KCC VOLUNTEER AGREEMENTKCC VOLUNTEER AGREEMENT2026 VOLUNTEER AGREEMENT General Terms and Conditions of the AgreementThis field is hidden when viewing the formYearEnter your Name(Required)Has your parents/caregiver has read this?(Required) Yes1.0 PARTIES The parties to this employment agreement are: The Karakariki Camp Trust Board trading as Karakariki Christian Camp (KCC), the "Employer"; and Named person on this form is the "Volunteer". The commencement of this agreement is 1st January 2026 and ending 31st December 2026.(Required) Accept2.0 NATURE OF THE RELATIONSHIP This Volunteer agreement sets out the terms and conditions of the relationship between the parties. Call to service We acknowledge that working at KCC is a call to Christian Service and as such all volunteers and Employee acknowledge that the time working at camp is in line with God’s will for their life and accept responsibility to seek to live in a manner consistent with Christian beliefs and values and the outworking of their personal ministry within the mission of Karakariki Christian Camp. The Volunteer acknowledges that nothing within this agreement shall be taken to imply that an employment relationship exists between the parties except where an agreement has been made by both parties in addition to this volunteer agreement. The Volunteer confirms that the nature of the relationship is one of a Volunteer to support the operational requirements of the organisation and 1. To provide the Volunteer with practical experience. 2. The Volunteer, therefore, acknowledges that they are not entitled to any provisions under the Employment Relations Act 2000 or the Holidays Act 2003 as part of this agreement. Should any subsequent offer of employment is made at a future date, the organisation retains the right to utilise a trial period pursuant to s67 of the Employment Relationships Act 2000, which would be set out in the required Individual Employment Agreement for such an opportunity.(Required) Accept3.0 POSITION AND RESPONSIBILITIES The Volunteer shall undertake several operational duties associated with the organisation as will be agreed with the Camp Manager or such a person who has been nominated by the Manager The volunteer shall report to The Management and the management report to the Trustees. When at Holiday Camps the position of a leader is outlined in the KCC Leaders manual.(Required) Accept4.0 UNDERTAKINGS The principal object of this agreement is to facilitate a productive and harmonious environment. To this end, the parties to this agreement agree that they shall attempt to implement this agreement in a spirit of goodwill and cooperation. The organisation undertakes to act in good faith in respect of the Volunteer, providing fair and proper treatment in all aspects of the relationship. The Volunteer undertakes to carry out the responsibilities and instructions honestly and diligently and to the best of their abilities.(Required) Accept5.0 ORGANISATION POLICIES The Volunteer agrees to abide by the policies of the organisation and with any directions given to them by the Camp Manager or Trustee and to comply with the Organisation house rules (as per the site manual), which may be amended from time to time. The Volunteer also acknowledges and accepts that the organisation may vary, terminate or introduce new policies. The organisation will take all reasonable steps to ensure the Volunteer is always aware of the policies, and the Volunteer agrees to make all reasonable efforts to become aware of the policies.(Required) Accept6.0 HEALTH AND SAFETY Both parties are committed to the safe operation of all plant and equipment on-site, safe working conditions, and good health of all people associated with the organisation. To facilitate this, it is provided that: 6.1 It is strictly against the rules of the organisation to interfere with or make inoperative any safety equipment or guards. 6.2 The Volunteer agrees that should he/she suffer any related personal injury, condition or accident, or should he/she become aware of any work-related personal injury, condition or accident suffered by others, the Volunteer shall immediately report all details of the matter known to the Camp Manager. 6.3 Any damage to or loss of equipment is to be reported to the organisation immediately. 6.4 Unauthorised or irresponsible use of fire protection or safety equipment may lead to the termination of this agreement. The Volunteer is required to take all reasonably practical steps to ensure the safety of themselves and others affected by his/her work and to co-operate fully with management in implementing the Organisation Health and Safety Policy, along with the requirements of the Health and Safety at Work Act 2015.(Required) Accept7.0 PRIVACY Under the Privacy Act 2020, The Volunteer shall not, whether during the currency of this agreement or after its termination for whatever reason, use, disclose or distribute to any person or entity, any confidential or privileged information, including personal opinion, to anyone without the express prior permission of the organisation. This includes social networking sites. A breach of confidentiality, fidelity or unauthorised disclosures shall be treated as serious misconduct and may result in the termination of this agreement. The organisation will keep all information held about you in confidence except for the proper running of camp or as required by law. This information will be available to you at your request.(Required) Accept8.0 RELATIONSHIP PROBLEMS BETWEEN THE PARTIES The parties will seek to resolve any relationship problems that may arise between the Volunteer and the organisation privately in the first instance. The Volunteer shall raise a problem with the organisation as soon as possible, and the parties should quickly meet to discuss the matter and endeavour to resolve it. If the parties are unable to resolve the problem, either party may seek independent mediation.(Required) Accept9.0 TERMINATION OF AGREEMENT The parties will seek to resolve any relationship problems that may arise between the Volunteer and the organisation privately in the first instance. The Volunteer shall raise a problem with the organisation as soon as possible, and the parties should quickly meet to discuss the matter and endeavour to resolve it. If the parties are unable to resolve the problem, either party may seek independent mediation. 9.1 As this is a casual contract no notice will be required other than for work already agreed to by both parties. 9.2 Termination for Serious Misconduct Notwithstanding any other provision in this agreement, the Employer may terminate this agreement summarily and without notice for serious misconduct on the part of the Employee. Serious misconduct includes, but is not limited to: • Theft. • Dishonesty. • Harassment of a work colleague or customer. • Serious or repeated failure to follow reasonable instruction or rules. • Deliberate destruction of any property belonging to the Employer. • Actions which seriously damage the Employer's reputation.(Required) Accept10.0 ACKNOWLEDGEMENT The Volunteer party to this agreement acknowledges that they have had a reasonable opportunity to seek independent advice on this agreement. The Volunteer also acknowledges that they have read, understood and accepted this agreement, the Organisation rules and any other relevant Organisation policies and legislation that has been cited within this agreement. • The Volunteer acknowledges that they have disclosed any disability, illness, injury or medical condition and any criminal conviction (or current actions that may lead to a conviction) which may impact on their performance, attendance or suitability as a Volunteer at the organisation. The Volunteer warrants that all information provided in support of the application (including any curriculum vitae or resume) was true and correct. The Volunteer acknowledges that any misrepresentation in the application or any failure to disclose conviction for an offence will amount to serious misconduct and may result in termination of this agreement. The Volunteer agrees to allow the Organisation the ability to allow third party organizations (i.e. Ministry of social development) that require access, to view information held about you for the purpose of camp assessments or accreditation or legal duties. This agreement is to be read alongside the appropriate APPENDIXs (attached) The Volunteer agrees that they have read and understood the contents of this agreement, and they had the opportunity to consult independent advice before signing this agreement.(Required) Accept11.0 (NEW) I acknowledge that if I am involved in any illegal activity while at camp or over leaders weekends, I accept that this will be reported to the police and it will be dealt with by the police, You will potentially be required to leave camp immediately.(Required) AcceptAPPENDIX 1 – HOUSE RULES and general policies To avoid any misunderstanding, you are required to take note of and abide by the following house rules and general policies, which are to be read in conjunction with the organisation’s policies, and any lawful and reasonable verbal instructions as advised by the organisation during the performance of your duties. Our clients are the primary focus of our organisation. They must be always served cheerfully and politely. GENERAL Whilst in the workplace, each Volunteer/Employee, is responsible for the security of goods, property, equipment, furniture and all chattels belonging to the organisation and/or the client during the period of work activity, and all Volunteer/Employees are required to take all reasonable precautions against theft, breakage or damage. The workplace must be always kept tidy. All materials, equipment or waste is to be kept in defined areas in a tidy condition. CONDUCT All Volunteer/Employees are required to treat clients and all others in the workplace with courtesy and to ensure that clients receive prompt, professional and friendly service always. Volunteer/Employees are also required to behave in a professional and courteous manner, whether on or off-site, representing the organisation in any form. This includes social functions and promotions that relate to the organisation and/or its clients (this will also apply to non-working hours). Volunteer/Employees will be held accountable/responsible for any actions while at or away from the organisation that will or may bring the organisation into disrepute. APPEARANCE AND DRESS Volunteer/Employees are required to maintain a tidy and professional standard of dress and grooming. Personal hygiene should be such that there is no risk of offending others. UNIFORMS Where provided, shall remain the property of the organisation. Staff shall maintain these. PUNCTUALITY Punctuality is important. The Volunteer/Employee is to be prepared and ready to commence work at the advised starting time. If you are unable to report for work or if you are going to be late for work, you are required to advise your Supervisor/Manager at your earliest opportunity prior to your usual start time or where this is not possible, at the earliest opportunity thereafter. TIME SHEETS Where applicable, these must be completed in accordance with the organisation, by the Volunteer/Employee personally, and submitted as per the organisation’s instructions. SMOKING / VAPING Everyone must observe Non-Smoking Policies of the work premises, work vehicles, and client premises at all times. PHONE USAGE/ VISITORS Personal phone use is discouraged during work hours except in cases of emergency. In the event of a call being necessary, this should be made during your break or with camp managers permission. Visitors are not permitted to ‘hang’ around work areas without the express consent of the organisation. CASH HANDLING/CREDIT The cash handling and credit procedures of the organisation must be strictly always adhered to. No credit is to be extended to any client without the prior consent of the organisation. Where credit is extended, the full name, address, and telephone number are always required. – The giving away of free or discounted products and services and/or property belonging to the organisation to any person is not permitted without the organisation’s express consent. – There are no facilities for staff IOUs. – Borrowing money from the cash funds of the organisation is prohibited. – Using an account of the organisation to pay for your own purchases is not permitted without express consent from the organisation. – Unless required as part of your normal duties, no product, stock or equipment/property is to be removed from the premises of the organisation or its clients for any reason by any Volunteer/Employee without the consent of the organisation. STAFF ACCOUNTS Staff accounts may be provided at the discretion of the organisation and are to be considered a privilege. Any purchases via Volunteer/Employees accounts must be immediately entered into the Volunteer/Employees account book on the day of purchase. Any Volunteer/Employees account may be withdrawn at the discretion of the organisation should this be deemed necessary. Volunteer/Employees must pay the balance outstanding on their accounts no later than the 20th of the month following purchase. An outstanding balance on your account will be considered a debt to the organisation. SAFETY AND SECURITY The safety and security of Volunteer/Employees and all those visiting the workplace are of paramount importance. You have a joint responsibility with the organisation to ensure and maintain a safe working environment. You are required to take all reasonable care in the performance of your work to ensure your safety and that of your fellow Volunteer/Employees and any visitors. ANY work-related accidents must be reported to the organisation and entered in the accident register immediately or at the earliest opportunity on the day of the accident. In the event of a potentially violent situation arising, do not try to be a hero. As soon as practicable, contact Management and the Police. In the event of a burglary, do not unnecessarily disturb the crime scene, and contact Management immediately. In the event of any potentially violent behaviour arising in the workplace, alert your supervisor or management. CONFIDENTIALITY– Breaches are regarded as the most serious Under no circumstances should any privileged information learnt at work relating to clients, the Organisation, or any fellow Volunteer/Employee, and, or their families, be disclosed to any other person either at work or outside the workplace excepting management where appropriate. CONFLICT OF INTEREST Volunteer/Employees must declare to the organisation any conflict of interest that may affect availability, performance or judgement.(Required) AcceptAPPENDIX 2 – ORGANISATION RULES The items listed below are examples of serious misconduct, and the list is not an exhaustive one. – Reporting for work in such a condition that in the organisation’s opinion is due to the consumption of alcohol or other substance, or any other reason that in the organisation’s opinion affects the Volunteer/Employee’s ability to carry out their duties safely or adequately – Smoking, vaping or consuming or possession of drugs on camp property – Consuming alcohol on Organisation property or during the operational hours without management’s consent – Having or consuming drugs while at the organisation (except as prescribed by a doctor), anyone under the influence are strictly forbidden on the camp property. – Unauthorised possession and movement of organisation, customer or another worker’s property – Any acts which endanger safety, health or quality – Irresponsible use of fire protection or safety equipment – Failure to abide by the Organisation policies – Fighting or verbal abuse of an Organisation Volunteer/Employee, customer, or customer on Organisation premises, or during working hours, or when attending Organisation functions – Breach of confidentiality or falsifying Organisation documentation – Refusing to obey a lawful and reasonable instruction, – Intimidation, Sexual, verbal or Racial harassment of a Volunteer/Employee or customer – Gambling on Organisation premises without management consent – Damaging Organisation property – Misrepresenting the organisation The following are examples of types of behaviours, which constitute misconduct allowing a warning. – Failure to report accidents – Failure to perform duties and responsibilities to the required standard – Being discourteous to Volunteer/Employees or customers – Wasting of time or materials – Refusal to submit to testing where the organisation believes that the Volunteer/Employee is under the influence of alcohol and non-prescribed drugs – Misuse or negligence resulting in damage to organisation, customer or Volunteer/Employee property – Using a cell phone during working hours for personal use without the approval of your supervisor – The use of abusive language offending another person on Organisation premises – Careless or indifferent performance of duties – Such other matters as the organisation may advise from time to time. The above items are examples of misconduct is not an exhaustive list.(Required) AcceptAPPENDIX 3 – POSITION DESCRIPTION A description of your role as a Volunteer/Employee is listed below but can also be aided by the Leaders Manual document. This work is designed to help Karakariki Christian Camp provide care for the children/teenagers who attend our holiday camps, and other guests who attend camps held at Karakariki Christian Camp. The Camp’s aim is to help promote the physical, emotional, social and spiritual wellbeing of the campers through providing good facilities and safely run activities. We aim to give inspiring outdoor experiences and programs that promote self-awareness, encouragement, cooperation and communication. As a Volunteer/Employee at Karakariki Christian Camp your role may include: • Assisting with Planning or/and running ministry camps, including but not limited to kids holiday camps, teen’s camps, leaders training etc. • Hosting and interacting with campers who use Karakariki Christian Camp facilities(Required) AcceptDo you have access to the KCC computers or Cell Phone, and Emails system?(Required) Yes NoAPPENDIX 4 – COMPUTER, INTERNET and EMAIL POLICY This policy applies to any Volunteer/Employee who is required to make use of phones, computer hardware, software, e-mail and/or internet while carrying out his/her duties. The Volunteer/Employee recognises that cell phones, computers, the Internet and e-mail are useful aids to communication and productivity if used properly. 1. The organisation will, where applicable, provide appropriate electronic equipment to a Volunteer/Employee to enable them to efficiency complete the duties associated with their role. All care shall be taken by the Volunteer/Employee to keep such equipment in good order. 2. The Volunteer/Employee/Employee shall not reproduce and/or remove from the Organisation premises information contained on the Organisation electronic systems, other than that reasonably necessary for the Volunteer/Employee to undertake his or her duties. 3. The Volunteer/Employee is not authorised to access areas or files of the computer records that are not relevant to carrying out his or her duties. 4. The Volunteer/Employee may not use the Organisation cell phones, computers or printers for his or her private use inside or outside work hours without the prior consent of management. 5. The organisation reserves the right to seek reimbursement from any Volunteer/Employee where unauthorised personal use has been evidenced. 6. The Volunteer/Employee must comply with all systems or procedures established by the organisation with regards to cell phone, e-mail, Internet and Intranet use. This includes instructions relating to protection from computer and other electronic viruses. 7. Text, E-mail and Internet messages on the Organisation computer are considered Organisation property. The organisation can intercept and read text and e-mail messages being sent or received on its’ equipment. The Volunteer/Employee is therefore not authorised to delete text, email or internet histories without the authority of the organisation. 8. Electronic information stored or used by the Volunteer/Employee in the course of association with the organisation may be assessed and monitored by the organisation. 9. Phone, E-mail and the Internet are Organisation resources and are to be used for Organisation purposes only. Unauthorised and/or inappropriate phone, e-mail and or Internet use by the Volunteer/Employee is prohibited with evidence of such being considered as misconduct, or in the most severe cases, serious misconduct. 10. Any text or e-mail that is offensive, pornographic, racist, received by the Volunteer/Employee, must be taken to the manager immediately. 11. Attempting to browse the Internet for, or downloading any material, information resources or files (including sounds, photos, movies, documents) of a nature that is considered abusive, offensive, racist or pornographic, as determined at the sole discretion of the organisation, will be considered serious misconduct. 12. A Volunteer/Employee can be held responsible for any e-mail, or messages sent from a device. 13. All e-mail messages should be appropriately and succinctly worded. 14. Creating/sending/exchanging an e-mail or text that is unrelated to the official running of the organisation and which may bring the organisation into disrepute is prohibited. 15. The use of social media sites to post remarks or comments that may disparage the organisation, or any other Volunteer/Employee or person associated with the organisation, or otherwise bring the Organisation name into disrepute will be deemed as serious misconduct. 16. All work-related e-mails must be filed appropriately and printed if required. 17. E-mail attachments should be saved as documents and filed appropriately if required. 18. Altering one’s e-mail address in such a way as to conceal one’s identity is prohibited. 19. Reading, deleting, copying or modifying the e-mail of other users is prohibited except as provided for within this policy. 20. All passwords must be treated as confidential. Under no circumstances should any password, personal or otherwise be disclosed to any other person. 21. The introduction of software onto the organisation’s computer without the consent of management, or the downloading and/or copying of software belonging to the organisation is also prohibited. 22. Due to the proliferation of computer viruses forwarded by via e-mail, the Volunteer/Employee must be careful of any attachments received in e-mails and websites visited. 23. Sending, copying or forwarding texts and e-mails of an offensive nature, as determined by the organisation will be considered as serious misconduct. 24. Creating and/or forwarding of chain e-mails is prohibited. Creating / sending / forwarding a message that is broadcast to a wide audience of Internet users and that is unwelcome or unsolicited (SPAM) is prohibited. 25. Any contravention of this policy shall constitute misconduct or serious misconduct depending on the seriousness of the behaviour/actions/omissions of the Volunteer/Employee and shall lead to disciplinary action being taken against the Volunteer/Employee.(Required) AcceptEmail(Required) Your Contact Number(Required)Age(Required)If you are under 18 please make sure your parents/caregiver has read thisEnter todays date:(Required)ACKNOWLEDGEMENT I have read, understood and agree to perform all duties as required.(Required)Clicking Yes is your electronic signature. YesI am not a robot(Required)Please answer this question: what is 4 hundred plus 71 Thank you for filling in this form.
