Affirmative Action Policy

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Conflict of Interest Policy

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Volunteer Orientation Policy

Volunteer service with Walking in Authority Ministries, Inc. (WIA) is on an “at will” basis.

Volunteers may resign at any time and their service may be terminated or changed with or

without notice. Volunteers have the right to be respected, to receive supervision and training, and

the right to bring concerns or questions to supervisory personnel. WIA recognizes the importance

of ensuring volunteers are equipped with the information and knowledge to assist WIA programs

and clients appropriately.

Volunteers have responsibilities beyond the specific tasks to which they have been assigned.

These general responsibilities include, but are not limited to, adhering to any and all safety rules

and procedures, informing their supervisors if they are unable to report as scheduled, and

promptly reporting the details of any incident or accident.

WIA maintains records on each volunteer throughout the organization. Records include dates of

volunteer service, positions held, duties performed, training attended and awards/recognitions

received. Volunteer records, including application, reference checks and background checks, are


Volunteers are representatives of WIA and are responsible for presenting a positive image to

constituents and the community. Volunteers will dress appropriately for the conditions and

performance of their duties.

Volunteer attendance is important to the operation of each program. Volunteers should notify

their supervisor in advance if they are unable to be present on their scheduled day or


WIA is committed to providing volunteers with an environment that is free from discrimination

and unlawful harassment.

WIA is judged, in large part, by the individual and collective performance of its volunteers.

WIA must recognize the importance of a volunteer’s duty to WIA, and to its members and

supporters, to act in a manner that merits public trust and confidence. Each volunteer must act in

all matters in a manner that will safeguard the reputation and integrity of WIA and will preserve

and strengthen public confidence in WIA activities. Likewise, volunteers must refrain from

engaging in any transaction in which personal interests, conflict, potentially conflict or appear to

conflict with those of WIA.

In-Kind Donation Request and Gift Acceptance Policy

Acceptance of any contribution, gift or grant is at the discretion of Walking in Authority Ministries, Inc. (WIA). WIA will not accept any gift unless it can be used or expanded consistently with the purpose and mission of WIA. WIA will accept donations of cash. Certain other gifts, real property, personal property, in-kind gifts, non-liquid securities, and contributions whose sources are not transparent or whose use is restricted in some manner, must be reviewed prior to acceptance due to the special obligations raised or liabilities they may pose for WIA. Gifts-in kind or In-Kind Gifts are donations of tangible goods including, but not limited to: equipment, books, toys, household items, art work, real estate, antiques, etc. An in-kind item may be new or used. New items purchased by a donor may be treated as a cash donation. Used items are typically treated as a non-cash contribution.

No irrevocable gift, whether outright or life-income in character, will be accepted if under any reasonable set of circumstances the gift would jeopardize the donor’s financial security.

WIA will refrain from providing advice about the tax or other treatment of gifts and will encourage donors to seek guidance from their own professional advisors to assist them in the process of making their gifts.

WIA will provide acknowledgments (receipts) to donors meeting IRS substantiation requirements for property received by WIA as a gift. It is the responsibility of the staff person who receives the donation to provide a receipt for the donation. The staff person shall ask donor dropping off in-kind donations to provide an estimated value of their donation. However, except for gifts or cash, no value shall be ascribed to any receipt or other form of substantiation of a gift received by WIA. The Chief Executive Officer will determine the use of all in-kind contributions. If a donor requests that a gift be restricted for a specific purpose, the donor may place this restriction in writing at the time of the donation.

WIA will respect the intent of the donor relating to gifts for restricted purposes and those relating to the desire to remain anonymous. With respect to anonymous gifts, WIA will restrict information about the donor to only those staff members with a need to know.

WIA will not compensate, whether through commissions, finders’ fees, or other means, any third party for directing a gift or a donor to WIA.

Social Media Policy


This policy provides guidance for staff member use of social media, which should be broadly understood for purposes of this policy to include blogs, wikis, tweets, microblogs, message boards, chat rooms, electronic newsletter, online forums, social networking sites, and any other sites and services that permit users to share information with others in a contemporaneous manner. Every day stakeholders of Walking in Authority Ministries, Inc. (WIA) embrace our mission and talk about our work in online conversations. We realize that these conversations are important and can enhance our mission and goals. Therefore, we believe it is important that we participate in social media conversations. The following procedures have been developed to help our staff participate in these conversations while respecting our mission ad our desire to be responsive, positive and mission-focused.


The following principles apply to professional use of social media on behalf of Walking in Authority Ministries, Inc. (WIA):

 Staff members need to know and adhere to the WIA’s Code of Conduct, Volunteer Handbook, and other company policies when using social media in reference to WIA.

 Staff members should be aware of the effect their actions may have on their image, as well as WIA’s image. The information that staff members post or publish may be public information for a long time.

 Staff members should be aware that WIA may observe content and information made available by staff members through social media. Staff members should use their best judgment in posting material that is neither inappropriate nor harmful to WIA, its staff members, or clients.

 Although not an exclusive list, some specific examples of prohibited social media conduce include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment.

 Staff members are not to publish, post or release any information that is considered confidential or not public. If there are questions about what is considered confidential, staff members should check with their supervisor.

 Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions. Staff members should refer these inquiries to their supervisor.

 If staff members encounter a situation while using social media that threatens to become antagonistic, staff members should disengage from the dialogue in a polite manner and see the advice of their supervisor.

 Staff members should get appropriate permission before posting images of current or former staff members, vendors, suppliers, or clients. Additionally, staff member should get appropriate permission to use a third party’s copyrighted material, trademarks, service marks or other intellectual property.

 Social media use shouldn’t interfere with staff member’s responsibilities at WIA. WIA’s computer systems are to be used for business purposes only. When using WIA’s computer systems, use of social media for business purposes is allowed (ex. Facebook, Twitter, WIA blogs and LinkedIn), but personal use of social media networks or personal blogging of online content is discouraged.

 Subject to applicable law, after-hours online activity that violates WIA’ Code of Conduct, Volunteer Handbook, or any other company policy may subject staff member to some type of disciplinary action or termination.

 If staff members publish content after-hours that involves work or subjects associated with WIA, a disclaimer should be used, such as this: “The postings on this site are my own and may not represent Walking in Authority, Inc.’s (WIA) positions, strategies or opinions.”

 It is highly recommended that staff members keep WIA related social media accounts separate from personal accounts, if practicable.