDP with respect to any bodily injury, personal injury, illness, death, or property damage that may result from the Volunteer's Activities with GEPD and the City of Easton whether causes by the negligence of GEDP or its officers, directors, employees, or agents or otherwise.

Volunteer also understands that GEDP does not assume any responsibility for or obligation to provide financial assistance or other assistance, including but not limited to medical, health, or disability insurance in the event of injury or illness.

Medical Treatment:
Volunteer does hereby release and forever discharge GEDP from any claim whatsoever which arises or may hereafter arise on account of any first aid, treatment, or service rendered in connection with the Volunteer's Activities with GEDP.

Assumption of the Risk:
The Volunteer understands that the Activities includes work that may be hazardous to the Volunteer, including, but not limited to loading and unloading, and transportation to and from the work sites.

Volunteer hereby expressly and specifically assumes the risk of injury or harm in the Activities and releases GEDP from all liability for injury, illness, death, or property damage resulting from the Activities.

Insurance:

The Volunteer understands that, except as otherwise agreed to by GEDP in writing, GEDP does not carry or maintain health, medical, or disability insurance for any Volunteer. Volunteer Accident Insurance is provided and is a medical insurance policy which covers accidents involving volunteers on the work site or in other supervised events. Volunteer Accident Insurance pays after the Volunteer's insurance pays. If the Volunteer has no insurance, the policy pays up to the limits of coverage.

Each Volunteer is expected and encouraged to obtain his or her own medical or health insurance coverage.

Photographic Release:

Volunteer does hereby grant and convey unto GEDP all rights, title, and interest in any and all photographic images and video or audio recordings made by GEDP during the Volunteer's Activities with GEDP, including, but not limited to, any royalties, proceeds, or other benefits derived from such photographs or recordings.

Other:

Volunteer expressly agrees that this Release is intended to be as broad and inclusive as permitted by the laws of the State of South Carolina and that this Release shall be governed by and interpreted in accordance with the laws of the State of Pennsylvania. Volunteer agrees that in the event that any clause or provision of this Release shall be held to be invalid by any court of competent jurisdiction, the invalidity of such clause or provision shall not otherwise affect the remaining provisions of this Release which shall continue to be enforceable.

IN WITNESS WHEREOF, Volunteer has executed this Release as of the day and year first above written.

Volunteer Rights and Responsibilities
Safe working environment
Clear instructions and support
Recognition for service
Voice in program improvements
Reliability and punctuality
Professional conduct
Proper dress code
Following procedures
Maintaining confidentiality
Reporting issues or concerns
GEDP events are substance free events. There is ZERO TOLERANCE for intoxication while volunteering.

Code of Conduct Policy

We Are Committed To The Highest Possible Ethical Standards and We Encourage Everyone Associated With Our Organization To Commit To Acting In the Best Interest Of The Organization and Its Mission.

Our Mission Demands That We, Board and Committee Members, Staff and Volunteers, As Stewards Of Our Mission, Uphold The Public Trust and Act In An Ethical Manner In All That We Do In The Name Of Our Organization. These Ethical Values Include Integrity, Openness, Honesty, accountability, fairness, Respect and Responsibility. These Values Are The Basis Of Our Code Of Conduct And Commitment To Act In A Manner Benefitting The Organization and mission.

As A Public Entity, We Rely On The Public For Funding and Volunteer Support, Which Is Critical To The Success Of Our Mission. The Public Trusts Us To Carry Out Our Stated Mission and To act in the best Interest Of The Organization. If We Abuse The Public Trust, Our Ability To Fulfill Our Mission Is Severely Weakened. Therefore, It Is Critical That We Operate In A Manner That Is Above Reproach In All Aspects, Including Governance, Fundraising, Mission Operations, Legal Matters and Human resources.

As A Public Entity We Are Committed to:

Acting Responsibly and With integrity;
Following Not Just The Letter Of The law, But The Spirit Of The Law As well;
Promoting Financial Accountability, Transparency, and Best Governance practices;
Respecting The Wide Variety Of People Who Support Our Mission Through Donations of Their Time, Talent and money;
Being Responsible Stewards Of Our Organization, Its Mission, Reputation and resources;
Being Open and Honest In All Of Our Dealings With Both Internal and External audiences.

This Code Of Conduct Applies To All Staff Members, The Board Of Directors and Committee Members, And volunteers.

Accountability And Responsibility

All staff, Board And Committee Members, And Volunteers will:
Be Open And Honest With Colleagues, Stakeholders, Volunteers, Donors, And All Others Involved.
Abide By The By-laws And Policies Of The organization;
Take Responsibility For Their actions, And Care In Their Dealings As Representatives Of Our organization;
Exercise Best Governance And Accounting Practices And procedures;
Use The Resources Of The Organization In A Responsible And Wise Manner;
Promote Financial Transparency While Working To Fulfill Our Mission.
All Who Serve In A Position Of Authority will:
Place The Organization Above Other Interests, Financial Or Otherwise; Act In The Best Interest Of The Organization; Disclose Any Actual Or Perceived Conflict Of interest.
Professional Excellence
All Members Of Our staff ,Board, Committees, And All Volunteers Will: Act In A responsible, Ethical Manner That Promotes Openness, Fairness And Integrity; Treat People With dignity And Respect; Work Together To Achieve Our Mission To The Best Of Our ability.
Easton’s Main Street Initiative Is An Equal Opportunity Employer And Does not Discriminate On The Basis Of race, color, religion, Gender, or National Origin. We Value The Diversity Of All people.

HARASSMENT

Harassment includes racial or ethnic slurs and other verbal, visual or physical abuse relating to a person’s race, age
religion, color, national origin, ancestry, sex, physical or mental handicap or medical condition. Harassment also
includes any other behavior that interferes with an individual’s work performance or creates an intimidating,
hostile, or offensive working environment.
Harassment of any kind of an employee/volunteer will not be tolerated. Any employee/volunteer experiencing or witnessing such
harassment shall report such instances immediately to their supervisor or the Human Resources Department.
Noncompliance with this policy by any employee/volunteer may result in corrective or disciplinary action, including
termination.
No employee/volunteer shall be subjected to any form of intimidation or threat of retaliation for exercising their rights under
the law or these policies.

SEXUAL HARASSMENT

It is the policy of GEDP to provide a work environment for its employees/volunteers that is free from
discrimination and intimidation. GEDP will not tolerate any form of sexual harassment. Prompt
disciplinary action will be taken against an employee/volunteer who commits or participates in any form of sexual
harassment.
Sexual harassment is defined as unwanted, unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature, which has the effect of creating an offensive, intimidating, degrading
or hostile work environment, or adversely interferes or affects an employee's work performance, or is made either
implicitly or explicitly a term or condition of an individual’s employment, or when submission or when submission
or rejection of such conduct is used as the basis for employment decision of the individual.
Though sexual harassment encompasses a wide range of conduct, some examples of specifically prohibited
conduct include the following:
• Physical assaults of a sexual nature, such as rape, sexual battery, molestation or attempts to commit these
assaults, and intentional physical conduct that is sexual in nature, such as touching, pinching, patting,
grabbing, brushing against another's body or poking another's body.
• Unwelcome sexual advances, propositions or other sexual comments, such as sexually oriented gestures,
noises, remarks, jokes or comments about a person's sexuality or sexual experience.
• Preferential treatment or promises of preferential treatment to an individual for submitting to sexual
conduct, including soliciting or attempting to solicit any individual to engage in sexual activity for
compensation or reward.
• Subjecting, or threats of subjecting, an individual to unwelcome sexual attention or conduct or
intentionally making performance of the job more difficult.
• Sexual or discriminatory displays or publications anywhere in GEDP's workplace by the
GEDP employees/volunteers.
• Retaliation for sexual harassment complaints.
Repeated incidents or an aggregation of incidents can constitute sexual harassment even if one incident
considered on its own would not be harassing.
If an employee believes that he or she has been subject to sexual harassment or any unwelcome sexual attention,
he or she may address the situation directly and immediately to the harasser, if possible. If the inappropriate
conduct does not cease, or if the employee is unable to or uncomfortable with addressing the alleged harasser
directly, he or she should report the incident to his or her own supervisor or manager, or to the human resource
department.
It is important to report any and all concerns of sexual harassment or inappropriate sexual conduct to the human
resource department or a supervisor/manager as soon as possible. Management must be made aware of the
situation so that it can conduct an immediate and impartial investigation and take appropriate action to remediate
or prevent the prohibited conduct from continuing.
Managers and supervisors must deal expeditiously and fairly with allegations of sexual harassment within their
departments whether or not there has been a written or formal complaint. They must:
• Take all complaints or concerns of alleged or possible harassment or discrimination seriously no matter
how minor or who is involved.
• Take any appropriate action to prevent retaliation or prohibited conduct from recurring during and after
any investigations or complaints.
• Managers and supervisors who knowingly allow or tolerate sexual harassment or retaliation, including the
failure to immediately report such misconduct to HR, are in violation of this policy and subject to
discipline.

Check here to show you accept the terms stated above for yourself or for a minor volunteer for which you are a parental guardian.
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