Organisations are in a difficult position in competing against other charities not only for funds but also to secure voluntary help. Volunteer managers need to use increasingly sophisticated marketing techniques to protect their workforces.
Caroline Banwell, Associate Solicitor, employment team, Stone King Cambridge (pictured) explains: “Charities need to understand what motivates their volunteers and where possible offer tailored roles that suit the skill set of each individual. Motivation can differ according to age, with younger people looking to develop new or existing skills, while older volunteers may be more motivated by the comradery of team work. ”
Stone King offers the following suggestions to help charities attract and retain volunteers:
- Create tailored and challenging roles
- Allow flexibility
- Offer taster sessions before volunteers commit
- Recognise hard work and long service
- Ask volunteers what motivates them and, where possible, try to accommodate requests within the promotion of volunteering opportunities.
Banwell continues: “While it is important for charities to focus on attracting and retaining volunteers, they must make sure that they don’t inadvertently give volunteers employee or worker status as this could land the charity in hot water.
The employment status of each individual who works for the organisation must be analysed to ensure that a) their status fits with the organisations’ needs; b) they are given the appropriate documentation; and c) both parties are aware of their rights.
“Employment rights vary significantly depending on whether the individual is an employee or volunteer. Volunteers are not entitled to the national minimum wage, holiday or sick pay and have no rights to claim unfair dismissal or discrimination.”
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If you are concerned about the status of your volunteers or would like to discuss this matter further please contact Caroline Banwell on 01223 451342.
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