We make an active effort to prevent child abuse, which may include but is not limited to the following: A background check, and references from past employers and volunteer organizations. When practical, volunteers should not put themselves in a position in which they are alone with a single child and cannot be observed by others. Allegations or suspicions of child abuse are taken seriously and are reported to police and/or state agencies for investigation.

COACH HOPE's  goals for children are: 1. To help children develop to their fullest potential. 2. To deliver programs in a positive environment of safety, support and care. 3. To support and strengthen the family unit.

Additional Volunteer Code Of Ethics And Rules I have been informed of COACH HOPE's  position regarding child abuse, and have read and understand that portion of my Volunteer Application and Agreement titled “COACH HOPE'S" Position on the Nationwide Problem of Child Abuse.” I understand that in addition to the state mandates, COACH HOPE will, among other things, conduct a thorough check of my background. I understand that allegations or suspicions of child abuse are taken very seriously by COACH HOPE and will be reported to police and/or state agencies for investigation and that COACH HOPE will fully cooperate with any related investigations and will pursue the prosecution of child abusers to its full extent screening, I still desire consideration as a volunteer for COACH HOPE.

I affirm that the facts set forth in it are true and complete. I understand that if I am accepted as a volunteer, any false statements, omissions, or other misrepresentations made by me on this application may result in my immediate dismissal.

As a volunteer of our organization I agree to abide by the policies and procedures. I understand that I will be volunteering at my own risk and that the organization, its employees and affiliates, cannot assume any responsibility for any liability for any accident, injury or health problem which may arise from any volunteer work I perform for the organization. I agree that all the work I do is on a volunteer basis and I am not eligible to receive any monetary payment or reward.


Coach Hope prohibits and does not tolerate sexual abuse or misconduct in the workplace or during any organization-related activity. Coach Hope provides procedures for employees, volunteers, board members or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment or membership, as well as criminally prosecuted. No employee, volunteer, board member or other person, regardless of his or her title or position has the authority to commit or allow sexual abuse or misconduct.

Definitions and Examples 
The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all of the following persons – employees, volunteers or other third-parties. 

Sexual abuse or misconduct may include, but is not limited to: 
Child sexual abuse – any sexual activity, involvement or attempt of sexual contact with a person who is a minor (under 18 years old) where consent is not or cannot be given. 

Sexual activity with another who is legally incompetent or otherwise unable to give consent. 


Physical assaults or violence, such as rape, sexual battery, abuse, molestation or any attempt to commit such acts. 


Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s neck or shoulders and/or pulling against another’s body or clothes. 


Material such as pornographic or sexually explicit images, posters, calendars or objects. 


Unwelcome and inappropriate sexual activities, advances, comments, innuendos, bullying, jokes, gestures, electronic communications or     messages (e.g. email, text, social media, voicemail), exploitation, exposure, leering, stalking or invasion of sexual privacy. 

A sexually hostile environment characterized as comments or conduct that unreasonably interferes with one’s work performance or ability to do     the job or creates an intimidating, hostile or offensive environment. 


Direct or implied threats that submission to sexual advances will be a condition of employment or affiliation with the organization. 

Reporting Procedure 
Immediately report suspected sexual abuse or misconduct to the Volunteer Coordinator who will report to the Program Director. It is not required to directly confront the person who is the source of the report, question or complaint before notifying any of the individuals listed.  Coach Hope will take every reasonable measure to ensure that those named in complaint of misconduct, or are too closely associated with those involved in the complaint, will not be part of the investigative team. 

Anti-retaliation and False Allegations 
Coach Hope prohibits retaliation made against any employee, volunteer, board member or other person who lodges a good faith complaint of sexual abuse or misconduct or who participates in any related investigation. Making knowingly false or malicious accusations of sexual abuse or misconduct can have serious consequences for those who are wrongly accused.   Coach Hope prohibits making false or malicious sexual misconduct allegations, as well as deliberately providing false information during an investigation. Anyone who violates this rule is subject to disciplinary action, up to and including termination of employment or membership and criminal prosecution. 

Investigation and Follow-up 
Coach Hope will take all allegations of sexual abuse or misconduct seriously and will promptly, thoroughly and equitably investigate whether misconduct has taken place. The organization may utilize an outside third-party to conduct an investigation of misconduct. Coach Hope will cooperate fully with any investigation conducted by law enforcement or other regulatory/protective services agencies. Coach Hope will make every reasonable effort to keep the matters involved in the allegation as confidential as possible while still allowing for a prompt and thorough investigation. 

Reporting to Law Enforcement or Appropriate Child or Adult Protective Services 
Coach Hope is committed to following the state and federal legal requirements for reporting allegations or incidents of sexual abuse or misconduct to appropriate law enforcement and child or adult protective services organizations. 

It is the policy of Coach Hope not to attempt to investigate or assess the validity or credibility of an allegation of sexual or physical abuse as a condition before reporting the allegation to proper law enforcement authorities or protective services organizations. 

Employee and Worker Screening and Selection 
As part of its sexual abuse and misconduct prevention program, Coach Hope is committed to maintaining a diligent screening program for prospective and existing employees, volunteers and others that may have interaction with those employed by, associating with or serviced by Coach Hope. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references. 

Supervision of Youth 
To provide a safe environment for minors, Coach Hope strives that a minimum of two adult workers supervise or be in attendance with minors during organization-related activities. The purpose is to avoid one-on-one interactions between adults and minors that are not easily observable by others. If individual meetings with a minor must be held in an office, keep the door open. Only conduct closed door meetings when another adult is put on notice of the meeting and the door remains unlocked. 


Coach Hope is a drug-free program! The misuse of drugs and alcohol can be a serious issue within the Coach Hope Program.  Not only can one’s use lead to significant health problems but anyone under the influence of drugs or alcohol can be a hazard to themselves and others.

The purpose of this policy is to ensure the safety of all youth that we serve, employees/volunteers and to promote productivity. This policy applies to all employees, volunteers, contractors, and temporary workers. Substances covered under this policy include alcohol, illegal drugs, inhalants, prescription drugs, synthetic drugs and over-the-counter drugs.

Company Rules 
Whenever employees are working and/or volunteers are contributing their time; are present on Coach Hope premises or conducting program-related work offsite: 

1.     You may not use, possess or be under the influence of alcohol on company premises. 
2.     You may not use, possess or be under the influence of illegal drugs. 
3.     You may not sell, buy, transfer or distribute drugs. We reserve the right to report such actions to the authorities. 
4.     You may not sell, buy, transfer or distribute drug paraphernalia. 
5.     You may not use or be under the influence of inhalants. 
6.     You must follow these rules if you take prescription or over-the-counter drugs while on company premises or while conducting company business: 

A.     You may use a prescription drug only if a licensed health care provider prescribed it to you within the last year. 
B.     You may use prescription or over-the-counter drugs only if they do not generally affect your ability to work safely and effectively. 
C.    You must keep these prescribed drugs/medication(s) in their original container labeled by a licensed pharmacist or bring only a single-day supply and be prepared to produce it if asked.

Coach Hope reserves the right to consult a doctor to determine if a prescription or over-the-counter drug may create a risk of harm to you or others if you use it on the job or while volunteering your time. Coach Hope may change your work/volunteer duties or restrict you from working while you are using a prescription or over-the-counter drug that creates such a risk

7.     You must cooperate with any investigation into drug or alcohol use. An investigation may include tests to detect the use of alcohol, drugs or inhalants. 

The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee/volunteer's body system, while performing program business or while in a program facility, is prohibited.

All applicants must pass a drug test before beginning work or volunteering their time.  Refusal to submit to testing will result in disqualification of future employment or volunteer consideration.

If an employee/volunteer tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including discharge.

Testing may include urine, blood, breathalyzer oral fluid or hair tests. Before testing, you will have the chance to explain the legal use of any drugs. 

Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.


Harassment and bullying both involve behavior which harms, intimidates, threatens, victimizes, offends, degrades, humiliates or undermines dignity at work.  Harassment tends to focus on gender, race, ethnic background, color, religion or belief, sexual orientation or disability.  Harassment may be a single incident or a series of incidents. Bullying is repeated inappropriate behavior, direct or indirect and by one or more persons which undermines an individuals right to dignity. 

Some actual examples of behavior that is bullying or harassment:

  • Offensive material that is displayed publicly

  • Verbal abuse or comments that belittle people

  • Unwelcome and hurtful jokes

  • Direct or subtle threats

  • Offensive gestures

  • Ignoring, isolating or segregating a person

  • Staring or leering in a sexual way

  • Unwanted physical contact of a sexual nature

  • Aggressive physical behavior

  • Repeated behavior which a person has previously objected to


Coach Hope's Position On The Nationwide Problem Of: