Volunteers must not be bound to any particular shift rota or set number of working hours per week, though these can be suggested if appropriate; their help must remain at all times a fully optional activity.
Employers must provide volunteers with appropriate, safe and insured workspaces, and should assist volunteers with any administration related to their role (such as Criminal Records Bureau checks).
Employers should commit to providing volunteers with at least the basic level of training necessary to carry out the tasks requested of them, and should consider providing further training for the volunteer according to the development of the volunteer’s role and their own aspirations. Volunteers should be assigned a mentor or manager, and their progress monitored. Those managing volunteers should be properly trained to provide the necessary support, and this role should be reflected in their own job descriptions and evaluation procedures.
Further useful guidance on an employer’s role in recruiting volunteers can be found in the Report of the Commission on the Future of Volunteering, available at: http://www.volunteering.org.uk/NR/rdonlyres/0B8EC40C-C9C5-454B-B212- C8918EF543F0/0/Manifesto_final.pdf
and the Compact Code of Good Practice: Volunteering, available at: http://www.thecompact.org.uk/shared_asp_files/GFSR.asp?NodeID=100323