spcaLA Volunteer Application
*Indicates a required field
Waiver & Form Acknowledgement
This Agreement is entered into with The Society for the Prevention of Cruelty to Animals Los Angeles (spcaLA) by the “Volunteer”), in order to permit Volunteer to participate in the spcaLA Volunteer Program. This Agreement is for the benefit of spcaLA and each of its staff members, employees, officers, directors, agents, and representatives (known individually as an “Indemnitee” and collectively as “Indemnitees”). Volunteer acknowledges and agrees that all work performed as a Volunteer for spcaLA will not be compensated. spcaLA recommends that Volunteer obtain a tetanus vaccination before participating in the Volunteer Program.
Volunteer acknowledges that he/she will be working with and have contact with shelter animals, that the activity of working with and having contact with animals is hazardous and that contact with animals is unpredictable. Consequently, spcaLA will not be liable for and Volunteer assumes all risk of any injury or accident that occurs while Volunteer works with and has contact with the animals. Following is a list of some, but not all, of the risks associated with Volunteer participating in the Volunteer Program:
• Bites or scratches from dogs, cats, rabbits, rodents, reptiles, and birds
• Injuries relating to wrist/hand/fingers/legs from being knocked down or pulled excessively by a dog
• Injuries resulting from handling animals, facility maintenance, cleaning procedures, etc.
• Injuries related to lifting animals, food, litter, or equipment
• Injuries caused from grooming equipment-such as clippers, shears, driers, etc.
• Exposure to flea/tick bites or ring worm infestation
• Exposure to internal/external parasites or zoonotic illnesses (human illness contracted from animals)
• Exposure to cleaners, latex gloves, bleach, parasite control products
• Exposure to or incidents relating to the public/volunteers (outbursts, inappropriate conduct)
• Loss of personal property
• Damage to clothing from animals, cages, chemicals, etc.
• Any type of damage to car while parked on spcaLA grounds
Volunteer acknowledges that personal injury or illness, disability and/or death, and/or loss of or damage to personal property may occur as a result of Volunteer’s participation in the Volunteer Program. Volunteer agrees to hold harmless spcaLA and the Indemnitees from any liabilities, losses, damages, actions, costs and expenses, known or unknown, which Volunteer or his/her executors or assigns may have or incur arising from or related to Volunteer’s participation in the Volunteer Program and/or Volunteer’s failure to obtain a tetanus vaccination prior to commencing work as a Volunteer, including but not limited to personal injury or illness, death, disability, property damage, attorney’s fees and expenses of litigation and settlement, whether or not such injury, illness, death, disability, property damage, loss, or expense is caused by negligence of spcaLA, any Indemnitee, or a third party. Volunteer’s services are provided strictly on a voluntary basis without any express or implied promise of salary, compensation, or other payment of any kind whatsoever, and without entitlement to any benefits, including but not limited to employment insurance programs, worker’s compensation, paid vacations, or sick time. Volunteer acknowledges as a Volunteer working without compensation, Volunteer is not covered by California State Worker’s Compensation Law.
Volunteer represents and warrants that he/she is physically and mentally fit to safely work with animals and the public at the spcaLA facilities. Should an accident or other medical emergency, injury or illness occur while Volunteer is performing work through the Volunteer Program, and spcaLA staff members are unable to timely reach any of the Emergency Contacts provided by Volunteer for medical authorizations, then Volunteer hereby consents to spcaLA staff members to authorize necessary medical treatment, hospitalization, etc., including but not limited to, injections, anesthesia, surgery, and medication.
Volunteer represents and warrants that he/she has current medical insurance coverage and agrees to be responsible for any and all costs and expenses incurred in connection with any such medical treatment and hospitalization.
If any provision of this Agreement is found to be unenforceable in any way, it shall be enforced to the maximum extent possible and all other provisions of this Agreement shall remain in full force and effect. The Agreement is governed by California law.
The Society is committed to providing a work environment that is free of harassment. Harassment based on an individual’s race, color, religion, sex, national origin, ancestry, age, medical condition (cancer-related condition), physical or mental disability, genetic characteristics, Vietnam Era veterans status or disabled veterans status, marital status, sexual orientation or any other legally-protected characteristic will not be tolerated. All employees are expected to abide by the policy.
Definition of Sexual Harassment
Sexual harassment refers to behavior of a sexual nature that is unwelcome and personally offensive to its recipients. Sexual harassment is a form of employee misconduct that is demeaning to another person and undermines the integrity of the employment relationship.
For example, unwanted physical contact, foul language of an offensive and sexual nature, sexually oriented propositions, jokes or remarks, obscene gestures or the display of sexually explicit pictures, cartoons, screen savers or other materials, or improper use of the computer system to harass others may reasonably be considered offensive to another employee and, thus, should not occur. This policy applies to both direct, personal interactions and communications accomplished through the Society’s e-mail, voicemail, computer and online systems.
Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute ‘sexual harassment’ when:
• submission to such conduct is made explicitly or implicitly a condition of your employment;
• submission to or rejection of such conduct is used as a basis for an employment decision affecting you; or
• the harassment has the purpose or effect of unreasonably interfering with your work performance or creating an environment that is intimidating, hostile or offensive to you.
If you feel that you have been harassed based on your race, color, religion, sex, national origin, ancestry, age, medical condition (cancer-related condition), physical or mental disability, genetic characteristics, Vietnam Era veterans status or disabled veterans status, marital status, sexual orientation, or other legally protected characteristic, you should immediately report the matter to your supervisor. If that person is unavailable or if you believe that it would be inappropriate to contact your supervisor, you should immediately contact the Human Resources Department.
A prompt investigation will be conducted and appropriate corrective action will be taken where it is warranted.
Any supervisor or manager who becomes aware of any possible sexual or other unlawful harassment should immediately advise the Human Resources Department, for an investigation of the matter. All complaints of unlawful harassment will be investigated in as discreet and confidential a fashion as possible. No person will be adversely affected in employment with the Society as a result of bringing complaints of unlawful harassment.
Any employee engaging in improper harassment will be subject to disciplinary action, including possible termination of employment.
We encourage you to use the Society’s procedure for resolving complaints of harassment, including claims of sexual harassment, and we believe that this procedure is effective. However, you may file complaints of discrimination, including complaints of sexual harassment or retaliation for having made claims of sexual harassment, with the California Department of Fair Employment and Housing (“DFEH”). If the complaint is not resolved by DFEH, it may be heard by the California Fair Employment and Housing Commission (“FEHC”). FEHC may dismiss the complaint or may order a variety of remedies such as hiring, reinstatement, actual damages, compensatory damages or penalties. The DFEH can be contacted at 1-800-884-1684. You can contact the nearest field office of the EEOC by calling 1-800-669-4000. You should be aware that both federal and state law provide time limits within which complaints must be filed. Therefore, you should contact the relevant agency to determine the applicable time limit.
Entering your name below constitutes a signature, etc.
Volunteering as a Youth/Adult Team
Yes NoAre you applying as the teammate for a youth volunteer?
To be completed only if you plan to volunteer as an adult teammate to a Youth Volunteer:
Youth Volunteers, ages 12-17, must be accompanied by an adult teammate at all times. An adult teammate must be 18 years or older and he/she can be a parent, guardian, family member or friend. The adult teammate is trained as a volunteer and supervises his/her Youth Volunteer teammate at all times (this includes New Volunteer Orientation and all training workshops).
In signing this agreement, I, the undersigned, agree to supervise the Youth Volunteer named below as his/her adult teammate while volunteering at spcaLA.
Youth Volunteer Name*
I, the undersigned, verify that I have read the enclosed application and have completed the application truthfully to the best of my ability and knewledge. I understand that any information provided by me on this document (and/or any subsequent document) that is found to be false, incomplete or misrepresented in any respect, will be sufficient cause to (i) eliminate me from further consideration for involvement in the spcaLA or (ii) may result in my immediate discharge from the Agency’s service, whenever it is discovered.
Yes NoHave you, yourself, personally completed this application?