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Policy & Procedures Agreement
Equal Employment/Volunteer Opportunity
It is the policy of DCH to select the best qualified person for each employment/volunteer position for the organization. DCH ensures equal opportunity for all employees/volunteers and applicants for employment/volunteer positions. We recruit, hire, train, promote, transfer, compensate, discipline, layoff and dismiss employees/volunteers without regard to gender, age, race, color, national origin, religion, marital or veteran status, disability, genetic information, sexual orientation, as well as any other classification protected by applicable federal, state or local laws.


Policy Against Harassment
The purpose of this anti-harassment policy is to establish clearly and unequivocally the long-standing policy that sexual and other forms of harassment by and of DCH’s employees or volunteers are prohibited. There is no place for discrimination or favoritism based on sex or other protected characteristics in the workplace and it cannot and will not be tolerated. Valuing each individual’s dignity, abilities, and contributions, without regard to that person’s race, color, religion, sex, national origin, age, disability, marital status, citizenship, sexual preference or any other characteristic protected by law, is simply a matter of respect. DCH will not tolerate harassment, abuse, or retaliation of any of our employees or volunteers. Any employee or volunteer violating this policy may be subject to disciplinary action, up to and including termination or dismissal. For a description of what constitutes harassment please ask for a copy of the definitions of harassment. Any incidents should be reported to your supervisor immediately.


Drug-Free Work Place Policy
DCH is interested in the safety, health and on-the-job performance of its employees/volunteers. DCH has established a drug-free workplace policy in accordance with the guidelines and spirit of the Drug Free Workplace Act of 1988. This policy is designed for the health and safety of all employee/volunteers and is not intended to allow substance abuse to be used as a defense of otherwise inappropriate, inadequate or illegal behavior.

The possession, manufacture, use, sale or distribution of mood altering or intoxicating drugs or related paraphernalia by employees while on duty, during meal and rest periods or while on DCH Property or on job sites is prohibited. As appropriate, such activities may be reported to law enforcement officials.

The unauthorized possession, use, sale or distribution of alcoholic beverages is similarly prohibited. Employees/volunteers are expected to report to work fit for duty and to remain fit throughout the time they are working. No employee/volunteer shall report to work while in an impaired condition. Prohibited impairment includes that due to abuse of legal or illegal substances, including alcohol, over-the-counter drugs or medications prescribed by a licensed physician.

The illegal use of drugs off premises and off duty is inconsistent with an employee’s/volunteer’s responsibilities to DCH because it can affect health, safety and on-the-job performance. Therefore, illegal use of drugs off premises and off duty is prohibited. To the extent that such use results in the presence of drugs or their metabolites in the body fluids of any employee/volunteers while working on DCH business or DCH Property, that employee/volunteer will be in violation of this policy and subject to the procedures set forth herein. This policy will be uniformly enforced with respect to all employees/volunteers.

1. "Drugs" as used in this policy include, without limitation, alcoholic beverages, narcotics, marijuana, hashish, heroin, hallucinogens, depressants, deliriants, stimulants, "designer drugs," cocaine and other controlled substances or medication other than those sold to the public on a non-prescription basis or those prescribed to the employee/volunteer by a duly licensed physician unless taken in excessive amounts which could impair an employee’s/volunteer’s fitness for duty.
2. "Related Paraphernalia" includes objects used to manufacture, compound, convert, produce, process, prepare, test, analyze, pack, re-pack, store, contain, conceal, inject, ingest, inhale or otherwise introduce a drug into the human body.
3. "DCH Property" includes all property, facilities, land, buildings, structures, automobiles, trucks and all other vehicles, whether owned, leased or used by DCH or its affiliates.


No Smoking Policy
Pursuant to Delaware State law, a "NO SMOKING" policy is in effect for all areas of DCH and at all work sites and within all DCH vehicles.


Treatment and Use of DCH Property
Employees/volunteers are expected to treat DCH Property with the same degree of care exercised with their own property. Negligence in the care and use of DCH Property may result in disciplinary action. Unauthorized removal of DCH Property from any DCH premises or its conversion to personal use will be considered cause for suspension or dismissal.

It is the policy of DCH that the use of all forms of technology, including, but not limited to, telephone, facsimile machine, photocopiers, computers, computer disks, Internet connections and e-mail, are to be used only for DCH business. It is DCH’s right and obligation to safeguard the work environment and to protect DCH’s equipment and operations. There is no instance whatsoever that anyone, aside from the Information Technology Manager, is authorized to load or download software on any DCH computers, drives or equipment. Any employee/volunteer found to be in violation of this technology use policy is subject to disciplinary action up to and including termination or dismissal.

All office technologies, including but not limited to, computer software and disks, purchased by DCH are considered to be DCH property and all DCH policies are in effect whether the equipment is used on or off DCH premises.


Agreement:
I agree to serve as a volunteer and commit to the following:
1. To perform my volunteer duties to the best of my abilities.
2. To follow DCH rules and procedures, including record keeping requirements and confidentially of DCH information.
3. To be punctual and consistent in reporting to my volunteer site, or provide ample notice so other arrangements can be made.
4. To remember that I am a team member responsible for fulfilling DCH’s goals and mission.