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Published byBernard Atkins Modified over 9 years ago
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Working With Volunteers November 4, 2015 Linda Pearce Edwards 900 Elmwood Ave., Suite 100, Columbia, SC 29201 P. 803.799.9311 F. 803.254.6951 www.gsblaw.net
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FLSA Issues 29 C.F.R. § 553.100 et seq. An individual who performs hours of service for a public agency for civic, charitable, or humanitarian reasons without promise, expectation or receipt of compensation for services rendered is considered to be a volunteer during such hours.
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Volunteers must be volunteers. Employees cannot “volunteer” to do work similar to the work they perform for compensation. –Can volunteer in other capacities, but be careful
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You cannot require that an employee “volunteer.” Services must be offered freely and without pressure or coercion, direct or implied. –Cannot penalize someone who does not “volunteer”
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Volunteers may be paid expenses, reasonable benefits, a nominal fee, or any combination thereof. –Nominal fee cannot be tied to productivity. –Can be paid per call or similar basis
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If violate the pay provisions, the volunteer becomes an employee
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Best Practices Recruiting –Be sure you have a clear understanding of the background and skills necessary –Application
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Background check. Whatever you require of employees, you should require of volunteers –SLED –Sex Offender Registry –Driving Record –Credit Check
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Orientation and Training –Organization and mission –Policies Health and safety –Training – same as employees
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Scheduling –Attendance requirements Feedback and supervision
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