Thursday, August 29, 2013

Non-Event Fundraiser

You can donate online here.  Or send your donations to: Welcome, 1751 Sacramento St, San Francisco, CA 94109.

Saturday, August 10, 2013

Welcome's Grievance Policy

Appproved by the Welcome Board of Directors in July of 2009

Grounds for Grievance:
·         Denial of Services: A client is denied a service typically offered to guests of WELCOME
·         Unfair or Unequal Treatment: Having a complaint or concern about a service received is when a guest believes they have been treated unfairly or has received poor treatment by a service provider or by the consortium.
·         Breach of Confidentiality: If a staff or volunteer discloses personal information about a client without written consent. 
·         Allegations of misconduct: If a staff or volunteer violates WELCOME’s Professional Ethics Policy.  [See Professional Ethics Policy]

Guests Rights during the Grievance Process
·         Guests’ confidentiality and/or anonymity are protected during the filing of a grievance and, to the extent possible, during the investigative process.
·         Retaliatory or restrictive actions toward clients filing grievances are prohibited. Staff and volunteers found to be involved in such actions are subject to disciplinary action, up to and including termination.
·          Documentation of the grievance and steps taken, will be kept on file for two years.

The Grievance Process Proceeds in the following way:
1.       When possible, guests talk directly to the staff or volunteer(s) with whom there is a grievance.
2.       The Grievance form is submitted to the Executive Director who will provide a receipt of the grievance.  The Executive Director, or their designee, will follow up with the staff, volunteer(s) and guests involved in the grievance.  The Executive Director will respond to the guest who filled out the grievance within thirty (30) days.
3.    The guest may submit their grievance to the personnel committee chair when: (a) the grievance involves the Executive Director; (b) the guests believes their grievance has not been resolved by the Executive Director.  The Personnel Committee will respond to the guest who filled out the grievance within thirty (30) days.
  1. Guest completes the grievance form. The grievance must include the date, approximate time and description of incident and names of individuals involved and be submitted within thirty (30) days of the of the act or decision in question.
  2. Acknowledgment of receipt of grievance is provided to each grievance within 7 (7) working days and includes: (a) date grievance received and (b) overview of investigation process.

Guest Name:  ____________________________________________________________
Guest Mailing Address (if applicable): ____________________________________________________________
Guest Phone Number (if applicable): ____________________________________________________________
Date(s) Incident Occurred: ____________________________________________________________
Name of Staff or Volunteer: ____________________________________________________________

Brief Summary of Incident/Complaint: Please tell us what occurred, when it happened and who it involved. If the grievance involves a denial of services, include the service requested, (you may summarize on a separate piece of paper and attach, also feel free to attach and include any document that may support your complaint).

What outcome(s) are you looking for to address your grievance?

1. Have you reviewed WELCOME’s grievance policy and procedures?          Yes         No
2. Have you discussed this issue with the staff or volunteer(s) involved?     Yes          No
3. Was there a satisfactory resolution proposed?        Yes          No
In accordance with the grievance procedure adopted by WELCOME, I am submitting this grievance.   I hereby authorize a representative of WELCOME to contact the staff and/or volunteer(s) listed above and discuss my complaint.

Signature:______________________________________          Date __________
Mail original to: WELCOME, c/o Rev. Megan Rohrer, Executive Director, 3201 Ulloa St, San Francisco CA 94116. Mark both sides of the envelope confidential.

Professional Ethics for Welcome Volunteers and Staff

Passed by the Board of Directors in July of 2009

Professional Ethics for Staff and Volunteers
Maintenance of high standards of ethical conduct is a responsibility shared by all members of WELCOME staff and volunteers. WELCOME staff and volunteers agree to adhere to a standard of conduct consistent with the code of ethics established by the WELCOME. Staff and volunteers are required to sign the Accountability For Ethical Conduct Form and to promptly provide notice to the Executive Director of any complaint of unethical or felonious conduct made against them in a civil, criminal, ecclesiastical, employment, or another professional organization's forum.
Any WELCOME staff and volunteers may invoke grievance process when a staff or volunteer’s conduct, inside or outside their professional work involves an alleged abuse of power or authority, involves an alleged felony, or is the subject of civil action or discipline in another forum when any of these impinge upon the ability of a member to function effectively and credibly in their professional capacity.
  1. In relationship to those served, WELCOME staff and volunteers:
    1. affirm and respect the human dignity and individual worth of each person.
    2. do not discriminate against anyone because of perceived, expressed or actual race, gender, age, faith group, national origin, sexual orientation, or disability.
    3. respect the integrity and welfare of those served or supervised, refraining from disparagement and avoiding emotional exploitation, sexual exploitation, or any other kind of exploitation.
    4. approach the religious convictions of all people with respect and sensitivity.
    5. respect confidentiality to the extent permitted by law, regulations or other applicable rules.
  2. In relation to groups and institutions, WELCOME staff and volunteers:
    1. maintain good standing in WELCOME.
    2. abide by the professional practice and/or teaching standards of the state, the community, the congregation and the institution in which they are employed. If, for any reason they are not free to practice or teach according to conscience, they shall notify the Executive Director.
    3. maintain professional relationships with other persons in WELCOME, and the faith community in which employed and/or the community.
    4. do not directly or by implication claim professional qualifications that exceed actual qualifications or misrepresent their affiliation with any institution, organization or individual; are responsible for correcting the misrepresentation or misunderstanding of their professional qualifications or affiliations.
  3. In relation to WELCOME, members:
    1. continue professional education and growth, including participation in the meetings and affairs of WELCOME.
    2. avoid using knowledge, position or professional association to secure unfair personal advantage; do not knowingly permit their services to be used by others for purposes inconsistent with the ethical standards of WELCOME; or use affiliation with WELCOME for purposes that are not consistent with WELCOME standards.
    3. speak on behalf of WELCOME or represent the official position of WELCOME only as authorized by the board of directors.
    4. do not make intentionally false, misleading or incomplete statements about their work or ethical behavior when questioned by colleagues.
  4. In collegial relationships, WELCOME staff and volunteers:
    1. respect the integrity and welfare of colleagues; maintain professional relationships on a professional basis, refraining from disparagement and avoiding emotional, sexual or any other kind of exploitation.
    2. take collegial and responsible action when concerns about incompetence, impairment or misconduct arise.
  5. In conducting business matters, WELCOME staff and volunteers members:
    1. carry out administrative responsibilities in a timely and professional manner.
    2. implement sound fiscal practices, maintain accurate financial records and protect the integrity of funds entrusted to their care.
    3. distinguish private opinions from those of WELCOME, their faith community or profession in all publicity, public announcements or publications 
    4.  accurately describe WELCOME.  All public statements, especially those in correspondence, publications, newsletters, and advertising shall be accurate.