Kettles Onboarding for Volunteers

Onboarding for Kettle Volunteers

Onboarding Video Training

Video Training

Watch each video of the four videos and check YES to confirm.
I have received, watched, and understand the content, requirements, and expectations of Basic Health and Safety training as a volunteer with The Salvation Army. I agree to adhere to the guidelines. I understand that if I have questions, at any time, regarding health and safety, I will consult with my immediate supervisor or Human Relations representative.

Read, Review and Acknowledge Receipt

Volunteer Training Documents - The Salvation Army

Human Rights and Accessibility Policy

Together, accessibility legislation and the Human Rights Code help to protect the rights of people with disabilities. We will use the terms Human Rights Code, “the Code”, Human Rights Act and human rights legislation interchangeably. The Codes are all very similar, although there are some differences. The goal of human rights legislation is to provide for equal rights and create a climate of respect where everyone feels part of the community and can contribute to it fully. Under human rights legislation, people with disabilities must be free from discrimination where they work, live, and receive services.

The Human Rights Code applies to jobs, housing, and the provision of goods and services such as those offered by TSA. As part of your volunteer service with TSA, you must treat each person with dignity and respect, and not discriminate against anyone.

Protected Grounds Typically Include:

  • Citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age
  • Creed, religion
  • Sex/pregnancy, family status
  • Marital status
  • Sexual orientation, gender identity, gender expression

Human Rights Codes have primacy. This means that all laws (with a few exceptions) must follow the Human Rights Code.

Accommodation

Accommodating the individual needs of people with disabilities is a legal duty under the Human Rights Code. Accommodating individuals allows them to benefit equally and take part fully in the workplace, housing, and other services. The most appropriate accommodation is the one that best meets the individual needs of the person with a disability. Accommodation means not denying people jobs or services in the first place if they can be accommodated.

There is no set formula for accommodation. Some accommodations can benefit many people, but what works for one person may not work for others. You must consider individual needs each time a person asks to be accommodated. Many accommodations can be made easily and inexpensively.

Examples of Accommodation:

  • Providing printed material in alternative formats such as electronic files, large print or verbally
  • Providing sign language interpreters or real-time captioning during worship services
  • Offering flexible break times
  • Modifying duties, retraining, or offering alternative tasks
  • Installing automatic door openers and accessible washrooms

Sometimes, accommodation can be complicated. As a volunteer for TSA, your role is to try your best to accommodate clients, guests, and congregants. If you encounter a tricky situation, escalate it to the supervisor or ministry unit leader.

The Salvation Army has a Workplace Accommodation Policy whose scope includes Volunteers. If you have not received a copy, ask your ministry unit leader or supervisor.

Human Rights and Accessibility Legislation Work Together

Human rights and accessibility legislation work together in various ways to promote equality and accessibility. While they work together, they have some important differences. Under the Human Rights Code, when a person with a disability needs accommodation, there is a duty to accommodate. This means organizations may need to provide an individualized response to an accommodation request.

Accessibility legislation such as the Accessibility for Ontarians with Disabilities Act and the Accessibility for Manitobans Act set accessibility standards that organizations must meet. Human rights principles help to inform and guide how accessibility standards are to be met.

Human Rights legislation and accessibility legislation and standards work together. They both promote equality and accessibility. They both use the same definition of disability.

Conclusion

  • The Human Rights Code and accessibility legislation are laws that work together.
  • The Code protects every person’s right to equal opportunities and to be free from discrimination.
  • Don’t create new barriers: Avoid changes that reinforce or create new barriers. Share ideas that reduce barriers with your supervisor.
  • Design inclusively: Make choices that work for as many people as possible, especially those with disabilities.
  • Favour integration over segregation: The best accommodations allow people with disabilities to participate alongside everyone else.
  • Equal outcomes sometimes require different treatment: Separate accommodations may be necessary to ensure access to TSA’s services.

Acknowledgment

I acknowledge that I have watched the Accessibility Training for Volunteers video and read the supporting document. I understand the content, requirements, and expectations of Human Rights and Accessibility as a volunteer with The Salvation Army.

I agree to adhere to the guidelines. I understand that if I have questions regarding accessibility, I will consult with my immediate supervisor or Human Relations representative.

Document prepared as a simplified, accessible HTML5 version of the original policy. The original policy wording has been preserved.

I acknowledge I have read and understand the expectations, standards and policies contained in the Human Rights and Accessibility Policy.
Volunteer Training Documents - The Salvation Army

Code of Conduct for all Mission Partners of The Salvation Army in Canada and Bermuda

1. Purpose

To provide mission partners with guidelines regarding their expected behaviour while undertaking work on behalf of TSA. The code of conduct states TSA's commitment to operating in an ethical and legal manner that aligns with TSA's mission, vision, values, and Orders and Regulations. The code of conduct serves as a foundational standard for other conduct-related operating policies.

2. Basic Principles

All mission partners are expected to behave in ways that are aligned with TSA's mission and values.

2.1 Mission Statement

The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.

2.2 Vision Statement

We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.

2.3 Core Values:

  • Hope: We give hope through the power of the gospel of Jesus Christ.
  • Service: We reach out to support others without discrimination.
  • Dignity: We respect and value each other, recognizing everyone's worth.
  • Stewardship: We responsibly manage the resources entrusted to us.

3. Conduct Expectations

The code of conduct provides guidelines for mission partner conduct. The code of conduct cannot cover every possible situation; mission partners are responsible for considering each issue in the context of TSA's mission and values, recognizing that individual conduct may be understood as a reflection of TSA's values, image, integrity, and public trust. If a mission partner is unsure of a situation and needs guidance about their conduct or has concerns about the conduct of another person, they should speak with their supervisor or HR/officer personnel representative.

Mission partners will:

  • Comply with TSA policies and procedures.
  • Follow all applicable laws and at no time participate in, or assist others to participate in, any illegal, criminal or unethical activities.
  • Conduct themselves at all times with honesty, integrity and transparency.
  • Perform their defined duties to the best of their ability.
  • Treat others, including other mission partners, funders, clients and the public, with respect, dignity, fairness and courtesy.
  • Promote and support a work environment that is inclusive of all people and respects their unique abilities, strengths and differences.
  • Identify actual, potential or perceived conflicts of interest and disclose them to their supervisor to help minimize or eliminate the impact of such conflicts, which could influence or appear to influence their judgment and actions. (Refer to GV 01.003 Conflict of Interest policy for additional direction and requirements.)
  • Collect, use and disclose confidential information only in accordance with TSA policy and applicable privacy laws.
  • Conduct all business, service and ministry activities in a responsible manner, consistent with TSA's values of hope, service, dignity and stewardship.
  • Always strive to create and maintain the highest health, safety, wellness and environmental standards in all facilities and work areas.
  • Take every reasonable precaution to protect the safety of oneself and others and report accidents (however minor) and near-misses.
  • Use information technology, including internet and email, in a professional and appropriate manner, in accordance with TSA policy (IT 02.001 Computers and Information Technology Acceptable Use).
  • Ensure they are fit to work and able to perform assigned duties as required by their job description safely, satisfactorily and in compliance with HR 10.002 Substance Impairment in the Workplace.

Mission partners will not:

  • Act in a discriminatory, harassing or violent way toward others.
  • Use their position in order to gain an advantage over or exploit the vulnerability of others.
  • Destroy or take for personal use any items belonging to or safeguarded by TSA without prior written approval.
  • Solicit (money or goods) from clients, donors, vendors, contractors or any person in a position to benefit from their association with TSA.
  • Give the appearance that they are speaking on behalf of TSA when not authorized to do so.
  • Initiate contact with the media or respond to their inquiries, and instead will refer all media inquiries to their supervisor or TSA's communications department.
  • Use, abuse or misuse paid time, TSA resources or the equipment assigned to them.
  • Misuse their authority, abuse power, act irresponsibly, retaliate against someone who reports misconduct or exclude others from workplace events.

4. Officers: Orders and Regulations

In the event of a conflict between the provisions of the code of conduct and Orders and Regulations, the latter shall take precedence.

5. Violation of the Code

If a mission partner believes the law, the code of conduct or TSA's policies may have been violated or are about to be violated, they should inform their supervisor or report their concern through the Whistleblower hotline (see GV 01.008 Whistleblower policy). Violation of the code of conduct is a serious matter and could result in disciplinary action up to and including termination.

Document prepared as a simplified, accessible HTML5 version of the original policy. The original policy wording has been preserved.

I acknowledge I have read and understand the expectations, standards and policies contained in the code of conduct. By signing this acknowledgment, I indicate my commitment to comply with and support the code of conduct. I understand that if I have any questions or concerns regarding the code of conduct, I may consult with my supervisor or HR/officer personnel representative
Volunteer Training Documents - The Salvation Army

Workplace Harassment, Discrimination and Violence Prevention

1. Policy

The Salvation Army Canada and Bermuda Territory is committed to providing a work environment that is free from harassment, discrimination and violence where all Salvation Army (TSA) mission partners are treated with dignity and respect. All TSA mission partners, including officers, employees, volunteers and other individuals affiliated with TSA, are expected to uphold this policy by maintaining a respectful work environment in which all work together to prevent harassment, discrimination and violence.

TSA will not tolerate any form of harassment, discrimination or violence in the workplace and will take all necessary measures to prevent and address such behaviour.

TSA encourages mission partners to report any incidents of suspected workplace harassment, discrimination or violence as directed by applicable procedures.

The workplace harassment, discrimination and violence policy will be reviewed annually and revised appropriately.

2. Purpose

The purpose of this policy is to:

  • Describe the principles and framework for preventing and addressing harassment, discrimination and violence in the workplace.
  • Ensure compliance with the Human Rights Code, Occupational Health and Safety Acts, and TSA policies and procedures.

3. Scope

This policy applies to all mission partners and anyone with the authority to act on behalf of TSA.

This policy is also applicable to work-related functions at off-site locations, such as conferences, social events, community-based settings and remote work sites.

The prohibitions against workplace harassment, discrimination and violence apply to volunteers, vendors, customers, contractors, members of the public and third parties who are on TSA property.

3.1. Out of Scope

TSA's policy on workplace harassment, discrimination and violence is distinctly different from:

  • HR 06.001 Abuse Prevention and Response: This policy addresses abuse concerns/complaints related to clients, residents, consumers and congregational members.
  • GV 01.008 Whistle Blower Policy: This policy provides a means to encourage mission partners and others to make good faith reports or disclosures of an act or omission constituting a violation of TSA policies, standards or practices; an act or omission constituting an offence under any provincial or federal legislation; an act or omission that creates a substantial and specific danger to the life, health or safety of persons or to the environment; or gross mismanagement.

If there is doubt as to which policy applies to the situation, clarification should be sought from HR's senior director of healthy workplace relations.

4. Definitions

Mission partners in British Columbia, Alberta, Saskatchewan, Manitoba, Prince Edward Island and Quebec refer to provincial riders attached for provincial definitions.

Term or Acronym Description
Mission Partner All officers, auxiliary-lieutenants, auxiliary-captains, envoys, cadets, employees (full-time, part-time, casual or on contract), volunteers, contractors and individuals acting on behalf of TSA.
Complainant Any mission partner who makes a complaint under this policy.
Discrimination A distinction, whether intentional or not, based on protected grounds relating to personal characteristics of a mission partner or group of mission partners. This distinction has the effect of imposing burdens, obligations or disadvantages on an individual or group of workers. It could also include the withholding or limiting of access to opportunities, benefits and advantages available to other mission partners based on protected grounds, e.g., citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex/pregnancy, family status, marital status, sexual orientation, gender identity, gender expression, receipt of public assistance (in housing) and record of offences (in employment).
Domestic Violence Any actual, attempted or threatened exercise of physical force against a mission partner in a workplace by a person who is or was in a domestic relationship with the mission partner (for example, spouse, former spouse, current or former partner or family member) that could cause physical harm to a mission partner at the workplace.
Investigator The individual assigned to investigate the complaint. This could include but not be limited to a senior employee, an officer or a contracted third party. In certain jurisdictions, a government inspector has the legal authority to require the employer to hire an independent third-party investigator to conduct an investigation at the expense of the employer.
Respondent Any worker(s) against whom a complaint is being brought under this policy.
Sexual Harassment Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, including conduct that occurs virtually through the use of information and communications technology. Or Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the mission partner and the person knows or ought reasonably to know that the solicitation or advance is unwelcome, including conduct that occurs virtually through the use of information and communications technology.
Workers Includes officers, auxiliary-lieutenants, auxiliary-captains, employees, volunteers and other individuals affiliated with TSA.
Workplace Any place where a worker performs work for the organization. Workplace can include a mission partner's home, vehicles, off-site business-related function locations (conferences, trade shows), TSA retreats, social events related to work and clients' homes.
Workplace Harassment A vexatious course of comment or conduct against a mission partner in a workplace that is known, or ought reasonably to be known, to be unwelcome. It may include unwelcome, unwanted, offensive or objectionable conduct that may have the effect of creating an intimidating, hostile or offensive work environment, thereby adversely affecting an individual's employment relationship and/or denying an individual dignity and respect. It may be directed at specific individuals or groups. It includes conduct that occurs virtually through the use of information and communications technology.
  • For workers in Alberta (AB Rider attached)
  • For workers in British Columbia (BC Rider attached)
  • For workers in Manitoba (Manitoba Rider attached)
  • For workers in Prince Edward Island (PEI Rider attached)
  • For workers in Quebec (Quebec Rider attached)
  • For workers in Saskatchewan (Saskatchewan Rider attached)
Workplace Violence Any actual, attempted or threatened exercise of physical force against a mission partner in a workplace that could cause physical or psychological harm or where it is reasonable for a mission partner to interpret a threat. Examples of violence include (this list is not exhaustive):
  • Physical attacks like hitting, shoving, pushing, kicking, biting, pinching, or inciting an animal to attack.
  • Threatening behaviour, brandishing a weapon, shaking fists in front of, pushing, destroying property.

5. Roles and Responsibilities

5.1. Mission Partners

  • 5.1.1. Promote and support a workplace that is free from harassment, discrimination and violence.
  • 5.1.2. Attend training and/or information sessions related to workplace harassment, discrimination and violence.
  • 5.1.3. Report known incidents of harassment, discrimination and violence in the workplace to their supervisor. If a mission partner is uncomfortable reporting a violation of this policy to their supervisor, incidents can be reported to another supervisor, an HR representative or a health and safety representative.

5.2. Supervisors

  • 5.2.1. Promote and support a workplace that is free from workplace harassment, discrimination and violence.
  • 5.2.2. Attend training and/or information sessions related to workplace harassment, discrimination and violence.
  • 5.2.3. Ensure each mission partner receives training on this policy.
  • 5.2.4. Ensure a workplace violence risk assessment is conducted, a workplace violence prevention program is in place, and the program is reviewed and updated annually for each location.
  • 5.2.5. Develop, implement, monitor, review and update preventive measures established.
  • 5.2.6. Ensure new mission partners receive a copy of this policy and all other related policies (e.g., during the orientation process for new mission partners).
  • 5.2.7. On receiving a complaint, report it to Human Relations to discuss next steps.
  • 5.2.8. Offer EFAP services (employees) or pastoral care (officers).

5.3. HR Department

  • 5.3.1. Responsible for the administration and management of the policy and corresponding procedures.
  • 5.3.2. Develop, implement, provide, monitor, review and update workplace harassment, discrimination and violence training.
  • 5.3.3. Ensure fair incident review and investigation process is followed.

5.4. TSA

  • 5.4.1. Responsible for ensuring this policy meets its mission and operational requirements in a fair and reasonable manner.
  • 5.4.2. Ensure compliance with the Human Rights Code and all applicable provincial/territorial legislation.

6. Policy Requirements

6.1. General Provisions

  • 6.1.1. Management actions conducted in a respectful non-vexatious manner, including measures to correct performance deficiencies or to impose discipline for workplace infractions, do not constitute workplace or psychological harassment.
  • 6.1.2. It is recognized that in the course of employment/service, some physical contact may be required (e.g., when supporting persons who require mobility support). Mission partners are expected to treat one another and those they serve with the utmost respect, upholding the personal dignity of all.
  • 6.1.3. TSA reserves the right to conduct its own investigations, provided that the investigation does not interfere with or compromise an external authority's investigation.
  • 6.1.4. TSA will take all reasonable steps to reduce the risk of harassment, discrimination and violence by clients toward mission partners. In some instances, TSA may only have the limited legal authority to terminate its client relationship or to impose restrictions on such clients for harassing or violent behaviour. Mission partners must report all workplace harassment, discrimination or violence from clients.
  • 6.1.5. In the event of any conflict between this policy and applicable legislation, the applicable legislation will prevail.
  • 6.1.6. A current copy of this policy shall be posted in a conspicuous place at all TSA workplaces so it is available to all mission partners.
  • 6.1.7. Revisions of the policy shall be communicated to all mission partners.
  • 6.1.8. In addition to the definitions of discrimination, TSA officers are bound by orders and regulations and the ecclesiastical standards set within.

6.2. Reporting Process

  • 6.2.1. A mission partner who experiences or witnesses harassment, sexual harassment, discrimination or violence is responsible for reporting the incident to their supervisor. This also includes domestic violence issues that may have an impact on their safety or that of a colleague.
  • 6.2.2. Retaliation against individuals who report harassment, discrimination or violence or against those who participate in the investigation process is strictly prohibited and will result in disciplinary action.

6.3. Receipt of Complaints

  • 6.3.1. TSA will take all complaints seriously and take appropriate action to deal with complaints in a fair, impartial, confidential and timely manner while respecting the mission partner's privacy as much as possible.
  • 6.3.2. TSA will review complaints received and will decide if the complaint will be investigated or consider whether other tools and remedies may be appropriate in the circumstances.
  • 6.3.3. The process may involve interviewing the complainant, the respondent and any witnesses, and gathering relevant evidence.
  • 6.3.4. TSA will maintain confidentiality to the extent possible but may need to disclose information to conduct a thorough investigation.
  • 6.3.5. At the conclusion of an investigation, TSA will take appropriate action to address the concern and prevent future incidents.

6.4. Disciplinary Process

  • 6.4.1. Harassment, discrimination, violence or retaliation is a violation of this policy and will not be tolerated. Any mission partner found to have been engaged in such behaviour will be subject to disciplinary action, up to and including termination.
  • 6.4.2. TSA will take steps to prevent future incidents, including providing training and education to mission partners to create a respectful and inclusive workplace.

6.5. Training and Education

  • 6.5.1. TSA will provide training and education to all mission partners on the prevention of harassment, discrimination, violence and retaliation.
  • 6.5.2. The training will cover the recognition of violence, harassment and discrimination in the workplace and the types of behaviour prohibited under this policy.
  • 6.5.3. The training will include procedures for reporting and documenting incidents of violence, harassment and discrimination and the consequences of engaging in such behaviour.
  • 6.5.4. TSA will also provide regular updates and reminders to ensure that mission partners understand their obligations under this policy.

7. Policy Compliance

7.1. For Mission Partners

Compliance with this policy is mandatory. Non-compliance may lead to disciplinary action as determined by TSA policy. All mission partners are responsible for reporting policy violations.

7.2. For the Supervisor

The supervisor must periodically evaluate the implementation of this policy to ensure compliance.

7.3. For TSA

Support supervisors in their duty to comply with policy requirements. Ensure policies are relevant and regularly reviewed.

8. Procedure Links

NA

9. Form Links

  • FRM Workplace Harassment and Discrimination Formal Complaint Form
  • FRM Workplace Violence Incident Report

10. Related Policy and Document Links

  • PRO Reporting and Investigation Procedure
  • SUP AB Rider
  • SUP BC Rider
  • SUP MB Rider
  • SUP PEI Rider
  • SUP QC Rider
  • SUP SK Rider

11. Approval and Document Control

Approved by:

TERRITORIAL MANAGEMENT BOARD
Canada and Bermuda Territory

Document prepared as a simplified, accessible HTML5 version of the original policy. The original policy wording has been preserved.

I acknowledge I have read and understand the expectations, standards and policies contained in the Workplace Harassment, Discrimination and Violence Prevention. By signing this acknowledgment, I indicate my commitment to comply with and support the Workplace Harassment, Discrimination and Violence Prevention. I understand that if I have any questions or concerns regarding the Workplace Harassment, Discrimination and Violence Prevention, I may consult with my supervisor or HR/officer personnel representative
Volunteer Training Documents - The Salvation Army

Whistleblower Policy

1. Policy

Unethical behaviour can negatively impact The Salvation Army’s (TSA) mission, vision and values, as well as undermine its overall reputation. It is important that TSA have a way to safely receive complaints and/or concerns and/or sensitive issues in order to uphold and promote the highest standards of ethics and behaviour across its mission partners, ministry units (MU), thrift stores, divisional headquarters (DHQ) and territorial headquarters (THQ).

2. Purpose

The purpose of this policy is to provide a safe and confidential process for making a complaint or raising concerns such as, but not limited to:

  • Financial irregularities, fraud, and theft
  • Violations of policies or legislation
  • Falsification of documents or reports
  • Harm to people or property
  • Unethical conduct

3. Scope

This policy applies to all mission partners.

3.1 Out of Scope

TSA's whistleblower policy is distinctly different from:

  • HR 06.001 Abuse Prevention and Response: Addresses abuse concerns/complaints related to clients, residents, consumers and congregational members.
  • HR 06.002 Workplace Harassment, Discrimination and Violence Prevention: Addresses harassment (including sexual harassment), discrimination or violent behaviour in the workplace against all mission partners. Oversight is provided by the Human Relations (HR) department.

If there is doubt as to which policy applies, clarification should be sought from HR's senior director of healthy workplace relations or by contacting whistleblower complaints through one of the options listed below.

4. Definitions

Term or Acronym Description
Mission Partner All officers, auxiliary-lieutenants, auxiliary-captains, envoys, cadets, employees (full-time, part-time, casual or on contract) and volunteers.
Whistleblower Anyone who makes a complaint regarding wrongdoing or suspected wrongdoing under this policy.

5. Roles and Responsibilities

  • Mission Partners: Responsible for adherence to the requirements of this policy.
  • Supervisors: Ensure the policy is followed and workers are aware of its requirements.
  • TSA: Ensure policies meet TSA's mission and operational requirements fairly and reasonably.

6. Policy Requirements

6.1 Complaints

Whistleblowers are encouraged to communicate concerns directly to their supervisors. If not possible, complaints can be made via:

Anonymous complaints may limit TSA’s ability to investigate. TSA will anonymize identities where appropriate and maintain confidentiality to the fullest extent permitted by law.

6.2 Review and Investigation

TSA will acknowledge receipt of complaints within 10 days. TSA will assess whether the complaint warrants investigation and determine the appropriate department or person to respond. Investigation timelines vary by complexity. TSA may decline to investigate complaints deemed frivolous, vexatious, made in bad faith, or lacking sufficient information.

6.3 No Retaliation

TSA protects whistleblowers and informants from retaliation. Any retaliation should be reported to a supervisor or THQ Human Relations. Individuals found retaliating may face disciplinary action, up to and including termination.

6.4 Limitation

Protection does not apply to whistleblowers acting in bad faith or with malicious intent. In such cases, the legal department will be consulted.

7. Policy Compliance

  • Individual: Compliance is mandatory. Non-compliance may result in disciplinary action. All mission partners must report violations.
  • Supervisor/DHQ/THQ: Supervisors must periodically evaluate policy implementation.
  • The Salvation Army: Support supervisors and ensure policies are relevant and reviewed regularly.

8. Procedure Links

NA

9. Form Links

NA

10. Related Policy and Document Links

NA

11. Approval and Document Control

Approved by:
TERRITORIAL MANAGEMENT BOARD
Canada and Bermuda Territory
Only the online version of this operating policy is official and current.

Document prepared as a simplified, accessible HTML5 version of the original policy. The original policy wording has been preserved.

I acknowledge I have read and understand the expectations, standards and policies contained in the Whistleblower Policy. By signing this acknowledgment, I indicate my commitment to comply with and support the Whistleblower Policy. I understand that if I have any questions or concerns regarding the Whistleblower Policy, I may consult with my supervisor or HR/officer personnel representative

NOTE: Only one form per email address can be submitted. After fully completing the onboarding form, sign below and submit.

Clear Signature
All information provided is complete and accurate
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Code of Conduct for all Mission Partners of The Salvation Army in Canada and Bermuda

1. Purpose
To provide mission partners with guidelines regarding their expected behaviour while undertaking work on behalf of TSA. The code of conduct states TSA’s commitment to operating in an ethical and legal manner that aligns with TSA’s mission, vision, values and Orders and Regulations. The code of conduct serves as a foundational standard for other conduct-related operating policies.

2. Basic Principles
All mission partners are expected to behave in ways that are aligned with TSA’s mission and values.

2.1. Mission Statement:
The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.

2.2. Vision Statement
We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.

2.3. Core Values:
Hope: We give hope through the power of the gospel of Jesus Christ. Service: We reach out to support others without discrimination.
Dignity: We respect and value each other, recognizing everyone’s worth.
Stewardship: We responsibly manage the resources entrusted to us.

3. Conduct Expectations
The code of conduct provides guidelines for mission partner conduct. The code of conduct cannot cover every possible situation; mission partners are responsible for considering each issue in the context of TSA’s mission and values, recognizing that individual conduct may be understood as a reflection of TSA’s values, image, integrity and public trust. If a mission partner is unsure of a situation and needs guidance about their conduct or has concerns about the conduct of another person, they should speak with their supervisor or HR/officer personnel representative.

Mission partners will:
3.1. Comply with TSA policies and procedures.
3.2. Follow all applicable laws and at no time participate in, or assist others to participate in, any illegal, criminal or unethical activities.
3.3. Conduct themselves at all times with honesty, integrity and transparency.
3.4. Perform their defined duties to the best of their ability.
3.5. Treat others, including other mission partners, funders, clients and the public, with respect, dignity, fairness and courtesy.
3.6. Promote and support a work environment that is inclusive of all people and respects their unique abilities, strengths and differences.
3.7. Identify actual, potential or perceived conflicts of interest and disclose them to their supervisor to help minimize or eliminate the impact of such conflicts, which could influence or appear to influence their judgment and actions. Refer to GV 01.003 Conflict of Interest policy for additional direction and requirements.
3.8. Collect, use and disclose confidential information only in accordance with TSA policy and applicable privacy laws. Ensure all records, documents and communications are accurate and that privacy is maintained as required by GV
01.009 Privacy.
3.9. Conduct all business, service and ministry activities in a responsible manner, consistent with TSA’s values of hope, service, dignity and stewardship.
3.10. Always strive to create and maintain the highest health, safety, wellness and environmental standards in all facilities and work areas.
3.11. Take every reasonable precaution to protect the safety of oneself and others and report accidents (however minor) and near-misses (accidents that almost happened), risky behaviours, and instances where equipment and/or building
deficiencies could compromise the safety of a workplace.
3.12. Use information technology, including internet and email, in a professional and appropriate manner, in accordance with TSA policy (IT 02.001 Computers and Information Technology Acceptable Use).
3.13. Ensure they are fit to work and able to perform assigned duties as required by their job description safely, satisfactorily and in compliance with HR 10.002 Substance Impairment in the Workplace.

TSA expects mission partners will not:
3.14. Act in a discriminatory, harassing or violent way toward others.
3.15. Use their position in order to gain an advantage over or exploit the vulnerability of others.
3.16. Destroy or take for personal use any items belonging to or safeguarded by TSA without prior written approval.
3.17. Solicit (money or goods) from clients, donors, vendors, contractors or any person in a position to benefit from their association with TSA. Mission partners will adhere to the requirements of HR 04.002 Gifts, Speaking Fees, and Testimonials policy.
3.18. Give the appearance that they are speaking on behalf of TSA when not authorized to do so or engage in any activity that would negatively impact TSA’s reputation, brand or public image, including the use of personal social media
accounts.
3.19. Initiate contact with the media or respond to their inquiries, and instead will refer all media inquiries to their supervisor, their public relations representative or TSA’s communications department.
3.20. Use, abuse or misuse paid time, TSA resources or the equipment assigned to them.
3.21. Misuse their authority, abuse power, act irresponsibly, retaliate against someone who reports misconduct or exclude others from workplace events.

4. Officers: Orders and Regulations
In the event of a conflict between the provisions of the code of conduct and Orders and Regulations, the latter shall take precedence.

5. Violation of the Code
If a mission partner believes the law, the code of conduct or TSA’s policies may have been violated or are about to be violated, they should inform their supervisor or report their concern through the Whistleblower hotline (see GV 01.008 Whistleblower policy).

Violation of the code of conduct is a serious matter and could result in disciplinary action up to and including termination.