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Volunteer Code of Conduct

Old Town Partners

Purpose

Old Town Partners values a welcoming, respectful, and professional environment for all employees, volunteers, board members, community partners, and visitors. This Code of Conduct establishes expectations for volunteer behavior while participating in any organization-sponsored activity, event, meeting, program, or communication.

All volunteers, board members, committee members, and employees share responsibility for maintaining a positive and welcoming atmosphere in support of the organization’s mission and the Florissant community.

Scope

This Code of Conduct applies to all individuals acting on behalf of Old Town Partners, including:

  • Volunteers
  • Board members
  • Committee members
  • The organization’s employee
  • Event staff and representatives acting in an official capacity

This policy applies during:

  • Meetings
  • Events and festivals
  • Volunteer activities
  • Fundraising activities
  • Community outreach
  • Electronic communications and social media connected to the organization
  • Interactions with vendors, sponsors, community partners, and the public

Standards of Conduct

1. Respectful Conduct

All individuals are expected to:

  • Treat others with courtesy, dignity, and respect.
  • Communicate professionally and constructively.
  • Support a cooperative and inclusive environment.
  • Listen respectfully to differing opinions and viewpoints.

2. Prohibited Conduct

The following behavior is not acceptable:

  • Harassment or bullying
  • Discriminatory remarks or actions
  • Personal attacks or intimidation
  • Repeated unwelcome comments or interactions
  • Profanity directed at others
  • Gossip or conduct intended to undermine others
  • Threatening, abusive, or hostile behavior

This includes conduct involving race, color, religion, sex, age, disability, national origin, sexual orientation, gender identity, or any other protected characteristic.

3. Workplace and Volunteer Relationships

Because Old Town Partners operates through close collaboration between volunteers and staff:

  • All individuals should maintain appropriate professional boundaries.
  • Volunteers and employees are expected to work cooperatively and respectfully.
  • Concerns or disagreements should be raised constructively and through appropriate organizational channels.
  • No individual should use their role or influence to demean, pressure, or intimidate another participant.

4. Representation of the Organization

Individuals representing Old Town Partners should:

  • Act honestly and ethically.
  • Conduct themselves in a manner that reflects positively on the organization.
  • Avoid conduct that may harm the organization’s reputation or community relationships.
  • Use social media responsibly when discussing organization matters.

5. Confidentiality

Individuals may become aware of sensitive information relating to:

  • Personnel matters
  • Complaints or disputes
  • Donors or sponsors
  • Financial or operational matters
  • Internal discussions

Confidential information should not be shared outside authorized organizational purposes.

6. Safety and Compliance

All individuals are expected to:

  • Follow event and safety procedures.
  • Report unsafe conditions or concerns promptly.
  • Comply with applicable laws and organizational policies.
  • Avoid participating in organizational activities while impaired by drugs or alcohol.

Reporting Concerns

Anyone who experiences or observes inappropriate conduct is encouraged to report concerns promptly to:

  • The Board President
  • An officer of the organization
  • A designated leadership representative

Reports will be reviewed as promptly and fairly as possible. The organization will make reasonable efforts to maintain confidentiality while reviewing concerns appropriately.

Retaliation against any individual who raises a good-faith concern or participates in a review is prohibited.

Corrective Action

Violations of this Code of Conduct may result in corrective action appropriate to the circumstances, including:

  • Informal coaching or discussion
  • Verbal or written warning
  • Removal from specific activities or responsibilities
  • Suspension from participation
  • Removal from volunteer or leadership roles
  • Employment-related corrective action, if applicable

The organization reserves discretion to determine appropriate action based on the facts and circumstances involved.