Member Service Agreement
- Position Description and Benefits
- Loan Forbearance and Interest Accrual
- Service Activity Performance Standards
- Standards of Conduct
- Prohibited Activities
- Drug Free Workplace
- Inclusive Environment
- Grievance Policy
- Restrictions on Fundraising
- AmeriCorps Provisions of Nonduplication and Nondisplacement
- Reasons for Release from Term of Service
- Release of Liability
- File Review
- Unemployment
- Criminal History Check
Position Description and Benefits
The Connect2Complete (C2C) AmeriCorps position will work with developmental education (DE) students and faculty on campus to build community-engaged learning into DE curriculum and serve as peer advocates for DE students. Members will work closely with DE students to provide institutional resources as well as with DE faculty to plan two service-learning projects. Connect2Complete is designed to increase the rate of DE students successfully completing and enrolling in transferrable, credit bearing coursework, increase GPAs and persistence, and build service projects which meet community needs.
Essential responsibilities include:
To serve as a C2C Member candidates must be:
All Members that successfully complete 300 hours of service within one year from their date of enrollment (TBD by each individual campus) will receive a $1,175 Eli Segal Education Award.
Connect2Complete AmeriCorps Members do not receive a living allowance through Oregon Campus Compact for their service.
The Connect2Complete (C2C) AmeriCorps position will work with developmental education (DE) students and faculty on campus to build community-engaged learning into DE curriculum and serve as peer advocates for DE students. Members will work closely with DE students to provide institutional resources as well as with DE faculty to plan two service-learning projects. Connect2Complete is designed to increase the rate of DE students successfully completing and enrolling in transferrable, credit bearing coursework, increase GPAs and persistence, and build service projects which meet community needs.
Essential responsibilities include:
- Working with developmental education faculty to plan and implement two service-learning projects, one of which must be on a National Day of Service
- Connecting with developmental education students to provide resources and support
- Strengthening and building relationships on campus and in the community
To serve as a C2C Member candidates must be:
- A current student in good standing at their institution
- At least 17 years of age
- A U.S. citizen, U.S. national, or lawful permanent resident
- Able to serve 300 hours of service within one year of enrolling
- Able to pass a full criminal history background check
- An education award of $1,175 upon completion of service
- Training and professional development opportunities
- Access to an extensive network of AmeriCorps Alums
- Loan forbearance and interest accrual, if applicable
All Members that successfully complete 300 hours of service within one year from their date of enrollment (TBD by each individual campus) will receive a $1,175 Eli Segal Education Award.
Connect2Complete AmeriCorps Members do not receive a living allowance through Oregon Campus Compact for their service.
Loan Forbearance and Interest Accrual
If the member has received forbearance on a qualified federal student loan during the term of service, the National Service Trust will repay a portion of the interest that accrued on the loan during the term of service. Members must apply for loan forbearance at the beginning of their term of service on their My AmeriCorps account in order to receive this benefit. Most students participating in the Connect2Complete program are current students whose federal loans are most likely in deferment status. If you have questions about whether you can place your loans in forbearance, it would be best to contact your financial aid officer at your school.
If the member has received forbearance on a qualified federal student loan during the term of service, the National Service Trust will repay a portion of the interest that accrued on the loan during the term of service. Members must apply for loan forbearance at the beginning of their term of service on their My AmeriCorps account in order to receive this benefit. Most students participating in the Connect2Complete program are current students whose federal loans are most likely in deferment status. If you have questions about whether you can place your loans in forbearance, it would be best to contact your financial aid officer at your school.
Service Activity Performance Standards
AmeriCorps members serving in the Connect2Complete program are expected to meet the following performance standards:
AmeriCorps members serving in the Connect2Complete program are expected to meet the following performance standards:
- Serve 300 hours in one year as a Connect2Complete AmeriCorps Member.
- Create at least one service project for your developmental education (DE) class per term.
- Create one of the above service projects around a national day of service.
- Engage at least 75% of the DE class in each service project.
- Be able to provide several resources and lots of information about college and community services that DE students can take advantage of.
- Any additional performance standards as outlined by your host site.
Standards of Conduct
Expectations
1. At all times while acting in an official capacity, an AmeriCorps member is expected to:
3. At no time may the member engage in the activities below and if found to be engaging in such activities, the member may/will be exited immediately from the AmeriCorps program with no award
Expectations
1. At all times while acting in an official capacity, an AmeriCorps member is expected to:
- a. Demonstrate mutual respect toward others.
- b. Follow directions.
- c. Direct concerns, problems, and suggestions to program officials.
- d. Not engage in any prohibited activity (see below for a complete list), particularly any activity involving proselytizing or assisting religious organizations, attempting to influence legislation or an election or aid a partisan political organization, helping or hindering union activity, or aiding a business organized for profit.
- e. Represent AmeriCorps in an honorable manner that brings positive light to community service and member should not engage in any service activity(s) that would be deemed dishonorable, disrespectful, or controversial in any way by the public served
- a. Unauthorized tardiness or absences.
- b. Repeated use of inappropriate language (i.e. profanity) at a service site.
- c. Failure to wear appropriate clothing to service assignments.
- d. Stealing or lying.
- e. Engaging in any activity that may physically or emotionally damage other members of the program or people in the community.
- f. Possessing or using any illegal drugs during the term of service.
- g. Consuming alcoholic beverages during the performance of service activities.
- h. Being under the influence of alcohol or illegal drugs during the performance of service activities.
- i. Failing to notify the program of any criminal arrest or conviction that occurs during the term of service.
3. At no time may the member engage in the activities below and if found to be engaging in such activities, the member may/will be exited immediately from the AmeriCorps program with no award
- a. Engage in any activity that is illegal under local, state or federal law.
- b. Engage in activities that pose a significant safety risk to themselves or others.
- c. Falsify any program paperwork (time logs, enrollment forms, exit forms, etc.)
- d. Lie to AmeriCorps Coordinator, site supervisors, and/or other Connect2Complete program officials.
Prohibited Activities
AmeriCorps Members may not perform specific activities in the course of their duties, while charging time to the AmeriCorps program, nor at the request of anyone including ORCC or the host site. Furthermore, Members and staff may not engage in conduct that would associate the national program or the Corporation for National and Community Service (CNCS) with prohibited activities. Host sites must become familiar with specific provisions described in CNCS’s formal regulation (45 C.F.R. 2520.65) and the grant provisions.
While charging time to the AmeriCorps program, accumulating service or training hours, or otherwise performing activities supported by the AmeriCorps program or the Corporation, staff and members may not engage in the following activities:
AmeriCorps Members may not perform specific activities in the course of their duties, while charging time to the AmeriCorps program, nor at the request of anyone including ORCC or the host site. Furthermore, Members and staff may not engage in conduct that would associate the national program or the Corporation for National and Community Service (CNCS) with prohibited activities. Host sites must become familiar with specific provisions described in CNCS’s formal regulation (45 C.F.R. 2520.65) and the grant provisions.
While charging time to the AmeriCorps program, accumulating service or training hours, or otherwise performing activities supported by the AmeriCorps program or the Corporation, staff and members may not engage in the following activities:
- Attempting to influence legislation;
- Organizing or engaging in protests, petitions, boycotts, or strikes;
- Assisting, promoting, or deterring union organizing;
- Impairing existing contracts for services or collective bargaining agreements;
- Engaging in partisan political activities or other activities designed to influence the outcome of an election to Federal office or the outcome of an election to a State or local public office.
- Participating in, or endorsing, events or activities that are likely to include advocacy for or against political parties, political platforms, political candidates, proposed legislation or elected officials.
- Engaging in religious instruction, conducting worship services, providing instruction as part of a program that includes mandatory religious instruction or worship. constructing or operating facilities primarily or inherently devoted to religious instruction or worship or engaging in any form of proselytization.
- Providing a direct benefit to any
- business organized for profit
- labor union
- partisan political organization
- non-profit organization that fails to comply with the restrictions contained in section 501(c) of the Internal Revenue Code of 1986 except activities undertaken at their own initiative;
- organization engaged in the religious activities described in paragraph 7 unless the position is not used to support those religious activities.
- Providing abortion services or referrals for receipt of such services.
- Conducting a voter registration drive or using Corporation funds to conduct a voter registration drive.
- Carrying out such other activities as the Corporation may prohibit.
Drug Free Work Place
In accordance with the Drug Free Workplace Act, the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited by the Program. Alcohol and drug abuse adversely affects health, service performance, creates dangerous situations and serves to undermine the community’s confidence in the AmeriCorps program. Therefore, the Program prohibits illegal drug or alcohol abuse on the part of its Members. If an AmeriCorps Member is arrested for or convicted of a drug offense, the Member must notify their Site Supervisor and Grant Manager in writing within five days. The Program will take appropriate action including suspension and referral to a drug rehabilitation program, or release for cause consistent with the CNCS rules on termination and suspension of service.
In accordance with the Drug Free Workplace Act, the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited by the Program. Alcohol and drug abuse adversely affects health, service performance, creates dangerous situations and serves to undermine the community’s confidence in the AmeriCorps program. Therefore, the Program prohibits illegal drug or alcohol abuse on the part of its Members. If an AmeriCorps Member is arrested for or convicted of a drug offense, the Member must notify their Site Supervisor and Grant Manager in writing within five days. The Program will take appropriate action including suspension and referral to a drug rehabilitation program, or release for cause consistent with the CNCS rules on termination and suspension of service.
Inclusive Environment
ORCC and the campuses hosting Connect2Complete are committed to creating an inclusive environment. If you require reasonable accommodations to complete service please contact us for assistance.
Additionally, any AmeriCorps applicant, trainee, or member, or other program beneficiary, who believes he/she has been discriminated against, based on race, color, or national origin in the services provided by an AmeriCorps sponsoring organization may file a discrimination complaint with the Corporation under Title VI of the Civil Rights Act of 1964 (Title VI) procedures. Title VI also prohibits AmeriCorps program beneficiaries, based on race, color, or national origin, from being excluded by sponsoring organizations from participation in an AmeriCorps program. Under Title VI, program beneficiaries are also prohibited from being denied the benefits, from sponsoring organizations, of AmeriCorps programs because of race, color, or national origin. Finally, under Title VI program beneficiaries are prohibited from being subjected to discrimination by sponsoring organizations because of race, color, or national origin. (42 U.S.C. §2000d)
Therefore, any AmeriCorps applicant, trainee, or member, or other program beneficiary, who believes he/she has been subjected to discrimination by a sponsoring organization, in violation of Title VI, may file a written complaint with the Director of the Corporation's Office of Civil Rights and Inclusiveness or the Chief Executive Officer of the Corporation using the procedures set forth in 45 CFR Part 1203, "Nondiscrimination in federally assisted programs-effectuation of Title VI of the Civil Rights Act of 1964."
ORCC and the campuses hosting Connect2Complete are committed to creating an inclusive environment. If you require reasonable accommodations to complete service please contact us for assistance.
Additionally, any AmeriCorps applicant, trainee, or member, or other program beneficiary, who believes he/she has been discriminated against, based on race, color, or national origin in the services provided by an AmeriCorps sponsoring organization may file a discrimination complaint with the Corporation under Title VI of the Civil Rights Act of 1964 (Title VI) procedures. Title VI also prohibits AmeriCorps program beneficiaries, based on race, color, or national origin, from being excluded by sponsoring organizations from participation in an AmeriCorps program. Under Title VI, program beneficiaries are also prohibited from being denied the benefits, from sponsoring organizations, of AmeriCorps programs because of race, color, or national origin. Finally, under Title VI program beneficiaries are prohibited from being subjected to discrimination by sponsoring organizations because of race, color, or national origin. (42 U.S.C. §2000d)
Therefore, any AmeriCorps applicant, trainee, or member, or other program beneficiary, who believes he/she has been subjected to discrimination by a sponsoring organization, in violation of Title VI, may file a written complaint with the Director of the Corporation's Office of Civil Rights and Inclusiveness or the Chief Executive Officer of the Corporation using the procedures set forth in 45 CFR Part 1203, "Nondiscrimination in federally assisted programs-effectuation of Title VI of the Civil Rights Act of 1964."
Grievance Policy
The Member understands that, as a participant of the Program s/he may file a grievance in accordance with the Program’s grievance procedure. Federal regulations at 45 CFR § 1225 set forth the exclusive procedure for AmeriCorps participants to exhaust when they wish to file allegations of discrimination against CNCS, Host Site, Program Administering Agency, or Program Fiscal Agent, based on race, color, national origin, religion, age, sex, handicap, or political affiliation, that arise in connection with their recruitment, selection, placement, service, suspension, or termination from the AmeriCorps Program.
Any volunteer, service participant, client, employee or beneficiary who believes they have been subjected to discrimination in violation of nondiscrimination provisions of applicable laws, regulations or this policy may raise his or her concerns with the CNCS's Equal Opportunity Office. However, discrimination claims not brought to the attention of the CNCS Equal Opportunity Office within 45 days of their occurrence may not be accepted in a formal complaint of discrimination. The Equal Opportunity Office may be reached at (202) 606-5000, extension 312 (voice), (202) 565-2799 (TDD), eo@cns.gov. The CNCS's Equal Opportunity Office attempts to resolve concerns about discrimination promptly and when possible uses an informal conciliation process to do so. CNCS encourages, but does not require, volunteers, service participants, and other beneficiaries to first bring concerns about discrimination to the director or appropriate personnel of the Program or project. CNCS encourages directors of programs and projects to facilitate prompt resolution of these concerns. If the grievance alleges fraud or criminal activity, it must be brought to the attention of the Inspector General of the CNCS immediately http://www.cncsig.gov.
The affected Member seeking personal relief in a matter of concern or dissatisfaction relating to any AmeriCorps program issues, such as assignments, evaluations, suspension, or release of cause, may follow the following grievance procedure:
Informal Grievance Process (Options 1-3)
Option 1: Resolution through Immediate Supervisor. Within 7 days of the underlying dispute, the aggrieved Member refers the complaint to his/her immediate supervisor who will attempt to resolve the complaint. If the matter is resolved, and a written agreement is reached, the Member will agree to forego filing a formal grievance in the matter under consideration. If the grievance is not resolved the Site Supervisor must inform the aggrieved Member of his or her right to file a formal grievance.
If Option 1 did not resolve the issue, then the Member can consider Options 2, 3, or file a formal grievance.
Option 2: Written Grievance to Grant Manager. Within 14 days of the underlying dispute, the aggrieved Member submits a written grievance that outlines the details of the complaint to the Grant Manager of the administering agency. The Grant Manager will attempt to resolve the complaint through informal mediation or facilitation. If the matter is resolved, and a written agreement is reached, the Member will agree to forego filing a formal grievance in the matter under consideration. If the grievance is not resolved the Grant Manager must inform the aggrieved Member of his or her right to file a formal grievance.
If Option 2 did not resolve the issue, then the Member can consider Options 3, or file a formal grievance.
Option 3: Alternative Dispute Resolution (ADR). The aggrieved Member may seek resolution of a grievance through alternative means of dispute resolution (ADR) such as mediation or facilitation. ADR proceedings must be initiated within 45 calendar days of the date of the alleged occurrence. The Member submits a written request to have a neutral party designated by the Program Administering Agency attempt to facilitate a mutually agreeable resolution to the program director at the Program Administering Agency. At the initial session of the ADR proceedings, the Member must be advised in writing of the right to file a grievance and right to arbitration.
The neutral party who, with respect to the issue in controversy, functions specifically to aid the parties in resolving the matter through a mutually achieved and acceptable written agreement. The neutral party may not compel a resolution. Proceedings before the neutral party must be informal, and the rules of evidence will not apply. With the exception of a written and agreed-upon ADR, the proceeding must be confidential. Any decision by the neutral party is advisory and is not binding unless both parties agree. If the matter is resolved, and a written agreement is reached, the party will agree to forego filing a formal grievance in the matter under consideration. If the grievance is not resolved within 30 calendar days of initiation, the neutral party again must inform the aggrieved party of his or her right to file a formal grievance.
If Option 3 did not resolve the issue, then Member can file a Formal Grievance (below)
Formal Grievance Process
Programs that receive assistance under the National and Community Service Act must maintain a procedure for the filing and adjudication of grievance from participants, labor organizations, and other interested individuals concerning projects that receive assistance including grievances regarding proposed placements of participant.
DEADLINE FOR GRIEVANCES. Except for a grievance that alleges fraud or criminal activity, a grievance shall be made not later than 1 year after the date of the alleged occurrence of the event that is the subject of the grievance.
DEADLINE FOR HEARING AND DECISION. A hearing on any grievance shall be conducted not later than 30 days after the filing of such grievance. Hearings shall be held by person (s) not involved in previous decisions on this issue.
DECISION: A decision on any such grievance shall be made not later than 60 days after the filing of such grievance.
ARBITRATION: In general:
JOINTLY SELECTED ARBITRATOR: In the event of a decision on a grievance that is adverse to the party who filed such grievance, or 60 days after the filling of such grievance if no decision has been reached, such party shall be permitted to submit such grievance to binding arbitration before a qualified arbitrator who is jointly selected and independent of the interested parties.
APPOINTED ARBITRATOR: If the parties cannot agree on an arbitrator, the Chief Executive Officer shall appoint an arbitrator from a list of qualified arbitrators within 15 days after receiving a request for such appointment from one of the parties to the grievance. DEADLINE FOR PROCEEDING: An arbitration proceeding shall be held no later than 45 days after the request for such arbitration proceeding, or if the arbitrator is appointed by the Chief Executive Officer not later than 30 days after the appointment of such arbitrator. DEADLINE FOR DECISION: A decision concerning a grievance shall be made not later than 30 days after the date such arbitration proceeding begins.
The Member understands that, as a participant of the Program s/he may file a grievance in accordance with the Program’s grievance procedure. Federal regulations at 45 CFR § 1225 set forth the exclusive procedure for AmeriCorps participants to exhaust when they wish to file allegations of discrimination against CNCS, Host Site, Program Administering Agency, or Program Fiscal Agent, based on race, color, national origin, religion, age, sex, handicap, or political affiliation, that arise in connection with their recruitment, selection, placement, service, suspension, or termination from the AmeriCorps Program.
Any volunteer, service participant, client, employee or beneficiary who believes they have been subjected to discrimination in violation of nondiscrimination provisions of applicable laws, regulations or this policy may raise his or her concerns with the CNCS's Equal Opportunity Office. However, discrimination claims not brought to the attention of the CNCS Equal Opportunity Office within 45 days of their occurrence may not be accepted in a formal complaint of discrimination. The Equal Opportunity Office may be reached at (202) 606-5000, extension 312 (voice), (202) 565-2799 (TDD), eo@cns.gov. The CNCS's Equal Opportunity Office attempts to resolve concerns about discrimination promptly and when possible uses an informal conciliation process to do so. CNCS encourages, but does not require, volunteers, service participants, and other beneficiaries to first bring concerns about discrimination to the director or appropriate personnel of the Program or project. CNCS encourages directors of programs and projects to facilitate prompt resolution of these concerns. If the grievance alleges fraud or criminal activity, it must be brought to the attention of the Inspector General of the CNCS immediately http://www.cncsig.gov.
The affected Member seeking personal relief in a matter of concern or dissatisfaction relating to any AmeriCorps program issues, such as assignments, evaluations, suspension, or release of cause, may follow the following grievance procedure:
Informal Grievance Process (Options 1-3)
Option 1: Resolution through Immediate Supervisor. Within 7 days of the underlying dispute, the aggrieved Member refers the complaint to his/her immediate supervisor who will attempt to resolve the complaint. If the matter is resolved, and a written agreement is reached, the Member will agree to forego filing a formal grievance in the matter under consideration. If the grievance is not resolved the Site Supervisor must inform the aggrieved Member of his or her right to file a formal grievance.
If Option 1 did not resolve the issue, then the Member can consider Options 2, 3, or file a formal grievance.
Option 2: Written Grievance to Grant Manager. Within 14 days of the underlying dispute, the aggrieved Member submits a written grievance that outlines the details of the complaint to the Grant Manager of the administering agency. The Grant Manager will attempt to resolve the complaint through informal mediation or facilitation. If the matter is resolved, and a written agreement is reached, the Member will agree to forego filing a formal grievance in the matter under consideration. If the grievance is not resolved the Grant Manager must inform the aggrieved Member of his or her right to file a formal grievance.
If Option 2 did not resolve the issue, then the Member can consider Options 3, or file a formal grievance.
Option 3: Alternative Dispute Resolution (ADR). The aggrieved Member may seek resolution of a grievance through alternative means of dispute resolution (ADR) such as mediation or facilitation. ADR proceedings must be initiated within 45 calendar days of the date of the alleged occurrence. The Member submits a written request to have a neutral party designated by the Program Administering Agency attempt to facilitate a mutually agreeable resolution to the program director at the Program Administering Agency. At the initial session of the ADR proceedings, the Member must be advised in writing of the right to file a grievance and right to arbitration.
The neutral party who, with respect to the issue in controversy, functions specifically to aid the parties in resolving the matter through a mutually achieved and acceptable written agreement. The neutral party may not compel a resolution. Proceedings before the neutral party must be informal, and the rules of evidence will not apply. With the exception of a written and agreed-upon ADR, the proceeding must be confidential. Any decision by the neutral party is advisory and is not binding unless both parties agree. If the matter is resolved, and a written agreement is reached, the party will agree to forego filing a formal grievance in the matter under consideration. If the grievance is not resolved within 30 calendar days of initiation, the neutral party again must inform the aggrieved party of his or her right to file a formal grievance.
If Option 3 did not resolve the issue, then Member can file a Formal Grievance (below)
Formal Grievance Process
Programs that receive assistance under the National and Community Service Act must maintain a procedure for the filing and adjudication of grievance from participants, labor organizations, and other interested individuals concerning projects that receive assistance including grievances regarding proposed placements of participant.
DEADLINE FOR GRIEVANCES. Except for a grievance that alleges fraud or criminal activity, a grievance shall be made not later than 1 year after the date of the alleged occurrence of the event that is the subject of the grievance.
DEADLINE FOR HEARING AND DECISION. A hearing on any grievance shall be conducted not later than 30 days after the filing of such grievance. Hearings shall be held by person (s) not involved in previous decisions on this issue.
DECISION: A decision on any such grievance shall be made not later than 60 days after the filing of such grievance.
ARBITRATION: In general:
JOINTLY SELECTED ARBITRATOR: In the event of a decision on a grievance that is adverse to the party who filed such grievance, or 60 days after the filling of such grievance if no decision has been reached, such party shall be permitted to submit such grievance to binding arbitration before a qualified arbitrator who is jointly selected and independent of the interested parties.
APPOINTED ARBITRATOR: If the parties cannot agree on an arbitrator, the Chief Executive Officer shall appoint an arbitrator from a list of qualified arbitrators within 15 days after receiving a request for such appointment from one of the parties to the grievance. DEADLINE FOR PROCEEDING: An arbitration proceeding shall be held no later than 45 days after the request for such arbitration proceeding, or if the arbitrator is appointed by the Chief Executive Officer not later than 30 days after the appointment of such arbitrator. DEADLINE FOR DECISION: A decision concerning a grievance shall be made not later than 30 days after the date such arbitration proceeding begins.
Restrictions on Fundraising
Under what circumstances may AmeriCorps members raise resources?
(a) AmeriCorps members may raise resources directly in support of a program's service activities.
(b) Examples of fundraising activities AmeriCorps members may perform include, but are not limited to, the following:
Under what circumstances may AmeriCorps members raise resources?
(a) AmeriCorps members may raise resources directly in support of a program's service activities.
(b) Examples of fundraising activities AmeriCorps members may perform include, but are not limited to, the following:
- (1) Seeking donations of books from companies and individuals for a program in which volunteers teach children to read;
- (2) Writing a grant proposal to a foundation to secure resources to support the training of volunteers;
- (3) Securing supplies and equipment from the community to enable volunteers to help build houses for low-income individuals;
- (4) Securing financial resources from the community to assist in launching or expanding a program that provides social services to the members of the community and is delivered, in whole or in part, through the members of a community-based organization;
- (5) Seeking donations from alumni of the program for specific service projects being performed by current members.
- (1) Raise funds for living allowances or for an organization's general (as opposed to project) operating expenses or endowment;
- (2) Write a grant application to the Corporation or to any other Federal agency.
AmeriCorps Provisions on Nonduplication and Nondisplacement
AmeriCorps provisions explicitly state that members cannot duplicate the activities of another program nor can they displace a current employee or position. The exact language is below:
AmeriCorps provisions explicitly state that members cannot duplicate the activities of another program nor can they displace a current employee or position. The exact language is below:
- Nonduplication: Corporation assistance may not be used to duplicate an activity that is already available in the locality of a program. And, unless the requirements of paragraph (f) [bellow] of this section are met, Corporation assistance will not be provided to a private nonprofit entity to conduct activities that are the same or substantially equivalent to activities provided by a State or local government agency in which such entity resides.
- Nondisplacement: An employer may not displace an employee or position, including partial displacement such as reduction in hours, wages, or employment benefits, as a result of the use by such employer of a participant in a program receiving Corporation assistance.
Reasons for Release from Term of Service
The member understands that he/she may be released for the following two reasons:
1. For release from Term of Service due to “Compelling Personal Circumstance”:
The Member has the primary responsibility for demonstrating that compelling personal circumstances prevent them from completing the term of service. The Member must submit a written or email request for termination for compelling personal circumstances to Oregon Campus Compact. A Member who leaves the Program without obtaining a release for compelling personal circumstances is considered released for cause. The Program Administrating Agency is responsible for determining whether a Member's personal circumstances are sufficiently compelling to justify issuance of an education award. The Member understands that, as a result of this action, they may only receive a portion of the education award for the actual time served. In order to be eligible for a portion of the education award, the Member must have served a minimum of 15% of the term of service.
“Compelling personal circumstances” include those that are beyond the Member’s control, such as, but not limited to:
1. a Member’s disability or serious illness that make completing the term impossible;
2. disability, serious illness, or death of a Member’s family member if this makes completing the term unreasonably difficult or impossible;
3. military service obligations; or
4. conditions attributable to the Program or otherwise unforeseeable and beyond the Member’s control, such as relocation of a spouse, natural disaster, a strike, or the non-renewal or premature closing of the project.
Compelling personal circumstances do not include leaving the Program:
1. to enroll in school;
2. to obtain employment; or
3. because of dissatisfaction with the Program.
If the Member discontinues his/her term of service due to compelling personal circumstances, the Member will cease to receive benefits. If the Member discontinues do to acceptable compelling personal circumstances and has served more than 15% of the service hours, s/he may be eligible to receive a partial education award.
2. Release from Term of Service due to “Cause”:
A release for cause encompasses circumstances other than personal and compelling circumstances that warrant a Member’s release prior to completing the term of service. Members can be released from the Program for violating Standards of Conduct including violating Program policies and procedures. A member is also considered released for “cause” if the member has dropped out of the program without obtaining a release for compelling personal circumstances from the appropriate program official.
If the Member is released for cause from his/her term of service, the Member will cease to receive benefits described in this contract and will not be eligible to receive a full or partial education award.
Suspension to Investigate Situations that may Result in Release for Cause:
For serious allegations that may require the site supervisor and Program staff to conduct an investigation before determining if the Member should be released for cause, the Member may be suspended for up to 30 days. The site supervisor must consult with the Program Administrating Agency before suspending the Member. If the final determination is that the Member should be released for cause the Member may be disqualified from future AmeriCorps service.
The member understands that he/she may be released for the following two reasons:
1. For release from Term of Service due to “Compelling Personal Circumstance”:
The Member has the primary responsibility for demonstrating that compelling personal circumstances prevent them from completing the term of service. The Member must submit a written or email request for termination for compelling personal circumstances to Oregon Campus Compact. A Member who leaves the Program without obtaining a release for compelling personal circumstances is considered released for cause. The Program Administrating Agency is responsible for determining whether a Member's personal circumstances are sufficiently compelling to justify issuance of an education award. The Member understands that, as a result of this action, they may only receive a portion of the education award for the actual time served. In order to be eligible for a portion of the education award, the Member must have served a minimum of 15% of the term of service.
“Compelling personal circumstances” include those that are beyond the Member’s control, such as, but not limited to:
1. a Member’s disability or serious illness that make completing the term impossible;
2. disability, serious illness, or death of a Member’s family member if this makes completing the term unreasonably difficult or impossible;
3. military service obligations; or
4. conditions attributable to the Program or otherwise unforeseeable and beyond the Member’s control, such as relocation of a spouse, natural disaster, a strike, or the non-renewal or premature closing of the project.
Compelling personal circumstances do not include leaving the Program:
1. to enroll in school;
2. to obtain employment; or
3. because of dissatisfaction with the Program.
If the Member discontinues his/her term of service due to compelling personal circumstances, the Member will cease to receive benefits. If the Member discontinues do to acceptable compelling personal circumstances and has served more than 15% of the service hours, s/he may be eligible to receive a partial education award.
2. Release from Term of Service due to “Cause”:
A release for cause encompasses circumstances other than personal and compelling circumstances that warrant a Member’s release prior to completing the term of service. Members can be released from the Program for violating Standards of Conduct including violating Program policies and procedures. A member is also considered released for “cause” if the member has dropped out of the program without obtaining a release for compelling personal circumstances from the appropriate program official.
If the Member is released for cause from his/her term of service, the Member will cease to receive benefits described in this contract and will not be eligible to receive a full or partial education award.
Suspension to Investigate Situations that may Result in Release for Cause:
For serious allegations that may require the site supervisor and Program staff to conduct an investigation before determining if the Member should be released for cause, the Member may be suspended for up to 30 days. The site supervisor must consult with the Program Administrating Agency before suspending the Member. If the final determination is that the Member should be released for cause the Member may be disqualified from future AmeriCorps service.
Release of Liability
I understand that my participation as a Connect2Complete AmeriCorps Member through Oregon Campus Compact involves risks of physical harm and injury inherent in volunteer activities including, but not limited to, working with people, participating in sports and recreation activities, lifting activities, cleaning and maintenance projects, preparing and serving food, and other volunteer activities.
I hereby release, indemnify and hold harmless Oregon Campus Compact and the organizers, sponsors, and supervisors of all its activities, from any and all liability in connection with any injury (including any injury caused by negligence), in conjunction with the Connect2Complete AmeriCorps Program and all activities associated with it.
I understand that my participation as a Connect2Complete AmeriCorps Member through Oregon Campus Compact involves risks of physical harm and injury inherent in volunteer activities including, but not limited to, working with people, participating in sports and recreation activities, lifting activities, cleaning and maintenance projects, preparing and serving food, and other volunteer activities.
I hereby release, indemnify and hold harmless Oregon Campus Compact and the organizers, sponsors, and supervisors of all its activities, from any and all liability in connection with any injury (including any injury caused by negligence), in conjunction with the Connect2Complete AmeriCorps Program and all activities associated with it.
File Review
A C2C Member has the right to review his or her file upon written request to either his or her supervisor or the Oregon Campus Compact program manager.
A C2C Member has the right to review his or her file upon written request to either his or her supervisor or the Oregon Campus Compact program manager.
Unemployment
AmeriCorps Members are not eligible for unemployment. This is because AmeriCorps service is not defined as 'employment' for purposes of Employment Department Law. Please contact ORCC if you have further questions about this.
AmeriCorps Members are not eligible for unemployment. This is because AmeriCorps service is not defined as 'employment' for purposes of Employment Department Law. Please contact ORCC if you have further questions about this.
Criminal History Check
All applicants are required to go through an FBI criminal history check. Additionally, prior to enrolling you in service ORCC will run your name through the National Sex Offender Public Registry. Applicants who appear in the registry will not be eligible for service. During the enrollment process we will run the criminal history check (including fingerprinting). If there are any results from this check your supervisor and ORCC will determine if you are eligible for service. If you do not wish to have a criminal record check done, you will unfortunately not be able to serve, as this is a federal guideline. By signing below you authorize ORCC and your site to conduct the criminal record check.
All applicants are required to go through an FBI criminal history check. Additionally, prior to enrolling you in service ORCC will run your name through the National Sex Offender Public Registry. Applicants who appear in the registry will not be eligible for service. During the enrollment process we will run the criminal history check (including fingerprinting). If there are any results from this check your supervisor and ORCC will determine if you are eligible for service. If you do not wish to have a criminal record check done, you will unfortunately not be able to serve, as this is a federal guideline. By signing below you authorize ORCC and your site to conduct the criminal record check.