Make sure your duties to the people you serve and employ are met, and that a safety concern or a reporting duty has a clear path before you ever need it.
In Find and Manage Your Risks, last, and revisited whenever your programs or workforce change.
If anyone is being harmed or is at credible risk right now, a vulnerable person, an employee, a client, stop reading. Act to protect them, meet your legal duty to report, and get the right professional involved, immediately. Nothing here outranks a person’s safety.
| Duty | Met / Gap / Routed to |
|---|---|
| Screening those who work with vulnerable people, before they start (the screening itself lives in the volunteer and staffing work) | |
| Duties to report certain harms. Confirm your duties for your field and place, and a clear way to raise and escalate a concern | |
| A workplace free of harassment and discrimination: a policy, a way to report, a way to respond (internal handling lives in the culture and staffing work) |
The specifics of employment duties are an employment matter for the staffing work and an employment attorney; screening is for the volunteer work; a conduct complaint is for the culture work; and any live safety matter is acted on immediately and taken to the right professional. This tool makes sure the duties are surfaced, met, and routed, not that you handle each one alone.
Your answers stay in your browser on this page and are never sent anywhere. Use Save or print to keep your copy.