Volunteers Hub

Video from the manual handling webinar with Keith Tomkins from the 17th January 2024

Warmer weather means the start of tick season — and an increased threat of Lyme disease. If you watched us on Countryfile you would have seen a long section all on ticks.

What are ticks?
Ticks are small arachnids which feed off the blood of birds and mammals, including pets and people. Ticks are widespread across the UK and can be found in both urban settings and the countryside where there is long grass, rough vegetation and woodland.

What is Lyme disease?
Lyme disease is an infection caused by bacteria called Borrelia burgdorferi. A tick picks up the bacteria from an animal such as a mouse or bird and then passes it on to the next animal it feeds on, which could be you.
 
It is important to understand the risks of ticks and Lyme disease, especially if you are working outdoors.

If you have flu like symptoms, please seek medical help and mention that you have been working in a conservation environment. 

Please find below a really useful and simple leaflet about ticks and Lyme disease.

Tick Awareness Leaflet

Please find below a link to a video, created by the Wildlife Trust, all about safeguarding for volunteers.

Watch safeguarding video for volunteers

Leptospirosis, also called Weil's disease, is an infection you can get from animals, soil or water. It's rare in the UK.

How you get leptospirosis

Leptospirosis is spread in the pee of infected animals, most commonly rats, mice, cows, pigs and dogs.

You can get leptospirosis if:

• soil or freshwater (such as water from a river, canal or lake) that contains infected pee gets in your mouth, eyes or a cut, usually during activities like kayaking, outdoor swimming or fishing
• you touch an infected animal's blood or flesh, usually from working with animals or animal parts

It's very rare to get leptospirosis from pets, other people or bites.

If you have any flu like symptoms, please seek medical help and mention that you work in a conservation environment. 

You can fine more information on the NHS website here: https://www.nhs.uk/conditions/leptospirosis/ 

Thank you for volunteering for the reserves team at Leicestershire & Rutland Wildlife Trust! 

We are all responsible for our own and each other’s health and safety so please read these reminders regularly before attending our work parties. 

Non-negotiable: 

• Listen to the Tool Talk at the start of every work party 

Safe working distances: 

• Listen to and follow staff instructions
• Do not approach the operator
• Chainsaw – felling a tree: at least two tree lengths away
• Chainsaw – general operation: 5m / 16ft
• Brushcutter – at all times: 15m / 50ft
• Swinging tools: 2 tool lengths + your arm’s length away 

Crucial: 

• Tools - only use tools provided by LRWT and that you have been trained to use
• PPE - wear appropriate PPE, provided by LRWT
• No lone working during a work party 

Personal Protective Equipment (PPE): 

• Ear defenders – within 15m of any petrol-powered machinery (noises exceeding 85dB)
• Gloves & eye protection – these are provided for your comfort and safety, please wear them
• Footwear – wear sturdy footwear, steel toe caps if you have them, wellies are handy too 

General Wellbeing: 

• Insects - report any stings or bites; any flu-like symptoms after being bitten, see your GP
• Hot weather - sun cream, long sleeves and long trousers, drinking water and a hat
• Cold weather - wear layers, bring waterproofs, dry clothing and extra hot drinks
• Emergency Contact Card – complete and update where necessary, especially your health and medication
• Allergies - alert a team member if you have an allergy and tell us where you keep your epi pen
• Food & Drink - please bring your own to our work parties. Always use hand sanitiser before eating
• Let us know – please tell us if you’re not feeling well or if you’re going home unexpectedly

In this video, which is under 10 minutes long, we explain what equality, diversity and inclusion are and why it is important for The Wildlife Trusts.

Introduction  

This policy describes the Trusts commitment to volunteering and outlines general conditions for this area of the Trust work. For the purpose of this Policy ‘the Trust’ is composed of the organisation as a whole, including Trustees, staff, volunteers and members. 

The Trust’s Commitment to Volunteering 

The Leicestershire and Rutland Wildlife Trust (LRWT or the Trust) acknowledge and greatly appreciates the dedication of its volunteers. Volunteering is the heart of the organisation, and the Trust is governed by a Board of Trustees who give their time voluntarily.  

We recognise that volunteers are vital to our success in effectively achieving our vision and associated goals (see below). Volunteers can provide specialist expertise, resources to enable us to carry out work beyond the remit and capacity of the staff team, detailed local knowledge and a constituency for wildlife in local communities.  

Volunteers at LRWT undertake an extremely wide range of duties and cover every aspect of the Trust’s work; from the practical to the academic, from education to marketing, from leading walks to surveying and greeting visitors at our visitor centres.  

Volunteers at LRWT come from a wide variety of backgrounds, are of all ages and have a wide variety of interests. Volunteers at LRWT have different aspirations and abilities. Some people have volunteered with the Trust for decades, for others the Trust provides a first taste of volunteering.  

LRWT is committed to volunteering and aims to be a friendly and welcoming organisation that will continue to involve volunteers across the range of its work, wherever this is appropriate.  

Volunteers will be treated with respect, will be given all due recognition and as part of its Duty of Care, the Trust recognises that everyone’s safety is paramount. 

Our Vision and Goals 

Our vision is of a thriving natural world, with our wildlife and habitats playing a valued role in addressing the climate and ecological emergencies, and people inspired and empowered to take action for nature.  

Our goals to help us bring our vision to life are: 

• Goal 1 - Nature in Leicestershire and Rutland is in recovery with abundant, diverse wildlife and natural processes creating wilder land where people and nature thrive
• Gaol 2 - People in Leicestershire and Rutland are taking action for nature and the climate, resulting in better decision-making for the environment at both the local level and national level 

• Goal 3 - Nature in Leicestershire and Rutland is playing a central and valued role in helping to address local and global problems 

   

Definition of a volunteer 

For the purpose of this Policy, volunteers are defined as people who, unpaid, contribute their time, energy and skills to benefit the aims and objectives of the Trust. Activities are  carried out without the expectation of financial reward. No enforceable obligation,  contractual or otherwise, can be imposed on volunteers to attend, give or be set a minimum amount of time to carry out the tasks provided. Likewise, the Trust cannot be compelled to provide regular work, or payment or other benefit for any activity undertaken. However, in order to keep you safe and to ensure that organisational aims are met, the Trust will set out clear expectations from the outset. 

We recognise that the role and responsibilities of Trustees are very different to those of other volunteers, and therefore the Volunteer Policy does not apply to Trustees However, when an elected Trustee contributes their time, other than in the capacity of their Trustee role, this Policy is applicable. 

Volunteer Recruitment 

Recruitment will be carried out to attract a diverse range of volunteers. Recruitment will be designed to be accessible, using a variety of media, and words and images that do not create barriers to access.  

Additional efforts may be taken to reach communities and groups which LRWT have been less successful at reaching.  

The Trust will develop its volunteer network through: 

• Responding effectively to enquiries into volunteering for the Trust.
• Maintaining a list of volunteer opportunities, contributions to which will be encouraged from all staff and volunteers.
• Maintaining a volunteer database which will enable volunteer skills to be used efficiently by matching them to the most appropriate tasks.
• Producing volunteer task descriptions, which will outline the main aims and responsibilities involved in these roles. 

What are the benefits to volunteering? 

Through volunteering with the Trust, we provide opportunities for volunteers to gain: 

• Knowledge, skills and experience
• Enjoyment and friendship
• The opportunity to meet people with similar interests
• The knowledge that they are contributing to nature conservation
• The chance to improve their local environment
• A better understanding of the work of the Trust
• The opportunity to share their skills, knowledge and experience with others 

• Skills that may improve their employment prospects in this field 

   

How do volunteers benefit the trust?  

Through working with volunteers, the Trust gains: 

• Knowledge, skills and experience from individuals' experiences
• The ability to further our work and inspire more people
• Local and specialist knowledge
• Ideas and enthusiasm
• The opportunity to make more people aware of the Trust’s work 

What does the Trust expect from its volunteers 

Volunteers are representatives of the Trust and should follow the agreed work plans Trust policies.  

To further the work of the Trust volunteers should endeavour to: 

• Attend any relevant training or briefing sessions before or during your role
• Always act as a positive advocate and ambassador for the Trust and its aims
• Follow instructions and not put yourself or any other person at risk through your actions
• Comply with all the policies relating to, but not limited to, health and safety, lone working, safeguarding, risk management, GDPR.
• Treat all other volunteers, staff, trustees and members of the public professionally and with respect and courtesy at all times
• Be reliable and meet the commitments you have made to the Trust
• Inform your volunteer leader or volunteer coordinator of any problems or concerns promptly
• Respect confidentiality of data and personal information
• Be mindful of the power of social media and make clear that any views expressed in relation to your volunteer role are our own and not those of the Trust
• Provide feedback to us on your experience(s) to help improve our volunteer offer
• Return your unform if volunteering is ceased
• Act responsibly and sensitively towards wildlife
• Do not use any machinery or equipment that you have not been trained to use
• Operate without prejudice to race, age, gender, ethnicity, disability, sexuality, cultural background, residency status or religious beliefs
• Do not use offensive language
• Do not behave aggressively or intimidate other volunteers or staff members
• Inform the member of staff in charge if you are leaving the work site
• Keep the Trust informed with up-to-date details of relevant medical conditions and medication
• Ask for support if needed 

More information about the Trust expectations and volunteers’ expectations as a volunteer can be found in the Volunteer Code of Conduct. 

When a volunteer has started their information is registered centrally with the Volunteer Coordinator to help ensure good communication and consistent standards across the organisation. All volunteer information is kept securely and in line with our Data Protection Policy. 

Induction and Training  

All new volunteers will receive an appropriate welcome and induction from a member of staff or another volunteer. This will equip them to carry out their activities and understand their contribution to LRWT mission. While the induction has a vital role in imparting information, its most crucial function must be to welcome new volunteers to the organisation.  

All volunteers will receive: 

• A welcome email
• The Volunteer Handbook
• Any handbooks specific to their role
• Any handout information specific to their role
• Online training prior to starting their role
• Team leader's details 

All volunteers will also then receive an onsite and in person induction relating to their task and the specific location.  

If a specific task requires training, and the volunteer wishes to undertake the task, LRWT will provide appropriate in house or external training to volunteers. 

Management, Support and Communications  

Volunteer management  

To ensure that volunteer time is used to its full potential the Trust will: 

• Commit sufficient resources to the volunteer/staff partnership.
• Match volunteers to the appropriate activities.
• Ensure that staff are clear of their responsibilities regarding volunteers.
• Ensure that volunteers are aware of their responsibilities to the Trust.
• Encourage good communication between staff and volunteers. 

All volunteers will be given the name of the person/ leader who will provide support to them in their volunteering. Volunteers should be given the opportunity to review their volunteering and make appropriate changes to their role in agreement with their LRWT leader or Volunteer Coordinator. Feedback from volunteers is encouraged and communicated within the organisation to ensure improvements in practices and policies.  

LRWT will do its utmost to communicate effectively with its volunteers: 

• Volunteers who provide their email address and don’t opt out, will receive regular newsletters containing information around the Trusts activities.
• A specific page on the LRWT website (Volunteer Hub) for volunteers is regularly updated and includes key policies.
• Any change in ways of working or legislation will be communicated either in person or via email if relevant to the volunteer role.  

Support for volunteers  

The Trust will ensure that it supports volunteers by: 

• Identifying volunteer expectations and combining them with the needs of the Trust as a whole
• Allocating a team leader to each volunteer, who will provide support and guidance
• Producing an induction programme and guidelines appropriate to the volunteer’s activity
• Dealing efficiently with complaints either by or about volunteers
• Operating within an environment that encourages equal opportunities for both staff and volunteers
• Ensuring that volunteers are aware of, and follow the Health & Safety policy and guidelines, and provide training to enable them to do so
• Supplying training appropriate to the volunteer task
• Providing appropriate insurance cover
• Ensuring volunteers are aware of any statutory requirements 

• Keeping volunteers informed of Trust policies and any changes made to them 

   

Problem solving procedure 

Staff and Volunteers should refer to the Volunteer Problem Solving Procedure when dealing with a difficult situation. This may be a complaint raised by a volunteer, a member of staff or a member of the public.  

LRWT sets high standards of behaviour for all staff members and volunteers and does not tolerate any inappropriate behaviour.  

In the case of a serious act of misconduct (please refer to the Problem Solving Procedure which outlines the severity of behaviours) a volunteer can be asked to leave immediately. If necessary, the senior leadership team will hear any appeals against such action once the internal appeals procedure has been exhausted. 

Commitment to diversity and equity 

LRWT is committed to developing and maintaining an organisation in which differing ideas, abilities, backgrounds and needs are fostered and valued, and where those with diverse backgrounds and experiences are able to participate and contribute. All employees and volunteers are required to adhere to these general principles. If these principles are not followed than volunteer dismissal may happen. More information about this can be found in the Volunteer Problem Solving Procedure. 

Health, Safety and safeguarding (including insurance)  

LRWT has a duty of care to ensure that a safe and healthy environment is provided for all volunteers. All volunteers have a duty of care to themselves and others. The LRWT Health & Safety Policy and the Safeguarding Policy is available on the Volunteering Hub of the Trust’s website. 

• LRWT will take seriously any breaches of safeguarding and health and safety good practice.
• Registered volunteers are covered by Trust insurance (public liability, employer’s liability, personal accident) when working on Trust nature reserves, on third party land under the direct supervision of Trust staff and from home, where suitably qualified and where activities are risk assessed
• Volunteers providing professional advice or consultancy on behalf of the Trust would normally be expected to carry their own Public Liability insurance, unless the role is agreed with and provided within an arrangement between the Trust and their employer
• Volunteers driving Trust vehicles or using machinery will do so in line with the training given
• Registered volunteers are expected to work within the Trust’s Health and Safety Policy and procedures, as directed by their Volunteer Leader
• Registered volunteers will be briefed by their Volunteer Leader on risk assessment findings relating to the role, locations and tasks in accordance with the Trust’s Health and Safety Policy
• Volunteer roles are open to anyone aged 18 or over. There is no upper age limit on volunteering. 

Confidentiality  

LRWT will deal confidentially with information about volunteers wherever appropriate. In return volunteers are expected to respect the requirements for confidentiality in their activities with the Trust.  

For more information, please refer to the Data Protection Policy which is available on the Volunteer Hub.  

Further Information  

LRWT cannot pay travel expenses but will reimburse volunteers for out-of-pocket expenses if they have been approved by a staff member in advance. LRWT can under no circumstances pay above actual, reasonable out-of-pocket expenses related to the volunteering activity. 

LRWT produces a Volunteer Handbook, which is available on the Volunteer Hub. This handbook will be revised regularly and is a key document for volunteers. 

Review 

To ensure that the policy remains practical and up to date it will be reviewed on a regular basis. 

This code of conduct is designed to protect all staff and volunteers, enabling them to carry out work in a safe, enjoyable environment. We welcome constructive feedback on how we might improve our organisation and support that we give to you.  

If you do not follow the responsibilities set out in this document, your role may be ended/suspended without warning depending on the reason for ending/suspending the role. We will always explain the rationale behind our reasoning and give you the opportunity to respond. 

Our responsibilities to you 

• To have a named member of staff as your volunteer leader.
• To receive an appropriate induction process for your role and opportunities to meet with staff and other volunteers.
• To be given a clearly defined outline of the task(s) we would like you to undertake.
• To be asked to only complete tasks that fall within the role requirements and that you are capable of undertaking.
• To understand how your role/ the task positively supports the work of Leicestershire and Rutland Wildlife Trust.
• To be instructed how to use tools and equipment safely.
• To be offered training and development opportunities appropriate to your role.
• To be provided with a safe and positive working environment.
• To be treated in a fair, respectful and consistent manner.
• To experience equality of opportunity throughout your time volunteering with Leicestershire and Rutland wildlife trust.
• To be informed of any changes and kept informed of developments within the Trust that may affect your role.
• To have access to our Volunteer Problem Solving Procedure.
• To receive any pre-agreed expenses for your volunteer role on time and at the agreed rates.  

Your responsibilities as a volunteer of Leicestershire and Rutland Wildlife Trust 

• To attend any relevant training or briefing sessions.
• To always act as a positive advocate and ambassador for the Trust and its aims.
• To follow instructions and not put yourself or any other person at risk through your actions.
• To comply with all the policies and procedures, including but not limited to health and safety, lone working, safeguarding, risk management, GDPR.
• To treat all other volunteers, staff, trustees and members of the public professionally and with respect and courtesy at all times.
• To be reliable and meet the commitments you have made to the Trust.
• To inform your volunteer leader or volunteer coordinator of any problems or concerns promptly.
• To respect confidentiality of data and personal information.
• To be mindful of the power of social media and make clear that any views expressed in relation to your volunteer role are your own and not those of the Trust.
• To provide feedback to us on your experience(s) to help improve our volunteer offer.
• To return your uniform if volunteering is ceased.
• Act responsibly and sensitively towards wildlife
• To not use any machinery or equipment that you have not been trained to use
• Operate without prejudice to race, age, gender, ethnicity, disability, sexuality, status, cultural background, residency status or religious beliefs
• To not use offensive language
• To not behave aggressively or intimidate other volunteers or staff members
• Inform the member of staff in charge if you are leaving the work site
• Inform your team leader or volunteer coordinator if there is any change in your health.
• To use the Volunteer Problem Solving Procedure when needed. 

If you would like to make a suggestion, please contact the volunteer coordinator on volunteering@lrwt.org.uk 

Introduction 

Leicestershire and Rutland Wildlife Trust (referred to as the ‘Trust’) values and respects its volunteers and we’re grateful for their invaluable support. We aim to make the volunteering experience an enjoyable and positive one, where support is available to all volunteers. This problem-solving procedure can be followed by staff or volunteers in the event of a conflict with a volunteer.

Why do we have a problem-solving procedure? 

We have a problem-solving procedure to ensure that our volunteers are treated in a fair and equal manner. It is also in place as we seek to deliver a volunteer programme that demonstrates respect for our volunteers and to protect the reputation of the Trust. It is considered a measure of good practice in volunteer management that we will address poor performance or unacceptable behaviour through a specific policy. Our problem-solving procedure covers what a staff member should do if they have a concern regarding a volunteer, and what a volunteer should do if they have a concern regarding another volunteer.

Informal problem-solving procedure

It should be noted that in the cases of extreme unacceptable behaviour, the Trust reserves the right to move straight to the formal problem-solving procedure.

Step one

If the volunteer or staff member feels able to do so, they should first discuss the matter with the volunteer in question and ideally resolve this in an informal manner. Both parties should seek to resolve problems through open and fair conversations, preferably in person. Any information discussed during this conversation should be treated in confidence.

Step two

If the volunteer or staff member is uncomfortable with implementing step 1, and there is due cause, they should raise the matter with their volunteer team leader (volunteer) or the Volunteer Coordinator (volunteer/staff) who may act as a mediator. All parties will seek to resolve problems through open and fair conversations, preferably in person. Any information gathered or raised during this intervention will be treated in confidence. The volunteer will be informed of all concerns by the staff member, and we will make every possible attempt to resolve the concern at this stage.

The Volunteer Coordinator will ensure that: 

• The meeting takes place as soon as possible in a quiet place and in a convenient and neutral location where interruptions are unlikely
• Both parties are given sufficient time to talk and to give their perspective
• Possible solutions are discussed and clearly understood by both parties
• Any actions are agreed 

It may be necessary to have more than one conversation to resolve the issue. If this is the case, the above points will be followed in subsequent meetings. 

Formal problem-solving procedure 

It should be noted that in the cases of extreme unacceptable behaviour, the Trust reserves the right to move straight to step five of this process. 

Step three: Formal Meeting 

If there is no improvement to the previous concern raised regarding the volunteer, or where the concern is of a serious nature it will be necessary to invite the volunteer to a formal meeting in which the volunteer may be accompanied by a companion of their choice. Where mitigating circumstances have contributed to the concern raised, these should be discussed and may be taken into consideration. 

For the formal procedure to be followed, the Volunteer Coordinator must be informed before any meetings are carried out. The Volunteer Coordinator will: 

• Write to the volunteer inviting them to a formal meeting
• Ensure that the volunteer receives a written statement of the issue along with a copy of this procedure and access to any relevant information relating to the concern
• Ensure the volunteer is given enough time to prepare (a minimum of 7 days) whilst also ensuring that the meeting takes place as soon as possible
• Ensure any possible solutions are discussed and clearly understood by each party
• Take notes during the meeting and ensure that these are shared within 14 days
• Ensure that any actions agreed to resolve the situation are understood by all and a time is set to review the outcomes of these actions
• Ensure that the volunteer understands what will happen if agreed actions are not met
• Consider whether the volunteer should be temporarily suspended from volunteering for a period of further investigation

Step four: Written Warning 

If the issue is not resolved satisfactorily, the Volunteer Coordinator will send the volunteer a written warning after first consulting with the volunteer team leader. 

The warning will explain:

• What was discussed during the formal meeting and why the written warning has become necessary
• Any steps that the volunteer will be expected to take or improve on within a specified amount of time

If the volunteer does not agree to the next steps outlined within the written warning, they may be removed from being a volunteer with the Trust. 

Step five: Removal

If there is no improvement to performance or change in behaviour after the agreed period set out in the written warning, or in cases of extreme unacceptable behaviour then the volunteer will be refused permission to continue to volunteer with the Trust. The final decision to remove a volunteer will be made by the Volunteer Coordinator. Where possible, the volunteer will be informed in person and this will be followed by written confirmation explaining why the volunteer will be removed, with information about the appeals process.

A volunteer who has been removed will not automatically be removed as a member, but may risk their membership being cancelled, depending on the circumstances that led to their removal, this will be decided upon a case-by-case basis.

Appeal 

If a volunteer wishes to, they may appeal the decision. They must do this in writing within 14 days to an appointed member of the senior leadership team, who will then arrange an appeal meeting. An appeal should outline the reasons for appealing the decision and any evidence related to the appeal. In exceptional circumstances, new information that wasn’t available at the time, may be considered. Each situation will be examined thoroughly, and the appeals panel will look solely at the information contained in the appeal. The removed volunteer can be accompanied by a companion of their choice. 

Once the appeal has been heard and the removed volunteer is given a full and fair opportunity to present their appeal, a member of the senior leadership team will write to the volunteer informing them of the outcome of the appeal. 

If no appeal is raised within 14 days of the decision to remove a volunteer, the team with whom the volunteer worked will be informed that the volunteer will not be returning. No information shared as part of the problem-solving procedure will be passed to this team.

Additional information: Suspension 

There may be occasions where a volunteer may be temporarily suspended from their role. This will allow the Trust the opportunity to thoroughly carry out an investigation. The period of suspension will be clearly defined to the volunteer. Suspension will not be considered as confirmation of any wrongdoing. 

The role of the Volunteer Coordinator

The Volunteer Coordinator will act as the first point of contact for any issues relating to the problem-solving procedure. 

Severity of concerns 

The Volunteer Coordinator is responsible for classifying the severity of a concern that has been raised. Where extremely serious concerns are raised it may be necessary to carry out an external investigation. This will not be necessary for most cases but will apply where a statutory agency e.g. the police, would investigate, for example in the cases of theft, fraud or allegations of abuse.

What should a volunteer do if they have a concern or issue with a member of staff? 

If the volunteer feels able to do so, they should first discuss the matter with their volunteer team leader. If they are uncomfortable with this, they should raise the matter with the Volunteer Coordinator. Wherever possible, the concern will be raised directly with the member of staff concerned and ideally resolved through the informal problem-solving procedure as outlined above. If the problem cannot be resolved through the informal problem-solving procedure and there is due cause, the matter may be escalated to an appropriate LRWT procedure as advised by the Volunteer Co-ordinator, or member of the Senior Leadership Team, and the volunteer will be advised of the procedure relating to this.

Appendix 

An appendix is included which is not exhaustive but provides examples of what may be deemed unacceptable or extreme unacceptable behaviour.

Example Behaviour Categorisation

Unacceptable Behaviour – depending on the severity, these may be deemed as minor or serious; the following is a non-exhaustive list of examples

• Unsatisfactory performance or failure to carry out reasonable volunteering activities as requested by the volunteer supervisor
• Not fulfilling, or acting outside of a role description
• Using inappropriate language which others may deem offensive
• Unhelpful or discourteous behaviour towards others
• Not following the policies, procedures, values or rules set by Leicestershire and Rutland Wildlife Trust

Extreme unacceptable behaviour: These will be considered as serious or extremely serious; the following is a non-exhaustive list of examples

Acts of this nature will usually result in dismissal from volunteering: 

• Theft, fraud, dishonesty or deliberate falsification of Leicestershire and Rutland Wildlife Trust documentation
• Violence or assault including abusive, threatening or offensive behaviour to others
• Harassment of any Trust employees, volunteers, members, visitors, clients or partners
• Lack of control of animals such as dogs which may pose a risk to others
• Repeated failure to comply with the charity’s policies and procedures
• Reoccurrence of a minor issue, or a number of different minor incidents
• Prolonged negative attitude towards others
• Serious misrepresentation or negative representation of the Trust
• Malicious damage to property belonging to Leicestershire and Rutland Wildlife Trust, its staff, volunteers or visitors
• Serious breach of confidence
• Violation of Leicestershire and Rutland Wildlife Trust’s safeguarding policy
• Acts of incitement or actual acts of discrimination or harassment or abuse or bullying (mental or physical) on the grounds of gender, race, age, religion, colour, ethnic origin or sexual orientation against another Volunteer, member of staff or the public.
• Being unfit for the role due to the effects of alcohol or illegal drugs or possession of drugs
• Misuse of the charity’s name
• Failure to follow health & safety guidelines, or failing to report concerns relating to the health, safety and welfare of others

In Focus, based at the Anglian Water Bird Watching Centre, Egleton, Rutland do a 15% discount to LRWT volunteers and staff.

This discount is only on Viking products and their prices rage from £40 - £500.

Maximum of one purchase per year of a given type - e.g. 1x binocular, 1x scope

You can look at their produces on their website - In Focus | Binocular & Telescope Specialists

ID is required, so if you are wanting to place a purchase, please email Paige, Volunteer Coordinator on volunteering@lrwt.org.uk and she will rpovide you with a letter confirming you are a volutneer.

Happy Shopping!

You can update your details, and anything else you need to tell us about your volunteering role by getting in touch:

• Email volunteering@lrwt.org.uk
• Call 01572 720049 to speak to our Team
• Write to us at Volunteer Training Centre, Oakham Road, Oakham, Rutland, LE15 8TL

You can find a copy of the Volunteer Handbook at the top of this page. You can either read it online or download it onto your device.

• If you would like a printed copy then please get in touch and we can arrange this for you.

We fully understand that might no longer be able to volunteer with us. This could be for a variety of different reasons such as you have moved away or no longer have the time to volunteer. Please get in contact and let us know if you are stopping volunteering with the Wildlife Trust.

• Email volunteering@lrwt.org.uk
• Call 01572 720049 to speak to our Team

If you were down to volunteer but now can't make it, please contact the member of staff you were going to be volunteering with and let them know as soon as possible. If you are not able to reach them then contact the volunteer coordinator using the details below.

• Email volunteering@lrwt.org.uk
• Call 01572 720049 to speak to our Team