Addressing
Volunteer Behavior
Youth Emphasis Wisline
January 6, 2005
Melanie Miller and Sue Pleskac
It’s a PRIVILEGE
to volunteer
- not a right.
Discipline and Dismissal
Discipline and Dismissal of Volunteers
are no longer optional.
 However, conflicts and differences in
perceptions do occur.
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Discipline and Dismissal
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The values, ethics and integrity of a program director
and the volunteer are at stake. The termination of
volunteers is a part of the ethical responsibility which
volunteer managers must shoulder. It is a process
which begins with the initial orientation of the
volunteer and continues throughout the volunteer
process.

Ann Cook, 1992
When a problem exists or is
brought to your attention…

Your response to each situation should
be
– This issue may become a bigger problem
– Further steps may become necessary
– You may be called on to
defend your actions now
that you are informed
Because problems can
develop...
Maintain professional relationships with
volunteers
 There is a “line”
 Balance is importance
 Have established policies

So what do I do?
Make sure you have the facts –
investigate
 Talk with the person face-to-face if
possible – it’s the best
 Remain as neutral as possible
 Maintain confidentiality
 Take good notes

Discipline and Dismissal

Steps in a progressive discipline process
– Verbal warnings
– Written warnings
– Suspension
– Dismissal

Example: UWEX /4-H model
Outline for a Verbal Warning
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1. Describe alleged deed.
2. Cite policy which is violated.
3. Explain reason for policy.
4. Ask volunteer if perceived problem exists to them.
5. Ask volunteer what should be done.
6. Reaffirm importance of compliance.
7. Express importance of compliance and confidence.
they can change their behavior.
– Linda Graff and Associates
A Written Warning should
include...
Elements of Verbal Warning
 Plus - time frame for change and end of
opportunity
 Plus - Consequences
for no change

How do we contribute to
disciplinary problems?
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Inadequate orientation
Didn’t monitor work
Thought if ignored problem, it would go away
Minimized seriousness of situation
Accepted any volunteer –even if they weren’t
right for the job
Didn’t want to scare them off with actual
expectations
Grounds for Dismissal
Identified unacceptable actions
 Abuse of power
 Inability or failure to meet expectations
 Inability to work within the mission
 Inability to change ( self or program)
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– Linda Graff and Associates
How to discipline..
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Act ethically and compassionately
Act quickly
Document every step
Use steps in verbal warning
Be prepared to listen to volunteers perspective
Establish time frame
Follow through
Rightful Dismissal
Must be able to prove charges
 Charges must be sufficient to warrant
dismissal
 Cause must be related to job
performance
 Procedures must have been followed

Linda Graff and Associates
IMMEDIATE DISMISSAL

Any behavior or action which is
detrimental to the health, safety or
reputation of agency personnel, clients
or the agency itself.
If safety concerns exist..
Assess personal risk
 Have a plan
 Notify authorities if possible
 Never handle a dismissal situation alone

Volunteer Legal Issues
Stay Calm
 You have the University and the State
of Wisconsin behind you
 Apply Best practices
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Best Practices
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Keep the discussion to a minimum
You are not alone..
Work with your liaison
 Remember to follow best practices
 Keep your focus on a quality youth
program
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