VOLUNTEER HANDBOOK

Please read this Handbook and note the following agreements\policies: Communications Procedure, Confidentiality Agreement, Volunteer Agreement and Harassment\Bullying Policy carefully before you sign and return the Volunteer Agreement document to the Volunteer Coordinator which includes a Tick Box to confirm you have read and understood this Handbook.
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Table of Contents
Page 3: Welcome to Volunteering for the Kerry Festival of Pride Page 4: About Kerry Festival of Pride & Aims Page 5: Kerry Festival of Pride Values Page 8: Organisational Structure Page 9: Financial & Administration Rules Page 11: Kerry Festival of Pride Policies & Procedures Page 13: Equal Opportunities & Equality Page 15: Recruitment Page 17: Volunteer Welfare & Housekeeping Page 18: Substance Policy Page 19: Health & Safety Page 23: Code of Business Conduct and Ethics Page 29: Communications Policy Page 30: Anti-Bullying & Harassment Policy Page 37: Grievance Policy Page 41: Leaving the Organisation Page 43: Our Information Page 44: Volunteer Receipt Form

Kerry Festival of Pride Volunteer Handbook

Welcome to Volunteering for the Kerry Festival of Pride!

Dear Volunteer, On behalf of everyone at Kerry Festival of Pride, I would like to extend a warm welcome to all volunteers and we thank you for taking part and helping us put the festival together. This handbook should serve as a support document to aid you with helpful information during your time with the Kerry Festival of Pride organisation. Additional information, as well as changes to policies and procedures, will be distributed as warranted. This handbook will provide you with valuable and practical information on your entitlements and responsibilities as well as the support and career development opportunities available to you throughout your time with us. Kerry Festival of Pride would not be able to do the outstanding job it does for our community without the services of volunteers like you. We hope you will feel rewarded and enjoy your experience in the organisation as you help our community unite under the banner of the festival. The management committee look forward to meeting and working with you all and hope that you will participate fully in Kerry Festival of Pride activities to get as much from your experience as a volunteer as possible. Thanks & Regards, Margaret O Donoghue Chair Kerry Festival of Pride . Margaret kerrylgbtfestival@gmail.com 087 6387336

Kerry Festival of Pride Volunteer Handbook

About Kerry Festival of Pride

Kerry Festival of Pride was established in October 2012. Kerry Festival of Pride primarily targets Kerry, secondly the rural regions within Munster and thirdly national and international LGBTQ pride tourists. Its origins are from several members of the LGBTQ community within Kerry deciding that Kerry needs to join its voice to the global celebration of the rich diversity that is within the LGBTQ community nationally and internationally. This week of Kerrywide celebration which will be held from the 20th to 26th May 2013, will be a testament to the solidarity that the LGBTQ community holds with those within Kerry, who quietly and loudly acknowledge their Pride in the Kerry LGBTQ community in small ways every day. Kerry Festival of Pride's mission statement
Provide an opportunity once a year for all to celebrate their pride for Kerry's diverse community

Kerry Festival of Pride's aims: being part of the Lesbian, Gay, Bisexual, Trans*, Queer community and the wider community.
Foster a sense of pride, solidarity and community within the Kerry LGBTQ community, their family, their friends by giving the general Kerry community an opportunity to celebrate everything LGBTQ. Inspire individuals to embrace their identity as individuals in the wider community. Highlight and celebrate diversity within Kerry and surrounding regions. Inspire individuals to embrace their individuality and sameness. Raise public awareness of societal intolerance towards the LGBTQ community. Provide a space of safety for individuals to celebrate their individuality and sameness. Encourage Kerry organisations and individuals to organise alternative events and activities that help to support/raise awareness of Kerry's LGBTQ community during the week of the festival Support companies and organisations within Kerry that maintain and promote the work of the festival and Kerry's LGBT organisations/groups/individuals. Deal with all business matters with transparency, honesty and integrity. Develop and nurture relationships within and outside the international LGBTQ community. Take management decisions that will guarantee the longevity of Kerry Festival of Pride.
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Our Values
Celebrating Diversity Not only to tolerate, but to accept and celebrate diversity with the understanding that it is our differences that make us extraordinary. Inclusiveness To seek out those who are on the fringes and to take practical, concrete steps to ensure their inclusion in society. Increased Visibility & Mutual Respect To increase the visibility of the Kerry LGBTQ community within the wider Kerry, Munster, Irish and global community while communicating the message of mutual respect; to appreciate others for who they are, for how they are different and to respect them for such. Our Culture A culture defines who we are. It sets forth aims and principles of a united group. Our success is based on the shared values and commitment of LGBTQ people their families, their friends and supporters who are building our Kerry Festival of Pride for the future, on providing a safe venue and environment for LGBTQ people to come out, socialise and confirm solidarity, on discovering creative and innovative ways to promote all things LGBTQ, on improving the value of our services and commitments to LGBTQ people, their familes, their friends and supporters, on building strong relationships within and outside the LGBTQ community , and seeking excellence in everything we do. Honesty, Integrity and Trust Integrity is our guiding principle. We stand behind what we say, we will do, for our fellow teammates, our supporters, and our community. We meet the world head-on as upright, honest and sincere volunteers. We always turn square corners without personal agendas for the betterment of the whole, with understanding that trust is the key component of the entire organisation. Teamwork Teamwork is the capability to comprehend and recognise the diverse strengths and abilities in a group setting and then applying them to one equitable solution/outcome. We understand that often an organisation's goals are seldom achieved through individual pursuits, but rather by working together, valuing the opinions of others, showing appreciation and, most importantly, always working within the team with respect and civility.
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Communication Team communication is the multi-directional information shared between more than one person. This involves the thoughts and expressions shared amongst one another. Understanding the above requires that we are always aware that proper communication requires clear facts and sensitivity towards the feelings of others. At all times we must realise values, control how we behave, and that the opinions of others are based on the individuals personal truths. The ability to listen, hear, understand and empathise should be the basis of any conversation. Meeting Dynamics Holding meetings are a key necessary component of achieving our goals. With the acceptance of this fact, we can proceed with these indispensable points while meeting: (1) Preparedness (2) Punctuality (3) Reflection (4) Focus (5) Clarity (6) Succinctness During a meeting the Chair of the meeting should follow these principles of meeting productivity: Acknowledge the value of team work; Set clear goals for the meeting right at the start; Distribute the power and responsibility; Ensure those who take on responsibility and ownership accept and are competent to undertake such; Encourage and acknowledge every participant's contributions to the meeting; Say thank you!

Kerry Festival of Pride Volunteer Handbook

Take Pride Each of us brings special talents and areas of expertise to the organisation. Kerry Festival of Pride values grow out of each individuals values. The Kerry Festival of Pride organisations results are merely the accumulation of our singular results. You make a difference. Take time to feel good about what you do. Customer Service to the LGBTQ Community Continually ask our community what they want and how we are doing. We must know our LGBTQ Community intimately; so well that we can anticipate their needs, their likes and dislikes. A strong relationship with our community guarantees the longevity of Kerry Festival of Pride. As an organisation we actively search out ways to exceed LGBTQ and Kerry's expectations. If we dont meet their needs they will no longer respect us. Knowledge & Skills It doesnt take long for skills and knowledge to become out-dated in a fast-changing world. We must constantly re-equip ourselves, become perpetual students and ensure volunteer retention. Keep learning. Encourage self-assessment and group facilitation. Share your knowledge. Ask for help. Our organisation believes training and development of our volunteers is the key to a winning, team-working relationship and organising a successful festival. Positive Attitude & Excellence Kerry Festival of Pride is a place for Can-Do LGBTQ community members. A positive attitude empowers us. A negative attitude drains precious energy and destroys self-confidence. There is no room for negativity in our organisation. A positive attitude is the foundation for excellence. Excellence is an individual attitude, which defines how successful we will be. Adopt a positive attitude and lifestyle.

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Organisational Structure
Kerry Festival of Pride is a non-profit organisation. The organisation does not pay staff and is governed by a voluntary management committee elected at an Annual General Meeting of members, with the majority of the committee being from the Kerry LGBTQ community. Membership of the organisation is sourced from present and future volunteers and as such, by becoming part of the volunteer base of the organisation you will have a say in how the organisation is run through exercising your vote in elections to fill the positions of the management committee. Within the management committee a Chairperson is chosen to manage the strategic development of the organisation and to provide leadership. Several portfolios operate from the management committee including Treasurer, Secretary, Events, Post-Parade, Sponsorship, Parade, Marketing and Community Development. Each elected member of the managment committee assumes a responsibilities portfolio. Volunteers then are assigned to assist with portfolios dependent on their skills and availabilities as appropriate. Volunteers can be asked to change portfolio throughout their involvement in the organisation depending on the organisations requirements although every effort will be made to facilitate the volunteers preferences. The individuals who form the management committee become Team Managers of their portfolio after election.

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Financial & Administration Rules

Centralisation 1. All company documentation including invoices and agreements are to be centrally stored as deemed fit by the management committee. Kerry Festival of Pride may have office space in the future. 2. Soft copies of all documents are to be kept by scanning and emailing the document to the relevant management committee member. 3. Monthly backups of all online documents must be made, these backups are to be stored with other official documentation by the Secretary. Guidelines for all volunteers and teams
1. Quotes from all suppliers MUST be made in writing before purchase and sent

with the subject line Finance to Treasurer kerryfestivalofpride@gmail.com 2. A VAT invoice is required from all companies. 3. Three Quotes (in Euros) need to be sought before ordering good or services. 4. Approval is to be requested in advance by the person who is requesting the product or service from the Treasurer. 5. If any person pays out on an item that has not received approval from the and/or has no receipt in the organisations name for the item, they will not get paid, including reimbursements. 6. Individuals are personally liable for all costs if they place an order without approval from the Treasurer. 7. Requests for Budget allocation are made to the management committee (see rule 1.4). 8. Each management committee member must nominate to the Treasurer, a person to deal with their budget. 9. Audit sheets are to be filled out at all cash events and signed by an independent observer.

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10.When dealing with money at an event, a Kerry Festival of Pride cash box must be used. When a person leaves or takes over the cash box they must sign a cash sheet and count cash to verify it is correct. 11.All takings from events or sales must be lodged directly to the bank; deductions cannot be made to pay for expenses on the night or other costs.

I.e.: No expenses to be Paid for in Cash Under Any Circumstances.

Budgets & Forecasts 1. All teams must prepare and send budgets. 2. Deadline for budgets are set by the Treasurer and must be adhered to. 3. Updated budgets should be sent to the Treasurer on a monthly basis in the 6 months run up to the festival or when requested. 4. The Treasurer edits budgets and makes the festival budget. The Treasurer strives for a surplus. 5. Budgets are sent to the management committee for ratification

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Policies & Procedures

These are our detailed policies regarding volunteers at our organisation. These policies cover the definition of a volunteer, confidentiality, copyright issues, when additional screening is necessary, inappropriate communications, when volunteers can represent Kerry Festival of Pride, online safety, ending your role as a volunteer with Kerry Festival of Pride and dismissal of a volunteer. Purpose of Volunteer Policies These policies are written to provide overall guidance and direction to staff and volunteers engaged in volunteer involvement and management efforts. Kerry Festival of Pride reserves the exclusive right to change any of these policies at any time and to expect adherence to the changed policy. Changes to or exceptions from these policies may only be granted by the management committee, and must be obtained in advance and in writing. The HR Manager or the management committee as appropriate shall determine areas not specifically covered by these policies. Definition of 'Volunteer' A "volunteer" is anyone who, without compensation or expectation of compensation beyond reimbursement, performs a task at the direction of and on behalf of the organisation. A "volunteer" must be officially accepted and enrolled by the organisation prior to performance of the task. Volunteers shall not be considered as "employees" of the organisation.

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Representing Kerry Festival of Pride Volunteers are asked not to contact organisations or individuals on behalf of Kerry Festival of Pride unless their Team Manager gives them permission to do so. Prior to any action or statement, which might affect or obligate the organisation, volunteers should seek consultation and approval from their Team Manager. These actions may include, but are not limited to, coalition or lobbying efforts with other organisations, or any agreements involving contractual or other financial obligations. As per the terms of the Communications Procedure document, no volunteer has the authority to bind Kerry Festival of Pride to any non-minor contract or agreement with third parties without a prior decision by the management committee. All such agreements shall be made in writing and a copy filed with the Secretary. Volunteers are authorised to act as representatives of the organisation as specifically indicated within their job descriptions and only to the extent of such written specifications. While representing the company, any and all company representatives must act in a responsible manner which includes but is not limited to refraining from the use of alcohol or other intoxicating substances for the time period required. All volunteers must refrain from wearing the companys uniform while socialising or not representing the company to ensure all volunteers are managed effectively and the company is not mis-represented. Copyright/Ownership Issues Material produced by volunteers for Kerry Festival of Pride including but not limited to graphics materials, web page designs, narratives, research, compilations, instructional texts, etc., becomes the property of Kerry Festival of Pride upon submission. Volunteers will receive credit on the Kerry Festival of Pride web site or on other written materials for these and other contributions. Personal Information The safety and privacy of our volunteers is important to us. To that end, the organisation will not release a volunteer's phone number, age or other personal information to anyone outside of our organisation or to other volunteers without that volunteer's written permission to do so. We may list volunteers who have completed assignments for us, on a page on our Web site. We are happy to remove this information for any volunteer upon written request with the subject line HR Personal Information kerrylgbtfestival@gmail.com
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Equal Opportunities and Equality

Kerry Festival of Pride has a commitment to equality of opportunity for existing and potential volunteers by promoting a work environment free from discrimination according to the provisions of the Employment Equality Act, in the following areas: Gender Civil status Family status Race Religion Sexual orientation Disability Age Membership of the Traveller community This policy is applicable to all present and potential volunteers in both how they are treated and how they treat others, internal and external to the Organisation. Kerry Festival of Pride is committed to equal opportunity of volunteer work. All practices as set out below, such as in recruitment and selection, grievance and disciplinary procedures, etc., and decisions, will be based on merit, qualifications, and abilities. fully endorses a working environment free from discrimination, harassment and sexual harassment. Kerry Festival of Pride, in addition to adhering to the promotion of a discrimination-free work environment based on the above stated nine grounds, also stringently adheres to equality legislation outside the volunteer context in any way that any of these grounds are or might be discriminatory in our provision of products and services to our customers, potential customers, and third parties associated with the Organisation. Therefore, each person in the Organisation has a duty of care and responsibility to adhere to good practice on grounds of any potential discrimination. Should volunteers feel that they have not been treated fairly with regard to equality they may utilise the Grievance Procedure section of the Volunteer Handbook. Should volunteers intentionally act in contravention of the Organisations equality policy then they may be subject to disciplinary action under the Disciplinary Procedure section of the Volunteer Handbook.

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Management Commitment to Equality Kerry Festival of Prides success in applying an effective equality policy depends to a significant extent upon the contribution of all of its volunteers. Basic principles of equality are prescribed by legislation, but sole reliance on such provisions will not ensure that equality is promoted. Kerry Festival of Pride management committee recognises the importance of developing the full potential of all volunteers and of creating a climate in which equal opportunities are a reality both in attitude an in practice of volunteer work. All volunteers should familiarise themselves with the Organisations policies in this regard. Organisation management is committed to working towards the elimination of inequalities that may exist relative to the Organisations stated policy. It is the responsibility of every management committee member of Kerry Festival of Pride to support and communicate this equal opportunities policy. Team leaders must encourage open discussion with their volunteers to identify and resolve problem areas. All volunteers in turn must accept their personal responsibility to comply with this policy. This includes maintaining acceptable standards of behaviour at all times towards all colleagues and customers alike. Volunteers are encouraged to raise questions or concerns about the type of discrimination in the workplace and are advised to bring these issues to the attention of their immediate team leader or Manager. Kerry Festival of Pride assures its volunteers that any concerns or issues will be investigated without fear of reprisal. A volunteer engaging in any form of victimisation or intimidation of any volunteer in breach of this policy will be subject to disciplinary action up to and including termination of volunteer work. Volunteers will not be penalised or treated less favourably because of pursuing rights by way of taking action, supporting action or giving notice or intention to take or support action under equality legislation. Recruitment & Selection Kerry Festival of Pride will not discriminate against any prospective volunteer in line with Kerry Festival of Prides policy on Recruitment and Selection. All positions, with the exception of general Volunteer and Steward, will require the submission of an up to date CV and cover letter to Subject line hr to kerrylgbtfestival@gmail.com Interviews will be carried out objectively and individuals judged on merit and their ability to do the job. Interviewer(s) should be fair to all applicants/potential volunteers, as outlined in the Organisations policy on Recruitment and Selection.
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Recruitment
Kerry Festival of Pride is committed to ensuring that there is no discrimination on the grounds of gender, civil or family status, sexual orientation, religion or belief, age, disability, race (including, nationality, and colour or ethnic/national origin) or membership of the Traveller community at any stage of the recruitment process or during the volunteers time with Kerry Festival of Pride. Job Requirements When specifying requirements, qualifications or experience for any position, only characteristics essential to the performance of the job will be used. A job description will be drawn up by either the hiring manager or by HR, incorporating the competencies to match the job requirements. The job description, competencies and selection criteria will be drawn up objectively, using nondiscriminatory and work related criteria. No position will be classified by reference to gender, marital or family status, sexual orientation, religion or belief, age, disability, race (including nationality, colour or ethnic/national origin) or membership of the Traveller community. All job descriptions must be written and agreed by the hiring manager and Human Resources before the recruitment process proceeds. Those involved in recruitment and selection should receive appropriate training to ensure that this process is as objective as possible and complies with legislative requirements. Recruitment Records Kerry Festival of Pride will retain all records such as CVs, application forms, interview notes etc. arising through the recruitment process during the volunteers time with us. New volunteers must forward the following documents to Human Resources, either before starting with Kerry Festival of Pride, or if not, then within the first month of their joining: Mandatory (no exceptions) Application Form or Cover Letter Curriculum Vitae 2 Written References

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Screening/Reference Checks For some tasks, volunteers must submit samples of work and professional references. If such is required, it will be outlined in the task description. All information obtained in this way will only be used to determine a volunteers suitability for the task and will be kept entirely confidential. Volunteers Under 18 It is the policy of Kerry Festival of Pride not to accept volunteers under the age of 18 for legal reasons. Orientation Training All new volunteers are asked to attend orientation-training course on their joining Kerry Festival of Pride. HR will run this course.

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Volunteer Welfare & Housekeeping Policy

The Organisation sets out the following to make the working environment safe and conducive to a healthy and pleasant work atmosphere. As such, volunteers are asked to be aware of the following: The Organisation will ensure that all facilities are adequate and are maintained in accordance with legislation. These facilities include heating, lighting, ventilation and sanitary facilities. Should volunteers consider that the facilities are not adequate or are not being maintained correctly, they should inform HR. Safe Work Environment To maintain a safe work environment and to protect the health and safety of all volunteers carrying out tasks involving moving goods/materials must: - Plan his/her specific path and destination to carry out the task - Ensure the path is clear of obstructions - Ensure the floor is not slippery - Remove all rubbish and litter - Not carry loads that he/she cannot manage - Not consume alcohol or other intoxicating substances
Please see Health and Safety section of volunteer handbook for more information.

Volunteer Welfare The Organisation is concerned about the health and welfare of all volunteers, whether problems are of a physical or mental nature. Should any volunteer feel mentally or physically unwell, whether or not the cause is a work issue, the volunteer is encouraged to inform his or her Manager and to see their doctor. All physical and mental health issues raised by volunteers will be dealt with confidentially. Information regarding a volunteers general well being and issues unrelated to work will remain in strict confidence.

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Substance Abuse Policy

Substance abuse shall include but is not limited to reporting to an event or meeting, or being, during Kerry Festival of Pride's working hours, under the influence of an intoxicant, alcohol, a controlled or illegal substance, drug not medically authorised or any other substance that impairs job performance or poses a hazard to the safety and welfare of other volunteers or visitors or client on the premises of the Kerry Festival of Pride or to the use, possession, purchase, transfer or sale of such items by a volunteer on Kerry Festival of Pride premises or property or during working hours. Substance abuse shall also include the inappropriate use of prescribed medicines. Any of these behaviours will be considered as a violation of good conduct and is a disciplinary offence which may result in you being asked to step down as a volunteer. If you are on medication which might impair your capacity to perform any function you should report this to HR, who will deal with this in a sympathetic and confidential way.

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Health & Safety Policy

It is the policy of Kerry Festival of Pride to promote standards of Health and Safety, which will lead to the avoidance or reduction in risks to Health and Safety and to ensure that the best practicable methods of compliance with relevant legislation are achieved. We believe that considerations of Health and Safety are as important an aspect of management control as any other management function and we expect all volunteers to carry out their duties in the full knowledge that safety considerations are necessary to prevent injury and ill health and that health and safety requirements are embodied in legislation. Guidelines for volunteers and stewards are set out in this Statement with an account of their relevant duties. All volunteers are expected to co-operate with Managers and the management committee in ensuring that high standards of Health and Safety can be achieved. All volunteers are reminded of their own legal responsibilities and duties that are explained further in the body of the Safety Statement. Management Structure Kerry Festival of Pride is a non profit organisation staffed by a team of volunteers. The primary agency of Kerry Festival of Pride is the management committee. In order to implement the above policy, arrangements must be made at various levels. Proper arrangements must be made at management committee level and in the case of specific events including the Kerry Festival of Pride Parade and the post Kerry Festival of Pride Parade events special arrangements will need to be made by the Events Team and the Health and Safety/Security Team to control safety at the events. The Events Team and the Health and Safety/Security Team are answerable to the management committee of Kerry Festival of Pride and must consult the management committee on any non-minor decisions made. The management committee may overrule the Events Team or Health and Safety/Security Team, where it deems necessary. The management committee may remove any member of the Events or Health and Safety/Security Teams where it deems that he/she has acted inappropriately or is not carrying out their functions adequately.

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Duties of Stewards The primary duty of all security stewards is to ensure that the public are safely accommodated within the viewing/circulation areas in a planned manner so as to ensure the safety and comfort of all patrons at the event. In terms of the Parade itself, the duty of security stewards is to ensure that safety standards are met as required by the Health and Safety/Security Manager and the Parade Manager so that the public may view the Parade in safety and floats and individuals participate in the Parade in a safe manner. All stewards are required to attend at least one steward training course before the Parade in order to be familiar with the use of equipment provided, the details of how to perform their duties effectively and the plan for executing the events. The following are the main duties of security / stewards under the direction of the Event Controller and Head of Security. Parade & Post Parade stewards are charged with: Ensuring that the parade progresses at a safe speed, in ensuring that all floats and groups follow the designated route. To ensure that all floats keep a safe distance between each other and with walking groups i.e. breaking distance. To inform all groups/floats in the parade if they are in breach of any of the rules of the parade. To inform the Event Controller if they have any concerns about the safety of the parade and its participants To inform the Garda where they see any incidents of law breaking during the course of the parade. Prevent, in so far as is possible, standing on seats and climbing of fences and other structures. (Where, by virtue of the scale of the incident, stewards are unable to prevent such activity, they should immediately report the matter to the Area Security Steward Supervisor, or the nearest Garda). Patrol the venue to deal with emergencies such as raising alarms and extinguishing small fires if and when it is safe to do so. Control entrances, all exit and perimeter fence gates and other strategic points, while the venue is in use.
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 Be aware of the locations of fire fighting and medical equipment in the area. Recognise potential hazards and suspect packages and report such findings immediately to the Area Security Steward Supervisor or to the nearest Garda. Comply promptly with any instruction given in an emergency by a Garda Officer, the Event Controller, the Safety Officer, or the Head of Security. Identify and investigate any incident or occurrence among patrons and report findings to the Head of Security. Report to the Head of Security any damage or defect likely to cause injury or danger to persons in attendance. Undertake duties relating to emergency and evacuation procedures. Keep all gangways and designated sterile areas clear. Ensure that all approaches and emergency exits are kept clear and that vehicles are correctly parked. Maintain their position at their place of duty under the direction of the Area Security Supervisor who, if it is considered necessary, can arrange for a replacement. Control and direct patrons who are entering or leaving the venue. Assist the diversion of patrons to other parts of the venue, when the capacity for any area has been reached. Prevent overcrowding by ensuring that crowd limits in various parts of the venue are complied with and that gangways and exits are kept clear. Monitor the crowd throughout for signs of distress and take action in accordance with written instructions.

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Heat Stress Hot temperatures combined with factors such as high humidity, hard physical work, loss of bodily fluids, fatigue or some medical conditions can put stress on the bodys cooling system. When this happens it can lead to a heat related illness or disability or even death. Whos at risk? Heat stress can happen to anybody, even the young and fit, and heat exposure may occur in all kinds of workplaces. Controlling heat stress Drink lots of water Reduce heat exposure Stay in air conditioned areas Increase air movement (fans) Dress appropriate Increase the frequency and length of rest breaks Outside, keep in shaded areas (trees) Apply sunscreen Wear sunglasses Eat small meals and eat more often. Avoid high protein foods, which increase metabolic heat.

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Code of Business Conduct and Ethics

Kerry Festival of Pride is proud of the values with which it conducts business. It has and will continue to uphold the highest levels of business ethics and personal integrity in all types of transactions and interactions. To this end, this Code of Business Conduct and Ethics serves to (1) emphasise Kerry Festival of Pride's commitment to ethics and compliance with the law; (2) (set forth basic standards of ethical and legal behaviour; (3) provide reporting mechanisms for known or suspected ethical or legal violations; and (4) help prevent and detect wrongdoing. This Code of Business Conduct and Ethics applies to Kerry Festival of Pride's management committee, staff, managers, team leaders and volunteers of the Kerry Festival of Pride. This section sets out the policy of Kerry Festival of Pride in regards to issues of confidentiality and / or possible conflicts that may arise for volunteers, and contains guidelines on how to deal with situations arising that may touch on these issues. Ethical Standards - Acceptance of Gifts It is Kerry Festival of Pride's policy that volunteers should not accept anything of economic value as a gift, benefit-in-kind, gratuity or favour which might reasonably be interpreted as being of such nature that it could affect his/her impartiality in dealing with the donor of the gift, from internal or external customers. However, where refusal to accept would be perceived to be rude or discourteous, an exception can be made. Volunteers are asked to use their discretion and common sense in this regard. Gifts of cash, cheques, or vouchers should not be accepted under any circumstances. This rule does not apply to gifts of insignificant monetary value.

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Ethical Standards - Conflict of Interest It is a condition of a volunteers working with Kerry Festival of Pride that whilst they are a volunteer, they do not have any outside or financial interests, or engage in any outside business or financial activity, which conflicts with, or might conflict with, the interests of Kerry Festival of Pride. Kerry Festival of Pride also expects all volunteers not to be engaged in any activity that may create a conflict of interest or inappropriate use of information for the private gain of the volunteer or any other individual. A volunteers acceptance of an offer of work with Kerry Festival of Pride will be taken as confirmation that they do not have any such conflicts of interest. If a conflict of interest should subsequently arise, they should discuss the issue with Human Resources. The use of information that you receive as a result of your work with Kerry Festival of Pride may not be used for the private gain of you or any other individual. The use of such information is not only a disciplinary offence which may result in you being asked to step down as a volunteer, but could also leave you and possibly the Organisation open to criminal prosecution. You are expected to conduct yourself in an ethical manner in day to day business. Should you openly declare a conflict of interest, you may still be able to volunteer with Kerry Festival of Pride subject to the conflict being avoided/managed. If you have any question about this policy or how it affects you, you may discuss this in confidence with HR.

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Ethical Standards - Client Confidentiality When a volunteer joins Kerry Festival of Pride, they receive a written document that obliges the volunteer to maintain confidentiality at all times. This obligation is also contained within this Volunteer Handbook. Many volunteers have access to highly sensitive information concerning the Kerry Festival of Prides members, third parties and members of the management committee. Disclosure of confidential information is viewed extremely seriously and any breach of this will lead to the volunteer being asked to leave Kerry Festival of Pride. Nobody is permitted to remove or make copies of any Kerry Festival of Pride's, or customer records, reports or documents unless approval has come from the appropriate Manager. Even at this, no file should be left unattended nor should copies from the file leave the siye except where required to go to another legal body, e.g., a customer, an association broker of the customers, etc. If a volunteer is questioned by certain third parties either in or outside the Kerry Festival of Pride's working hours, and the volunteer is concerned about the appropriateness of giving such third parties certain information, they should remember that they are not, and should not, be required to answer. The volunteer should, as politely as possible, refer the request to the appropriate Manager. This procedure applies to all third parties including, for example: The Garda The Revenue Commissioners The Courts and their representatives Bailiffs Other Government agencies. Because of its seriousness, disclosure of confidential information can lead to the volunteer being asked to leave Kerry Festival of Pride.

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Ethical Standards - Confidentiality Agreement Kerry Festival of Pride has the potential to become a large organisation, with many different viewpoints and talents involved. This document has been written to clarify what is expected of every person involved in organising Kerry Festival of Pride. Above all it should not be seen as a heavy-handed document as we all give our time freely for the good of the LGBTQ community. However Kerry Festival of Pride has to have guidelines in place to make the organisation work coherently and effectively. At certain times volunteers in the course of their tasks come across sensitive information. This information can be financially sensitive or commercially sensitive. It is incumbent on all volunteers to keep all information confidential and to disclose this information only to those within the organisation, who are involved directly. Under no circumstances is any information gained from within the Kerry Festival of Pride working environment to be divulged to any other party outside the organisation. All emails sent from any Kerry Festival of Pride email account must not be sent, forwarded or ccd to anyone who is a not a Kerry Festival of Pride member, volunteer, a supplier or sponsor, unless written permission is given by that persons Team Manager or HR. This includes but is not limited to setting up social networking accounts, emailing friends or family, or using this account to set up accounts with websites that is not in direct relation to your position within Kerry Festival of Pride. If in the course of a volunteers involvement a volunteer discovers another volunteer who is not complying with the above, they must immediately report this to their Team Manager and/or the HR Manager, when all necessary steps will be taken to validate or otherwise a complaint. This will also include potentially bringing Kerry Festival of Pride into disrepute. Please refer to the Grievance/Disciplinary Procedures document for information on how an infraction of this policy document will be dealt with.

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Protection and Proper Use of Kerry Festival of Pride's Equipment and Stationery Stationery and other Kerry Festival of Pride equipment must only be used for the purposes of a volunteers work with Kerry Festival of Pride. Any use of stationery or equipment that is not authorised or relevant to their job may result in disciplinary action. At all times, volunteers should treat Kerry Festival of Pride property with due care and attention. Protection and Proper Use of Kerry Festival of Pride Property In the cases of all other Kerry Festival of Pride property, e.g., laptops, projectors, files, folders etc., individuals must sign to accept receipt of the equipment and to take responsibility for its safekeeping. All Kerry Festival of Pride property must be returned to the Organisation prior to leaving Kerry Festival of Pride. Any property which is not returned within 30 days of the Volunteer leaving Kerry Festival of Pride, official communication will be sent requesting the return of the property within a reasonable time frame which will not exceed 30 days. Solicitation No volunteer shall engage in the distribution of literature or in the solicitation for any cause, other than recognised causes, during his/her working time in any area of Kerry Festival of Pride. A volunteer not in working time shall not solicit or distribute literature for any cause, other than recognised causes, to any volunteer who is on working time. No volunteer, whether on working time or not, can solicit or distribute literature of any kind for any cause, other than recognised causes, in the working area of the Kerry Festival of Pride From time to time Kerry Festival of Pride can consent to a collection to solicit. However, such solicitation shall be voluntary and located at nominated places within Kerry Festival of Pride premises. Any contribution must be voluntary and no volunteer must feel obliged to contribute. Any volunteer who discovers a person making an unauthorised solicitation literature distribution should report this to Human Resources.
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Professional Conduct Policy

The purpose of the Kerry Festival of Prides professional conduct policy is to set out standards for dealing with customers/clients and each other, accompanied by good professional grooming at all times. During the festival, all volunteers are required to wear a Kerry Festival of Pride uniform and will remove this uniform prior to socialising or consuming any intoxicating substances. The Kerry Festival of Pride has a clear expectation that for the duration of the volunteers work with Kerry Festival of Pride, they will not engage in any activity that might compromise its reputation. Each volunteer is expected to deal with all customers and fellow volunteers in a courteous and professional manner at all times. Any volunteer who is found to be unfit for duty or breaches the conduct policy will be removed from duty until an investigation has been completed.

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Communications Policy
Kerry Festival of Pride recognises that good communication is an essential element of its success and thus is placing a lot of emphasis on this area. Real communication is a two-way process and is therefore an effective method of giving expression to the good management practice of information and consultation with volunteers either directly or with or through volunteer representatives. I It encourages volunteers to feel a sense of belonging to Kerry Festival of Pride, understanding the importance of good relationships, mutual trust and respect and the interdependence of all who contribute to the eventual success. It also enables good, consistent and caring leadership to flourish. Good communications are encouraged among all volunteers within Kerry Festival of Pride. Successful working conditions and relationships depend upon successful communication. Not only do volunteers need to stay aware of changes in procedures, policies and general information, Kerry Festival of Pride encourages volunteers to also communicate their ideas, suggestions, personal goals or issues as they affect their work with their manager/team leader. Kerry Festival of Pride believes that it is essential that all volunteers are kept informed about Kerry Festival of Pride matters, including its plans for the future which may directly affect them. We also expect and welcome feedback from volunteers. Kerry Festival of Pride has a variety of communication channels to encourage a two-way exchange of information such as: One-to-ones: Individual issues concerning working/volunteering conditions will be handled individually by ones Manager on a one-to-one basis. Emails and memoranda: Each volunteer is asked to check for email and memoranda on a regular basis. Information on Kerry Festival of Pride and team business will often be disseminated in this way. Volunteer meetings and training sessions: Kerry Festival of Pride holds volunteer meetings and training sessions on a regular basis which volunteers can participate in. Communication on such events will be through email.

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Anti-Bullying and Harassment Policy

The aim of this policy is: To indicate what constitutes bullying and harassment To advise volunteers on good practice in this area To set out the appropriate disciplinary action, including dismissal for serious offences, which Kerry Festival of Pride will take against volunteers that violate this policy. This policy is applicable to all volunteers, both in the workplace and at associated events such as meetings, conferences or parties, whether on or off the premises. This policy is applicable to bullying or harassment, not only among fellow volunteers, but also to or by a customer or other business contact with whom a volunteer might reasonably expect to come into contact with in the course of their work. As part of our commitment to the fairness, dignity and respect due to each volunteer, any form of bullying or harassment will not be tolerated by Kerry Festival of Pride. Incidents of bullying or harassment will be dealt with in an effective and efficient manner. In cases where bullying or harassment is proved to be repeated and consistent, causing unnecessary stress and anxiety, this will be considered gross misconduct. Kerry Festival of Pride reserves the right to invoke disciplinary procedures in these cases up to and including the volunteer being asked to leave tKerry Festival of Pride. As part of the Kerry Festival of Prides Business code of conduct and ethics, it is imperative that all volunteers and suppliers respect the dignity of every colleague. Each person is requested to consider the multi-cultural beliefs of all of their colleagues regarding their code of conduct, with particular reference to remarks, dress code, posters, emails and anything which may cause offence to a person on the basis of their gender, civil status, race, Any frivolous, vexatious or malicious allegations will be treated seriously by the Organisation and may lead to disciplinary action for the complainant involved.

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Definition - Bullying / Harassment Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of their work which could reasonably be regarded as undermining the individuals right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a once off incident is not considered to be bullying. The bullying can include conduct offensive to a reasonable person, e.g. oral or written slurs, physical contact, gestures, jokes, displaying pictures, flags/emblems, graffiti or other material which state/imply prejudicial attitudes which are offensive to fellow volunteers. Other examples of bullying behaviour include: (This list is not exhaustive) Personal insults and name calling Persistent unjustified criticism and sarcasm Public or private humiliation Shouting at volunteers in public and/or private Sneering Instantaneous rage, often over trivial issues Unfair delegation of duties and responsibilities Setting impossible deadlines Unnecessary work interference Making it difficult for volunteers to have access to necessary information Aggression Not giving credit for work contribution Continuously refusing reasonable requests without good reasons Intimidation and threats in general.

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Definition - Sexual Harassment Sexual harassment is any form of verbal, non-verbal or physical conduct of a sexual nature which has the purpose or effect of violating a persons dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person. The unwanted conduct may consist of acts, requests, spoken words, gestures or the production, display or circulation of written words, pictures or other material. Examples of sexual harassment include: (This list is not exhaustive) Sexual gestures Displaying sexually suggestive objects, pictures, calendars Sending suggestive and pornographic correspondence including faxes, text messages or e-mails Unwelcome sexual comments and jokes Unwelcome physical conduct such as pinching, unnecessary touching, etc. Same sex sexual harassment. Harassment on the grounds of gender, marital status, family status, race, age, religion, beliefs, sexual orientation, disability or membership of the traveller community is defined as any unwanted conduct which has the purpose or effect of violating a persons dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person. The unwanted conduct may consist of acts, requests, spoken words, gestures or the production, display or circulation of written words, pictures or other material.

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Informal Complaints Procedure Bullying can constitute grounds for disciplinary action (and ultimately dismissal) and all volunteers must be aware of this. There is both an informal and a formal procedure to deal with the issue of bullying and harassment at Kerry Festival of Pride. It is often preferable for all concerned that complaints of bullying or harassment are dealt with informally wherever possible. This is likely to produce solutions that are speedy, effective, and that minimise embarrassment. Sometimes the alleged perpetrator is genuinely unaware that his or her behaviour is unwelcome and causing distress. An informal discussion is often sufficient to alert the person concerned to the effects of his/her behaviour and lead to greater understanding and an agreement that the behaviour will stop. Thus, in the first instance, a person who believes that they are the subject of bullying or harassment should ask the person responsible to stop the unwelcome or offensive behaviour which is an interference with their work. If a person finds it difficult to approach the alleged perpetrator directly then a person should seek help and advice on a confidential basis from HR. The role of HR is not to judge but rather to provide advice and assistance about what t Kerry Festival of Pride s policy says. Having consulted with HR, the complainant may request the assistance of a manager/team leader/management committee member in raising the issue with the alleged perpetrator(s). In this situation the approach of the manager/team leader/management committee member should be by way of a confidential, nonconfrontational discussion with a view to resolving the issue in an informal low key manner.

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Informal Procedure: Stages 1. A volunteer should refer to the definitions above to consider if the conduct in question constitutes bullying/harassment. 2. The volunteer then raises the issue informally with the person creating the problem, pointing out that their conduct is unwelcome, offensive or interferes with their work. 3. If the volunteer feels uncomfortable with the direct approach, or if this approach has failed, he/she can raise the issue with Human Resources. HR will then act as mediator/facilitator in a meeting between the two parties, the aim being to resolve the matter quickly and sensitively. 4. When these actions do not result in a cessation of the harassment or bullying, or where a more serious incident has arisen, the volunteer should use the formal complaints procedure below. It is also recognised that it may not always be practical to use the informal procedure, particularly where the harassment or bullying is serious or where the people involved are at different levels in the organisation. In such instances, the volunteer should use the formal mechanism. Formal Complaints Procedure If after the informal stage, the bullying persists or it is not appropriate to resolve the problem informally due to the severity of the bullying, the following formal complaints procedure should be invoked. All complaints received will be treated seriously, sensitively, confidentially and dealt with as soon as is practicable. Strict confidentiality and proper discretion will be maintained, as far as is possible, in any necessary consultation to safeguard both parties from innuendo and harmful gossip. Given the sensitivity attaching to all bullying investigations, any meetings held by Kerry Festival of Pride management committee with parties to the complaint may be held off-site. Kerry Festival of Pride has a right to nominate an independent external third party to investigate a grievance or disciplinary matter on behalf of Kerry Festival of Pride where they believe it is advantageous to both parties. While Kerry Festival of Pride will endeavour to deal with formal complaints as soon as possible, the procedure may take between 4 to 6 weeks to be concluded. If Kerry Festival of Pride management committee become aware that a complaint is false and malicious in nature, a further investigation will take place which may lead to disciplinary procedures.
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Formal Procedure: 1) Written Complaint To make a formal complaint, the volunteer (complainant) should inform their manager/team leader in writing of the allegation as soon as possible, copying Kerry Festival of Pride management committee using subject line HR Written Compliant and at kerrylgbtfestival@gmail.com. Only in cases where it is inappropriate to contact their own Manager, should the volunteer solely contact Kerry Festival of Pride management committee. 2) Investigation The investigation will begin with representatives of Kerry Festival of Pride management committee meeting with the complainant to gather full details of the allegation and explain the stages of the formal procedure. Kerry Festival of Pride management committee will lead a thorough and objective investigation. This will commence, unless extraordinary circumstances do not allow, within seven working days of receipt of the complaint. In the interests of natural justice, the alleged bully or harasser will be made aware of the nature of the complaint and have the stages of the formal procedure explained to them. The investigation will be confidential in nature having regard to the volunteers right to information on the complaint(s) against them, representation throughout the stages, and the facility to make statements, submissions, or comments on the allegations made against them before any decision is made. Whilst it is desirable to maintain the utmost confidentiality, once an investigation begins it may be necessary to interview other volunteers. If this is required, the importance of confidentiality will be stressed to them and all evidence provided will be treated as confidential. It will be considered a disciplinary offence to intimidate or exert pressure on any person who may be required to attend as a witness. 3) Decision The outcome of the investigation will be conveyed in writing to the complainant, the person against whom the complaint is made and if appropriate, any other person with a significant involvement in the matter at issue. If, following an investigation, the complaint is considered to be substantiated; Kerry Festival of Pride's Disciplinary Procedures will be invoked. If, following an investigation, a complaint is found to be untrue, reckless or malicious; Kerry Festival of Prides Disciplinary Procedures will be invoked against the complainant. No action will be made against the complainant provided that the complaint was made in good faith.
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Appeals Any volunteer against whom a disciplinary finding is made has the right to appeal against the disciplinary decision as provided for in Kerry Festival of Prides Disciplinary Procedures. This appeal should be put in writing to Kerry Festival of Pride's management committee within 5 working days of the disciplinary meeting. Disciplinary penalties will differ, depending on the severity of the bullying or harassment. However, action may include transfer or other appropriate action up to and including summary dismissal. from Kerry Festival of Pride Records Records of any warning for bullying or harassment will remain on file for a period of time, as detailed under Kerry Festival of Prides Disciplinary Procedures. The length of time records are kept on file will be determined by the outcome of the investigation. These records will be used if any further allegations or offences of the same or similar nature occur within the relevant timeframe. Kerry Festival of Pride management committee will also maintain a record of all relevant discussions which take place during the course of the investigation. Action Post-investigation Regular checks will be made by the representatives of Kerry Festival of Pride management committee investigating the complaint to ensure that the bullying or harassment has stopped, and that there is no victimisation of the complainant as a result of the complaint being made. Retaliation of any kind against a volunteer for complaining or taking part in an investigation concerning bullying or harassment will be treated as a serious disciplinary offence and Kerry Festival of Prides procedures in this regard will be invoked.

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Grievance Policy
Kerry Festival of Pride believes that it is in everybodys interests to establish a clear policy for the resolution of any issues that may arise. Grievances can occur in the normal course of interaction in any organisation or workplace. Therefore, the purpose and intention of this policy is to ensure that grievances and disputes are dealt with as quickly as possible. Volunteering at Kerry Festival of Pride is a privilege, not a right. Those volunteers who commit minor violations of policies and procedures will be verbally counselled in an effort to achieve acceptable compliance. Continued violations could result in additional counselling or dismissal. Serious violations will result in termination. The management committee of Kerry Festival of Pride reserves the right to skip any of the steps herein and move directly to suspension or dismissal of a volunteer where the violation is deemed sufficiently serious. Kerry Festival of Pride has a zero tolerance policy for: Breach of confidentiality Negligence in carrying out of duties Theft or abuse of property or misuse of Kerry Festival of Pride materials, Gross misconduct, insubordination or repeated refusal to carry out specific instructions; Releasing information to media without prior authorisation Bullying, intimidation or sexual harassment Physical or verbal abuse of any volunteer Repeated or significant failure to satisfactorily perform assigned duties; Disregard for the rules and policies of Kerry Festival of Pride This list is not exhaustive and disciplinary action may be taken for any violation of Kerry Festival of Prides rules, regulations, policies and procedures. Your point of contact regarding volunteering or festival activities is your manager/team leader or other manager/team leader selected by Kerry Festival of Pride management committee. You should bring questions and concerns to them first. If this person is not immediately available for any reason, and you believe you have something that requires immediate attention then contact the Kerry Festival of Pride management committee through email cc the volunteer coordinator in the first instance or, failing that, the Chair or Secretary of Kerry Festival of Pride. If you have difficulties working with other volunteers, bring the situation to the
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attention of your manager/team leader as soon as possible. We want to resolve any issues so that we can all work effectively as a team. Keep your involvement in Kerry Festival of Pride confined to the responsibilities of your volunteer position. It may be difficult to keep from getting involved in all that is going on around you. There are times when difficult decisions need to be made by the management committee of Kerry Festival of Pride; please respect these decisions and if you have questions, please feel free to ask to set up a time to speak to the Kerry Festival of Pride management committee. Definition - Grievance A grievance is defined as any event, condition, rule or practice, which the employee/volunteer believes violates his or her civil rights, treats him or her unfairly or unreasonably, or causes him or her any degree of unpleasantness or unhappiness on the job. This policy covers both individual and collective grievances. Collective grievances are complaints raised by or on behalf of a group of volunteers. The Grievance Procedure will be applied fairly and consistently to all volunteers. Volunteers should raise complaints on an informal basis in the first instance, before invoking the formal grievance procedure. A volunteer who makes a complaint under the Grievance Procedure has the right to be accompanied by a work colleague or volunteer. Every effort will be made to address complaints quickly and fairly, and at the lowest level possible at which the matter can be resolved. While every effort will be made to adhere to the prescribed time limits, these may be extended at any stage in exceptional circumstances. In the event that a grievance is referred to a third party, both sides will cooperate fully with the proceedings. A volunteer will not be penalised in any way for making a complaint in good faith regardless of whether or not the complaint is upheld. At each step of the Grievance Procedure a written record will be kept. A volunteer will be asked to sign a copy of the record made to acknowledge receipt of the fact that an issue has been raised, what it involves, and the proposals if any to resolve the problem which have been discussed with the volunteer.
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Individual Grievances An efficient, successful operation and a satisfied workforce go hand-in-hand. Therefore Kerry Festival of Pride is committed to dealing with all grievance issues as and when they arise. When a volunteer has a grievance or other problem, they should address the matter with their manager/team leader directly. Kerry Festival of Pride management committee shall encourage volunteers to seek agreement over individual difficulties by direct contact with their immediate manager/team leader. Only if all attempts to secure a satisfactory solution by this customary method have failed shall the Grievance Procedure, as set out below, be utilised. Stage 1: Failing satisfaction by direct contact with ones immediate manager/team leader the volunteer may refer the matter to the Kerry Festival of Pride Secretary/Volunteer Coordinatator who will arrange for a meeting to take place. The meeting will normally be attended by those who attended the first meeting between volunteer and manager/team leader, and may include representatives of the Kerry Festival of Pride management committee. A decision or further investigation should be given by Kerry Festival of Pride management committee, within 2 working days (unless extraordinary circumstances do not allow) of this meeting. Stage 2: Failing settlement at Stage 1, the Kerry Festival of Pride will arrange for a meeting to take place with Kerry Festival of Pride management committee. Kerry Festival of Pride management committee should give a decision within 5 working days (unless extraordinary circumstances do not allow) of this meeting. Stage 3: Failing settlement at Stage 2, Kerry Festival of Pride management committee will arrange for a meeting to take place between a nominated deputy independent of Kerry Festival of Pride management committee who will be a professional employed in the field of mediation. The meeting will normally be attended by those who attended the meeting at Stage 2 and this nominated deputy. The meeting will be held within 5 working days (unless extraordinary circumstances do not allow) and a decision will be communicated by Kerry Festival of Pride management committee or its nominated deputy within a further 5 working days (unless extraordinary circumstances do not allow).

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Stage 4: If no settlement is reached at Stage 3, then the dispute shall be referred to a Rights Commissioner for a hearing and both parties shall agree to attend. Kerry Festival of Pride's management committee has a right to nominate an independent external third party to investigate a grievance on behalf of Kerry Festival of Pride at Stage 3 of the Individual grievance procedure above, or where the believes it is advantageous to both parties at other stages throughout an individual or collective grievance investigation. Collective Grievance Issues For collective grievances the following procedure will be adopted: Stage 1 Matters of a collective nature may be raised with the relevant manager/team leader if necessary, in writing. Stage 2 The matter shall be discussed between volunteer representatives of the Kerry Festival of Pride and representatives of Kerry Festival of Pride management committee at a meeting. Stage 3 If no agreement is reached under Stage 2, then the matter shall be referred to a Rights Commissioner, as appropriate, and both parties shall agree to attend. Resolution of Disputes Both parties will agree to make every effort to resolve an issue at each stage of the procedures prescribed above, and in a manner which will avoid any interference with normal working operations.

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Leaving the Organisation

Service at the Discretion of the Kerry Festival of Pride management committee Kerry Festival of Pride accepts the service of all volunteers with the understanding that such service is at the sole discretion of Kerry Festival of Pride's management committee . Volunteers agree that Kerry Festival of Pride may at any time, for whatever reason, decide to terminate the volunteer's relationship with Kerry Festival of Pride. Ending Your Volunteer Role You can cease volunteering with Kerry Festival of Pride upon the completion of any volunteer assignment, or when you are not currently engaged in an assignment. You may stay subscribed to the members e-mail lists as long as you remain a member, regardless of your volunteering status with Kerry Festival of Pride. If you wish to sever your relationship with Kerry Festival of Pride, please inform your manager/team leader, volunteer coordinator and chairperson via email as soon as possible. Kerry Festival of Pride Management Committee, and Volunteer Management Resignation Management Committee members and volunteers in team management roles must provide a minimum of four (4) weeks advance written notice to the Chair and Secretary of the Management Committee of Kerry Festival of Pride with a copy sent to the Volunteer Coordinator informing them of the individuals intention to resign. The four (4) weeks notice must be acknowledged by either the Volunteer Coordinator or the Chair before the four (4) week time is initiated. Please note that an Exit Interview is a requirement of the resignation process. Furthermore, it is the policy of Kerry Festival of Pride to consider a management committee member or a volunteer in a management role ineligible for volunteering in a future management committee or management role if he/she does not provide the expected four (4) weeks advance resignation notice and attend an Exit interview. The Volunteer Coordinator must be notified immediately of all terminations in order to schedule and complete necessary exit paperwork. The time requirements outlined in this policy may be reduced or waived by a decision of the full management committee of Kerry Festival of Pride in exceptional circumstances only.

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In the instance of the resignation of a management committee member the requirement of attendance of management committee meetings may be suspended at the discretion of the management committee of Kerry Festival of Pride for any reason. Dismissal of a Volunteer Volunteers who do not adhere to the rules and procedures of the Kerry Festival of Pride or who fail to satisfactorily perform their volunteer assignment are subject to dismissal or disciplinary action in accordance with the Grievance/Disciplinary Procedures document. No volunteer will be terminated until the volunteer has had an opportunity to discuss the reasons for possible dismissal with their team manager and/or the Volunteer Coordinatator.

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Our Contact Information

Managment Committee Chairperson Margaret O Donoghue kerrylgbtfestival@gmail.com Marketing & Advertising Coordinater Margaret O Donoghue kerrylgbtfestival@gmail.com Post Parade Events Coordinater Ciatriona Mc Caughley kerrylgbtfestival@gmail.com Sponsorship & Sales Tom O Leary @ O'Leary & Associates tom@olatc.ie Community Development Audra Epper kerrylgbtfestival@gmail.com Pre Parade Events Coordinater Secretary Katie Moloney kerrylgbtfestival@gmail.com Finance (Treasurer) Fergal Buckley kerrylgbtfestival@gmail.com Parade Coordinater Audra Epper kerrylgbtfestival@gmail.com Webmaster Social Media Margaret O Donoghue kerrylgbtfestival@gmail.com Sponsorship Competitions Margaret O Donoghue kerrylgbtfestival@gmail.com

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Kerry Festival of Pride Volunteer Handbook Receipt Form I acknowledge that I have received a copy of the Kerry Festival of Pride Volunteer Handbook dated: November 2012. I understand that this handbook replaces any and all prior verbal and written communications regarding Kerry Festival of Pride volunteering conditions, policies, procedures, appeal processes, and benefits. I understand that the volunteering conditions, policies, procedures, appeal processes, and benefits described in this handbook are confidential and may not be distributed in any way nor discussed with anyone who is not a volunteer of Kerry Festival of Pride. I will read and employ the contents of this handbook. If I have inquiries regarding the contents of this handbook, I will raise them with the Volunteer Coordinator or the Chair/Secretary of the management committee. Furthermore, I will act in accordance with these policies and procedures as a condition of my volunteering with Kerry Festival of Pride. I have read and understand the Communications Procedure, Confidentiality Agreement, Volunteer Agreement and Harassment\Bullying Policy set forth by Kerry Festival of Pride and I agree to act in accord with the Communications Procedure, Confidentiality Agreement, Volunteer Agreement and Harassment\Bullying Policy as a condition of my volunteering with Kerry Festival of Pride Please read this Handbook and note the following agreements\policies: Communications Procedure, Confidentiality Agreement, Volunteer Agreement and Harassment\Bullying Policy carefully before you sign and return the Volunteer Agreement document to the Volunteer Coordinator which includes a Tick Box to confirm you have read and understood this Handbook.

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