Background
From its founding in 1910, and commencing with the construction of the Long Trail, volunteerism has been the backbone of the Green Mountain Club. Today, GMC volunteers donate thousands of hours annually and are part of collective ecosystem of partners and people, working together to complete the function of keeping the Long Trail System vibrant.
The Green Mountain Club strives to provide an environment that is safe, inclusive, just, fair, and consistent, and sets an expectation for professional behavior among all volunteers. By sharing common standards of acceptable behavior, the GMC can offer a unified and respectful experience for people choosing to contribute their time and talent as volunteers.
The Volunteer Code of Conduct was developed to convey expectations of acceptable behavior of GMC volunteers and to define the roles, responsibilities, and process related to reporting, investigation, and mitigation of reported misconduct.
This Code of Conduct applies to anyone who volunteers on behalf of the Green Mountain Club including but not limited to volunteer leaders, Section members, adopters and anyone who partners or interacts with the GMC by joining us in the Code. Read or print a summary of the Code of Conduct here.
Code of Conduct FAQs Incident Report Form
Statement of Purpose
The Green Mountain Club and the Long Trail System are open to all. The code of conduct is based on a culture of care and supports an organization and trail resource that is safe, inclusive, just, fair, and consistent. The purpose of this Code of Conduct is to convey expectations of acceptable behavior of GMC volunteers and to define the roles, responsibilities, and process related to reporting, investigation, and mitigation of reported misconduct.
Scope
This Code of Conduct applies to anyone who volunteers on behalf of the Green Mountain Club including but not limited to volunteer leaders, Section members, adopters and anyone who partners or interacts with the GMC by joining us in the Code. The code is applied without bias and does not unjustly exclude anyone. The Code of Conduct applies to interactions that occur across the Long Trail System, including in offices and visitor centers; on trips, at events, programs, and trainings; at GMC- operated facilities of all types; in meetings; on the Trail; at social events; in written communication, including online and social media; and at all other events, activities, and places when we are ambassadors for the GMC.
Alignment with laws
The GMC and its partners believe in, uphold, and ethically value Federal Human Rights Laws including:
- Title VII of the Civil Rights Act of 1964, as amended
- Americans with Disabilities Act of 1990
- Age Discrimination in Employment Act
- Equal Pay Act
- Pregnancy Discrimination Act
Volunteer Rights, Responsibilities
Volunteers have the right to:
- Be treated with respect,
- Have a workplace free of harassment, discrimination, or hostile conditions,
- Receive a suitable assignment,
- Receive training and necessary support,
- Have qualified supervision,
- Have safe working conditions,
- Have their time used effectively, and
- Report incidents of harassment, discrimination, or hostile conditions.
Volunteers have the responsibility to:
- Treat others with respect,
- Make safety the highest priority,
- Act in a professional manner,
- Follow trail policies and guidelines,
- Participate in training sessions and meetings,
- Perform work to the best of their ability,
- Care for trail resources, as well as
- Seek and accept feedback, guidance, and support.
All GMC volunteers are expected to represent the following Standards of Conduct:
- Treat every person you encounter with respect and courtesy.
- Conduct yourself with professionalism, humility, and restraint.
- Avoid comments or behaviors which might cause another person to become uncomfortable or offended. What constitutes offensive language or behavior is subjective. Please be sensitive to the fact that those with different life experiences may find actions or language offensive that might not seem so to you.
- Model Leave No Trace principles in everything you do on the Trail or at GMC facilities.
- Conduct and participate in activities with safety as the highest priority, while minimizing risk and impacts.
- Respect our natural and cultural resources and the ways that other people connect with one another and the Long Trail System.
- Avoid conflicts of interest.
- Stay informed of the land manager(s) policies and regulations, including guidelines and recommendations.
Violations of Rights, Responsibilities, and the Code of Conduct
The following is not an exhaustive list, but provides examples of misconduct:
- Willful disregard of safety rules and expectations which create unsafe situations.
- Harassment of any sort. Harassment can be sexual, psychological, or physical. Harassment can be verbal, digital, deliberate, unsolicited, or unwelcome.
- Violence, threats of violence, or disruption
- Offensive or hate speech directed at any group, person or nationality based on their perceived race, religion, gender, nationality, or sexual orientation
- Bullying of another person
- Illegal behavior
- Misuse of GMC funds, assets or facilities
What to Do in the Event of a Violation
Reporting:
If you believe that the Code of Conduct has been violated, please report the violation using one of the following methods:
- Report the violation through the GMC’s online incident report tool
- Contact the GMC’s Executive Director at 802-373-5676 or [email protected]
Investigation:
If the GMC receives a complaint through the online incident report tool or other means, it will be investigated by the Code of Conduct Support Team which is led by the Executive Director and comprised of 2 staff directors, 2 Board members, 1 Committee Chair, 1 Section President, and legal counsel (as necessary).
Once a complaint is received, the Executive Director will confirm receipt of the report to the complainant within 1 week.
An investigation may include reviewing documents, conducting interviews with the complainant, respondent, and witnesses (if any).
During the investigation, individual issues will be kept confidential to the fullest extent possible. Designated members of the Code of Conduct Support Team typically will speak separately with the complainant, respondent, and witnesses (if any). The Team may interview others as deemed appropriate.
Resolution:
At the conclusion of the investigation, a decision will be made by the Code of Conduct Support Team as to the need for any discipline, including but not limited to mediation or counseling, loss of membership, exclusion from activities, revocation of leader or volunteer status, or legal prosecution. As appropriate, GMC will inform the complainant(s) and the respondent(s) of the investigation’s outcome. GMC will maintain a confidential record of all resolutions.
A decision may be appealed by either the complainant or the respondent after the investigation process is completed. Appeals will be received by the GMC President who will form an appeals committee led by a Board officer, and include 1 Board member, 1 staff member, and 1 committee chair and 1 Section President. The appeals Committee will review the Code of Conduct Support Team decision and make a recommendation within 2 weeks regarding the appeal to the GMC President. Outcomes of the appeals process are final.
If deemed necessary, the composition of the appeals or the investigation committees can be altered at the discretion of the Executive Director and the President. If a conflict of interest exists with the Executive Director or the President, the decision to alter the composition of the investigation or the appeals committees will be made by the Executive Committee.
