Thank you for your interest in volunteering with the U.S. Green Building Council (USGBC). USGBC has set expectations and policies for volunteers and staff to best protect both parties while serving. Please read through all sections and acknowledge at the end. Violation of any policies outlined here and in the USGBC Volunteer Manual serve as grounds for dismissal.
For questions about any section, please contact us at firstname.lastname@example.org.
We recommend reading the USGBC Volunteer Manual for more information and to reference any information in this form.
USGBC values its volunteers and will endeavor to provide each with:
- A written role description and/or group charge to understand the role and the tasks each person is authorized to perform as a volunteer.
- A full orientation and any training necessary for the volunteer role.
- A safe and healthy environment in which to perform the role.
- A staff supervisor who provides the opportunity to ask questions and get feedback, and access to a staff committee or working group co-chair.
- Reimbursement is a last resort for expenses at USGBC. Volunteers who are authorized by staff to make a purchase or expense while volunteering may be eligible for reimbursement.
Volunteers serve as representatives of USGBC when giving time and USGBC expects volunteers to:
- Support USGBC’s goals and objectives as set by the USGBC Board of Directors and staff leadership.
- Participate in all relevant orientation and training programs.
- Operate under the direction and supervision of volunteer leadership as well as designated staff and follow reasonable directions and instructions.
- Understand and comply with the USGBC volunteer policies and procedures outlined in this manual or shared by staff.
- Notify staff of any hazardous situations that pose a risk to the volunteer or others, and report any accidents or incidents relating to staff, volunteers, or equipment.
- Behave appropriately and courteously to both the staff and the public with whom the volunteers interact in the course of the role.
- Use any property or equipment given to use in a role only for purpose of the job and return it to USGBC upon completing the volunteer role.
- Volunteers should let staff know if s/he wishes to change the nature of their contribution (e.g. hours or role) to USGBC at any time.
- Be open and honest in dealings with staff, volunteers, partners, and any other USGBC representatives, and let us know if we can improve our volunteer program and the support provided.
USGBC volunteers do not receive compensation for service. All duties are performed on a voluntary basis, of each individual’s own free will, and volunteers will not receive payment for the work. Volunteers are neither employees of USGBC nor entitled to a salary or any other entitlements associated with employment.
In some instances, volunteers might apply for reimbursement with USGBC through the online Concur Expense Management System. Volunteers must have written confirmation from staff before incurring expenses and must submit a copies of receipts. USGBC will not reimburse expenses that volunteer incur without explicit permission or approval from a member of USGBC’s staff. Approved reimbursements are not salary or wages.
SECTION: Policies USGBC asks volunteers to understand and follow
Policies and Procedures for Committees and Working Groups
This document was created to provide consistency and accountability among USGBC Committees and Working Groups. The policies and procedures are prepared, maintained, and reviewed annually by the USGBC Executive Committee and approved by the USGBC Board of Directors.
Review the full document.
Antitrust Compliance Policy
The antitrust compliance policy was developed by USGBC’s attorneys and approved by the Board of Directors. All members, employees of members, officers, staff, and volunteers are expected to understand and follow the policy. It is intended to provide direction in areas of particular concern, and should not be construed with an eye for loopholes or circumvention. It is important for compliance with the United States’ antitrust law.
Review the full document.
Code of Conduct Policy
The code of conduct policy is a set of principles to govern the conduct of the members of any committee, panel, task force, working group, or other subset of individuals organized by USGBC for the purpose of making a decision, ruling, or recommendation. This policy applies to all volunteers and staff members.
Review the full document.
Conflict of Interest Policy
The purpose of this policy is to protect USGBC’s interest when it is contemplating entering into a transaction or arrangement that might benefit the private interest of an “Interested Person” or might result in a possible excess benefit transaction. This policy is intended to supplement, but not replace, any applicable state and federal laws governing conflict of interest applicable to nonprofit and charitable organizations. The policy has an accompanying form called the “Conflicts Disclosure Form.”
Read the full document.
USGBC is committed to providing an environment that is free from harassment, intimidation and coercion based on or related to an individual’s race, color, gender, religion, national origin (including ancestry), age, disability, veteran status, marital or familial status, sexual orientation, gender identity or expression, genetic information, political affiliation, personal appearance, matriculation or any other classification protected by applicable law. Violations of this policy are reported and dealt with promptly and appropriately.
Review the full document.
Workplace Violence Policy
USGBC expressly prohibits any acts or threats of violence by any employee, customer, visitor, volunteer, or former employee against any other employee, customer, visitor or volunteer in or about our facilities or elsewhere at any time or while they are engaged in business with or on behalf of USGBC.
With respect to personal safety, USGBC is committed to the following:
- Providing a safe and healthful work environment.
- Taking prompt remedial action, up to and including immediate termination, against any employee or volunteer who engages in any threatening behavior or acts of violence or who uses any obscene, abusive, or threatening language or gestures.
- Taking appropriate action when dealing with customers, former employees, visitors, or volunteers to our facilities who engage in such behavior, by notifying the police or other law enforcement personnel, if necessary, and prosecuting violators of the policy to the maximum extent of the law.
- Prohibiting employees, former employees, customers, visitors, and volunteers from bringing unauthorized firearms or other weapons onto USGBC premises.
Any employee or volunteer who violates this policy by displaying a tendency to engage in violent, abusive, or threatening behavior, or who otherwise engages in behavior that USGBC, in its sole discretion, deems offensive or inappropriate, will be subject to disciplinary action, up to and including termination.
Employees have a duty to warn their supervisors or the HR department, and volunteers to staff members who will report on their behalf, of any suspicious workplace activity or situations, or incidents that they observe or that they are aware of and involve other employees, former employees, customers, visitors, or volunteers. This includes threats or acts of violence, aggressive behavior, offensive acts, or threatening or offensive comments or remarks. Employee and volunteer reports made pursuant to this policy will be held in confidence to the maximum possible extent.