vols and the law training june
DESCRIPTION
Volunteers and the Law Training in Newton Abbott 23rd June 2010TRANSCRIPT
WELCOME TO
Volunteers and the Law23rd June 2010
Trainer: Jacqui Wolstenholme
Why is training like a sandwich?
You have the meat (or vegetarian equivalent) in the middle
Objectives of today’s programme
To have knowledge of key areas of the law that affect volunteering
To offer ways of working which increases confidence in dealing with legal issues and Volunteers
Disclaimer
May contain traces of nuts…….
Legal Issues that affect all volunteers
Health and Safety
Data Protection
Copyright
Employment Rights
Health and Safety
Much H&S legislation applies only to paid workers but, the Health & Safety At Work (etc) Act 1974, imposes a duty on every employer:
“to ensure, as far as reasonably practical, that persons not in their employment, who may be affected by their undertaking, are not exposed to risks to their health and safety” and “to give information as might affect their health or safety” = VOLUNTEERS
There are legal consequences for organisations/trustees if volunteers are exposed to serious risks AND a moral duty – not justifiable to treat volunteers worse than paid staff
A H&S policy is the foundation on which to develop relevant procedures and practices. An organisation must have one if have more than 5 employees but it is also good practice to write one and include it in induction of volunteers.
Health, Safety and Welfare
Employers must provide safe place to work which is clean and free from risks, to reduce the chance of ill health or injury
Safe systems or working are required i.e. proper procedures for handling dangerous substances, adequate guards for machinery
Employers should provide adequate supervision Employees must be given training and information
to give them sufficient skills and knowledge to carry out their work safelyAll the above can apply to volunteers to ensure volunteers can also work in safe and risk free
environment
Premises, substances, fires, first aid
Non domestic premises e.g. community buildings, village halls (incl. attached car parks/play areas) obliged to keep premises and equipment safe. This includes safe exit routes and minimum standards to reduce fire risk.
Written fire risk assessment needed for all orgs with more than 6 employees
Duty to assess risks caused by hazardous substances e.g. bleach and small children
Voluntary groups with no staff are not bound to do first aid assessment but is good practice. Exceptions would include e.g. fireworks display, charity run etc
Health and Safety in practice
Ensure: That volunteers are adequately trained and
provided with relevant information That volunteers are adequately supported and
supervised That your health and safety policy
encompasses and is communicated to volunteers
Your insurance cover includes volunteers
Risk Assessment
Management of Health and Safety at Work Regulations 1999 place duty on employers to carry out risk assessments
Looking at potential risks to their employees and others, including volunteers
Involves identifying all hazards, assessing the risks and putting in place measures to control unacceptable risks
Needs detailed knowledge of organisations activities therefore needs to involve people doing the work e.g. volunteers
What are the risks?
Health – this can be caused by faulty equipment, working with hazardous substances, working in surroundings that are unsafe, poor training and not being aware of risk
Personal Safety – caused by dangerous situations and not being prepared, aware or trained
Emotional Distress – caused by dealings with aggressive clients, difficult situations (working with elderly or vulnerable youngsters, terminally ill) and not having adequate training/support
Personal Integrity – working in situations that could expose the volunteers to misunderstandings or accusations. Not having adequate training to raise their awareness of this possibility or dealing with it effectively.
Reducing Risk
Risk cannot be avoided entirely but measures can be put in place to reduce risk. The actual method of assessing is not laid down in legislation. However the Health and Safety Executive(HSE) recommends a 5-step approach to the process:
1. Look for the hazards2. Decide who might be harmed3. Evaluate the chance and decide if precautions are
adequate4. Record the findings5. Review your assessment from time to time
Data Protection
Organisations utilising volunteers may need to store personal informationabout them. Any organisation storing personal information must ensurethey comply with the data protection act otherwise they could leavethemselves open to prosecution
8 data protection principles - personal information on volunteers must be:
Processed only for specified and lawful purposes Fairly and lawfully processed Adequate, relevant and not excessive Accurate and up to date Not kept longer than necessary for purpose specified Processed in accordance with the rights of the data subject Secure from the point of collection through to disposal Not transferred to countries without adequate protection of data subjects
Retention Periods
Contact/personal details, induction, training, supervision records - until volunteer leaves organisation
Expenses records – 3 years CRB disclosures – 6 months, or if relevant until next
Commission for Social Care Inspection Organisations regulated under CSCI should seek further advice on retention periods
Accidents – 3 years (personal injury claims) Advice Organisations - should be aware of the Limitations Act
imposes a 6 year limit for damages claim other than personal injury. Training records may be needed.
Copyright
Volunteers keep copyright on the material they produce unless they assign it to the organisation
This could include leaflets, designs, articles, photographs, websites, artwork…..
Copyright can be assigned, either for a token sum or as a deed – an enforceable legal document
Licences can be granted for limited use
Employment Rights and Volunteers
Whilst volunteers aren’t covered by employment legislation, it can be possible for some volunteers to be seen as workers or employees in the eyes of the law. The key issue is whether or not there is a contract in place: A contract does not have to be a written document or even a verbal agreement it is a description of a relationship
Consideration - money or something of value (training for example) + intention (was there an intention to create a binding
agreement?)
If a contract is created between an organisation and its volunteers, it is likely to be one that changes the legal status of volunteers to that of workers or employees
Worker, employee, volunteer?
Worker someone who carries out work while under a contract for someone else but not
continuous service (e.g. casual workers) are covered by the anti-discrimination legislation, the national minimum wage
act and the working time directiveEmployee an individual who has entered into or works under a contract of employment
And which can be determined by “criteria tests” Control test –Is the person subject to rules and procedures? Mutuality of obligation test – obligation to both provide/do work
Has additional rights: not to be unfairly dismissed, to sick pay, to belong to a trade union etc
Volunteer There is no legal definition of the word ‘volunteer’. However, the definition
of volunteering used in the ‘2005 Compact Code of Good Volunteering Practice’ is "an activity that involves spending time, unpaid, doing something which aims to benefit the environment or individuals or groups other than or in addition to close relatives".
Tribunal Decisions
It is hard to be precise when describing whether a volunteers will be regarded as workers or employees. Decide how these cases were considered:
Maria DeLourdes Armitage v Relate & others
MIGRANT Advisory Service v Mrs K Chaudri
Gradwell v CVS, Blakpool, Wyre and Fylde
Murray v Newham Citizens Advice Bureau
Tribunal Outcomes
Maria DeLourdes Armitage v Relate & others (1994) -Mutual obligations and expectation of paid work were enough to create contract of employment
MIGRANT Advisory Service v Mrs K Chaudri (1998) – Payments in return for regular hours of work were a contract of employment
Gradwell v CVS, Blackpool, Wyre and Fylde (1997) – A contract had not been created
Murray v Newham Citizens Advice Bureau (2000) – Here the appeals tribunal (EAT) looked at the entire relationship and as a whole were considered enough to create a contract of employment.
Reducing Risk again
Avoid giving volunteers an income Reduce perks that could be seen as consideration -
(reimbursement of expenses and reasonable training are not considerations)
Don’t make the relationship sound contractual -Volunteer agreements, policies and procedures are not in themselves signs of a contract
Create a distinction between paid workers and volunteers Reduce obligations on the part of the volunteer -
Reasonable expectations are not contractual obligations Treat volunteers fairly – Put Good Practice in place
Legal Issues that can affect some Volunteers
Benefits / Tax
Working with Vulnerable Clients – safeguarding and screening
Benefit Rules
All major benefits allow the claimant to volunteer No hour limits, but must be unpaid – out of pocket
expenses only Jobseekers Allowance – actively seeking, available
for work 48 hours notice for job interview, one week to start work
Incapacity benefit – volunteering is an exempt category of work. No restrictions, but distinguish it from paid work
Volunteers responsibility to inform Job Centres about volunteering
Expenses, Benefits and Tax
Reimburse out of pocket expenses only – ‘sessional payments’, ‘pocket money’ etc are all taxable, affect benefits, and could change the legal status of the volunteers.
Travel to / from voluntary work Travel while volunteering Meals while volunteering Post / phone calls Care of dependents Cost of protective clothing, special equipment etc Collect receipts, bus tickets etc Use claim forms
Working with vulnerable clients
Section 115 (4) (a) of the Police Act 1997 describes vulnerable people as:
Anyone under the age of 18 Anyone receiving:
– Accommodation and nursing or personal care in a care home– Personal care in their own home through a domiciliary care
agency– Healthcare services provided by an independent hospital,
independent clinic, independent medical agency or NHS body– Services provided in an establishment catering for a person
with learning difficulties Anyone who could be described as having:
– A substantial learning of physical disability– A physical or mental illness, chronic or otherwise, including
an addiction to alcohol or drugs– A substantial reduction in physical or mental capacity
Duty of care
Organisations with vulnerable clients have an enhanced duty of care. Theyshould have a clear child/vulnerable people policy in place, which should be reflected throughout volunteer involvement.
Typical measures might be:
Taking up references Through training and induction Looking at working practices –to avoid unnecessary risk Adequate supervision Having proper channels for clients, volunteers and staff to raise concerns Actively seeking feedback from clients. From October 2009 new laws were also introduced to help preventunsuitable people from undertaking paid or volunteer work with children orvulnerable adults. The scheme is called Vetting and Barring and is implementedby the Independent Safeguarding Authority (ISA)
The Home Secretary, Theresa May, issued
a statement on 15thJune 2010 to
the House of Commons which confirms the
stated intention of the coalition Government
to review the Vetting & Barring and Criminal
Record regimes to ensure that they are
scaled back to common sense levels
Stop Press!!!!!! Vetting and Barring Scheme registration halted!
So what has happened so far?
From 12 October 2009, new laws were made to help prevent unsuitable people from undertaking paid or volunteer work with children or vulnerable adults: It is a criminal offence for barred individuals to apply to work with children or vulnerable adults. Employers face criminal sanctions for knowingly employing a barred individual.
The three previous barring lists (POVA, POCA and List 99) were replaced by the creation of two new barred lists: the Adults List and the Childrens’ List. Since October, checks of these two lists have been made as part of an Enhanced CRB check
It was determined that (in relation to vulnerable groups) activities should be regulated and controlled
What will happen now?
It will remain that : It is a criminal offence for barred individuals to apply to work
with children or vulnerable adults.
Employers face criminal sanctions for knowingly employing a barred individual.
Employers, local authorities, professional regulators and inspection bodies have a duty to refer to the ISA any information on an individual working with the vulnerable where they consider them to have caused harm or pose a risk.
In addition: Additional jobs and voluntary positions are covered by the
barring arrangements, including moderators of children's internet chat rooms, and a large number of NHS staff
How do the changes effect CRB applications?
New joint ISA/CRB forms due out on 26th July will still go ahead. However, applications for ISA ONLY registration will be rejected.
New forms will be accepted for CRB checks from 28th June but not processed until 26th July
Applications on current CRB forms will be accepted until 20th July 2010 (16th if by telephone)
Guidelines will be issued on how to complete the new forms (omitting the ISA sections)
The cost for an Enhanced CRB check will be £36 and £26 for a standard CRB check. CHECKS ON VOLUNTEERS ARE FREE! (plus any additional handling fee charged by your umbrella body)
More information: www.isa-gov.org.uk or www.crb.homeoffice.gov.uk
And finally…. Good Practice
Although not legal requirements the following are a recommended as good practice when involving volunteers in your organisation:
Volunteer Policy -the foundation on which your organisation’s involvement of volunteers should be based
Volunteer Agreement - is a document that can act as a reference point for the volunteers, and a reminder to the organisation that it should meet the standards of good practice that it has set itself
Thank you and goodbye Hope you enjoyed the
For more information on involving volunteers in your organisation contact
your local CVS:
West Devon CVS
01837 53392
www.westdevoncvs.org.uk