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INSURANCE WAIVER AND CONFIDENTIALITY

I waive and release any and all claims for myself, my heirs, executors, and administrators against Fredericton Community Kitchens Inc. (the “organization”) in conjunction with any injury, illness or death which may directly or indirectly result from my participation as a volunteer at the organization. I acknowledge that I will not receive any financial remuneration for my time and that my compensation is the opportunity to contribute to my community through the Organization. I understand that any information related to donors, volunteers, staff, Board of Directors, clients, consultants, and the operation of the Organization is and must remain confidential.

VOLUNTEER POLICY

1. Purpose
Fredericton Community Kitchens Inc. (“FCK”) relies on volunteers to support food service, outreach, fundraising, and community engagement. This policy outlines how volunteers apply, the criteria for participation, duties and responsibilities, orientation requirements, and processes for complaints and termination.
2. Application Process
1. Prospective volunteers must complete the volunteer application form available on the FCK website or through the Office & Volunteer Manager.
2. Applications will be reviewed by the Office & Volunteer Manager, who may conduct a follow-up call or meeting when needed.
3. Once approved, volunteers will be scheduled for an online or in-person orientation with the Office & Volunteer manager.
4. Once an online orientation session is complete, the applicant will be approved to start picking up shifts through our Volunteer App.
3. Volunteer Eligibility & Criteria
3.1 Age Requirements for Daily Meal Program
● Volunteers under 14 years old are generally not permitted unless special permission is granted for group or family participation by the Executive Director.
● Volunteers aged 14–15 may volunteer only with a parent/guardian present and will be assigned tasks away from guest-facing service where appropriate.
● Volunteers aged 16–17 may volunteer independently with parental/guardian consent and are expected to follow all safety and conduct requirements.
● Volunteers aged 18+ may volunteer without restrictions
3.2 Age Requirements for Other Programs (Grab & Go Breakfast, Student Hunger, Fundraising, etc.)
● Volunteers under 14 years old may volunteer only with a parent/guardian present
● Volunteers 14-17 may volunteer independently with parent/guardian consent
● Volunteers aged 18+ may volunteer without restrictions
3.3 General Requirements
● Volunteers must arrive on time, follow staff instructions, and perform assigned tasks safely.
● Volunteers must wear appropriate clothing, including closed-toe shoes and sleeved shirts; hairnets, gloves, and aprons will be provided.
● Volunteers must report any illness, injury, or limitation that could impact safe participation.
● Volunteers must follow all health, safety, and confidentiality standards.
4. Duties and Responsibilities
4.1 Supervision
● Volunteers working in the kitchen are supervised by the staff cook or program coordinator on duty, who assigns tasks and oversees safety, hygiene, and appropriate conduct.
● Volunteers performing activities outside the kitchen (e.g., delivery support, donation pick-ups, fundraising events) will be supervised by the assigned staff member responsible for that activity.
4.2 Expectations
Volunteers are responsible for:
● Maintaining proper personal hygiene
● Wearing required safety equipment
● Demonstrating respectful conduct toward guests, staff, and other volunteers
● Following all instructions from supervising staff
● Asking questions when unsure about any task or safety procedure . Compensation & Benefits for Volunteers
● Volunteers are not monetarily compensated for their time.
● Volunteers may enjoy meals prepared on-site during their shift, with guests served first.
● FCK may reimburse pre-approved expenses incurred during authorized volunteer duties (e.g., travel for a pickup or event support). Volunteers must provide receipts.
6. Orientation & Training
6.1 Orientation Requirements
The Volunteer Manager will ensure that all new volunteers receive:
● A tour of the facility
● Safety information, including emergency exits, fire extinguishers, first aid locations, and emergency procedures
● Instructions on hygiene, safe food handling, and equipment use
● An introduction to staff and an overview of kitchen operations and programs
6.2 Documentation
● Each volunteer will receive a copy of this policy.
● Volunteers must acknowledge receipt of orientation materials as part of the application/registration process.
● Any concerns or harassment experienced by a volunteer must be reported to the Volunteer Manager immediately.
7. Complaints
● The Volunteer Manager will document and address any complaint made by a volunteer.
● If the complaint cannot be resolved at this level, it will be referred to the Executive Director for further review.
● FCK will respond to concerns promptly, respectfully, and confidentially where appropriate.
. Termination of Volunteer Service
A volunteer may be removed or suspended from duties if:
● They are physically or mentally unable to perform required tasks safely
● They engage in dishonest, unsafe, or disruptive behaviour
● They refuse to follow instructions or cooperate in resolving concerns
● They violate health, safety, or conduct policies
● They do not attend scheduled shifts or provide appropriate notice for cancelling shifts
The Volunteer Manager will inform the Executive Director immediately following any termination decision.
9. Policy Review
This policy will be reviewed annually by the Executive Director and Volunteer Manager to ensure safety, clarity, and alignment with organizational needs.

HARRASMENT POLICY

Introduction:
The Fredericton Community Kitchen is committed to providing an environment in which all individuals working and volunteering for, or utilizing the services or our organization are treated with respect and dignity. It is the employer’s responsibility to prevent and eliminate harassment in the workplace. Harassment in the workplace is a form on discrimination. It is unwelcomed and unwanted. The Board of Directors, through its Executive Director, will take appropriate action to protect their employees and others in the workplace. Harassment in the workplace constitutes a disciplinary infraction and shall be dealt with appropriately. This policy is not intended to limit or constrain the employer’s right to manage. Performance
reviews, work evaluation and disciplinary measures taken by the employer for any valid reason do not constitute harassment in the workplace.
Definitions:
For the purposes of this policy, harassment in the workplace includes personal and sexual harassment, poisoned work environment and abuse of authority.
Personal Harassment:
Personal harassment means any objectionable or offensive behavior that is directed at an employee, volunteer, or client, that is known or ought reasonably to be known to be unwelcome. It includes objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles, or causes personal humiliation or embarrassment. Without limiting the above, personal harassment includes harassment within the meaning of the New Brunswick Human Rights Act, i.e., harassment on the basis of the following prohibited grounds of discrimination: race, color, religion, national origin, ancestry, place of origin, age, physical disability, mental disability, marital status, sexual orientation or sex.
Sexual Harassment:
Sexual harassment means any conduct, comment, gesture or contact of a sexual nature, whether on a one-time basis or a series of incidents that might reasonably be expected to cause offence of humiliation.
Examples of behavior that can constitute sexual harassment include, but are not limited to:
• Unwanted touching, patting or leering
• Sexual assault
• Inquiries or comments about a person’s sex life
• Telephone calls with sexual overtones
• Gender-based insults or jokes causing embarrassment or humiliation
• Repeated unwanted social or sexual invitations
• Inappropriate or unwelcome focus/comments on a person’s physical attributes or appearance
Poisoned Work Environment:
A poisoned work environment is characterized by an activity or behavior, not necessarily directed at anyone, that creates a hostile or offensive workplace.
Examples of a poisoned work environment include but are not limited to:
• Graffiti
• Sexual, racial, or religious insults or jokes
• Abusive treatment of a person
• The display of pornographic or other offensive material
Abuse of Authority:
Harassment also includes abuse of authority where an individual improperly uses the power and authority inherent in a position to endanger a person’s job, threaten the person’s economic livelihood, or general welfare. It is the exercise of authority in a manner which serves no legitimate work purpose and ought reasonably to be known to be inappropriate.
Examples of abuse of authority include, but are not limited to:
• Such acts or misuse of power as intimidation
• Threats
• Blackmail
• Coercion
Workplace:
The workplace includes but is not limited to the physical work site, while in transit on Kitchen business, work related social gatherings, the employee or client’s home or worksite, etc.
Procedure:
When an individual believes that they have been the subject of an act of harassment which falls under the definitions above, they have the following options:
1. Communicate their concerns directly by telling the person that the behavior exhibited is unwelcome and must stop
2. Verbally inform the Executive Director and request their assistance in resolving the situation
3. File a formal written complaint with the Executive Director
4. If the Executive Director is a party to the alleged harassment, contact the President of the Board of Director and request assistance
When an individual believes that they have witnessed an act of harassment involving others, they should report this immediately to the Executive Director. Upon becoming aware of any incident which may fall under the definition of harassment, the Executive Director, or if applicable the President of the Board of Directors, will review all pertinent information, communicate with involved parties, and take appropriate action.

THE ETHICAL FOODBANKING CODE

Food Banks Canada, the provincial associa ons, and a liate food banks/programs will:
1. Provide food and other assistance to those needing help regardless of race, na onal or ethnic origin, ci zenship, color, religion, sex, sexual orienta on, gender iden ty, gender expression, income source, age, and mental or physical ability.
2. Treat all those who access services with the utmost dignity and respect.
3. Implement best prac ces in the proper and safe storage and handling of food.
4. Respect the privacy of those served and will maintain the con+den ality of personal informa on.
5. Not sell donated food.
6. Acquire and share food in a spirit of coopera on with other food banks and food programs.
7. Strive to make the public aware of the existence of hunger and of the factors that contribute to it.
8. Recognize that food banks are not a viable long-term response to hunger and devote part of their activities to reducing the need for food assistance.
9. Represent accurately, honestly, and completely their respec ve mission and ac vi es to the larger community.

I have read and understood the Insurance Waiver and Confidentiality, Volunteer Policy, Harrasment Policy and The Ethical Foodbanking Code. I here by sign to abide by these.
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