Volunteers Code of Conduct
Conditions of Volunteering:
• The volunteer should be of Qatari nationality or a resident in Qatar with valid residence permit.
• The volunteer should not be less than 18 years old or more than 40 years old. Volunteers older than 40 years are registered in the volunteers’ club, and those below 18 years are registered in the School Crescent Team.
• The volunteer’s qualifications should preferably not be lower than the high school certificate.
• The volunteer should be medically capable of performing the required tasks.
• The volunteer should have good conduct and behavior.

Required Documents
• Copy of Qatari identity card and passport.
• CV.
• Two 4x6 personal photos.
• Photocopy of the certificate of good conduct and behavior.

Volunteer’s Rights:
• To choose to be affiliated to the Crescent in accordance with the stipulations of the articles of association.
• To obtain the appropriate training and develop personal capacities to be able to perform the agreed upon tasks.
• To accept or reject any task in accordance with the code of conduct and the main principles of the volunteer service.

Volunteer’s Duties:
• To respect the Crescent and the humanitarian mission thereof and its badge and not to use the latter for advertisement or personal purposes.
• To understand the values of the Crescent and the main principles of the International Humanitarian Movement and to abide by the same in the provision of humanitarian services.
• To avoid any activity which includes or causes a conflict between the volunteering responsibilities and tasks on the one hand, and the personal interest, on the other hand.
• Not to make any statements in the media without obtaining a prior authorization from the authorities concerned in the Crescent.
• Seriousness in executing volunteering tasks and commitment to the event dates.
• To cooperate with colleagues and share opinions with them professionally and objectively.
• To commit to the moderate uniform covering the body to reflect respect of the traditions of the Qatari community.

Termination of the Volunteering Relationship:

The relationship between the Crescent and the volunteer shall be terminated in the following events:
• Committing any action or crime in violation of the Qatari law.
• Not abiding by the rules and morals of conduct while performing duties.
• Collecting donations in the name of the Crescent.
• Forming groups on social media websites in the name of the Qatar Red Crescent.
• Not abiding by the standards of professionalism, divulging the secrets of the members of the Crescent or creating chaos among the volunteers.
• Not showing serious willingness or ability to perform the assigned tasks.
• Violating the commitments of the volunteer stated in the Code of Conduct.


Qatar Red Crescent Volunteers Code of Conduct
1.1 Qatar Red Crescent
1- The Qatar Red Crescent is a volunteering humanitarian organization headquartered in Doha, Qatar. It was established in 1978 A.D. and operates on an international level with extension through the International Movement of the Red Cross and the Red Crescent which includes a network of Red Crescent and Red Cross organizations in 188 countries of the world. The Qatar Red Crescent is specialized in providing humanitarian services in the fields of preparation for, limiting the risks of and recovery from disasters, in addition to health and social care and development and humanitarian advocacy. The Crescent performs the duties thereof with the assistance of a wide network of trained volunteers.
2- The Qatar Red Crescent is member in many Gulf, Arab and Islamic organizations, namely: the Islamic Committee of the International Crescent and the General Secretariat of the Red Crescent and Red Cross Organization.

1.2 Purpose of This Document
The purpose of this code of conduct is to provide guidelines and standards of decent conduct to the Crescent members. This document does not tackle the details of the executive work in the Crescent by rather sets up the moral and behavioral framework of work in the Crescent as the code helps in achieving the following:
• To direct members to the basic behaviors required in a scope of consistency and accountability.
• Fairness and consistency in dealing in a work environment with multiple cultural backgrounds and avoiding arbitrary decisions.
• To provide a behavioral reference to facilitate procedures, taking decisions and settling work disputes.
• To establish a good work relationship between the members to contribute to forming a sound and robust work environment.

2. Efficiency of the Code of Conduct
1- The Code is considered part of the Crescent members’ rights and duties. The Code automatically forms part of all labor contracts and is enclosed with the special instructions of the members of the Qatar Red Crescent that should be perused by them while ensuring they understand the same. The Code is also enclosed with training and guidance materials for new members.
2- The Code applies to all the members of the Qatar Red Crescent and the member bears the responsibility of abiding by the stipulations thereof.
3- Violation of this Code of Conduct is subject to the disciplinary measures or the employee regulations enforced at the Qatar Red Crescent as appropriate. Moreover, the Qatar Red Crescent reserves the right to retrieve from the member all the expenses borne by the Crescent as a result of any violation thereof (including remedy of the damages caused and the related costs).
4- Commitments of protection of information remain valid following termination of the service at the Qatar Red Crescent.
5- The Crescent is keen on having all the organizations and individuals that the same works with, reflect values in line with the values thereof.
6- Any disciplinary measure due to the violation of the Code does not exclude liability or administrative, civil or penal procedures which may follow such measure.
7- If a member suspects the violation of the Code, the said member should notify the administrative unit concerned, and if not appropriate, then the same should notify the Human Resources and Administrative Services Department.

2.1 Commitment to the Institutional Identity
8- To respect the Qatar Red Crescent, the humanitarian value thereof, the weak advocated by the same, the partners and members thereof.
9- To assimilate the main principles of the Red Cross and Red Crescent Movement (humanitarian, non-bias, neutrality, independence, volunteering, unity, globalism) and to commit to the same in the provision of humanitarian services.
10- To assimilate the values of the Qatar Red Crescent (the weak first, dedication always, the Crescent is based on its partners, integrity is a principle, mastery is the capital) and to commit to the same in providing humanitarian services.
11- To respect the badge of the Crescent and not to use the same for advertisement or personal purposes or in the social media.
12- To avoid any activity that includes or leads to a conflict between responsibilities and occupational duties, on the one hand, and the personal interest on the other hand.
13- Not to make any statements to the mass media before obtaining the prior authorization of the authorities concerned in the Crescent.

2.2 Moral Values
14- Honesty, faithfulness, integrity, mastery, loyalty, good treatment, gender sensitivity, public appearance.
15- Good appearance that is suitable for the member of the Crescent and that reflects the honoring face thereof, and decency.
16- Wearing the uniform of the Crescent by those required to do so by the nature of their work and not to wear the said uniform for other than work purposes.
17- To put the identity of the Crescent while working.
18- Not to drink alcohol or come to work under the influence of alcohol and not to smoke at all on the work sites.

2.3 Work Relationships
1-4-2 Dealing with beneficiaries and the damaged parties.
19- To abide by the work regulation of the Crescent and job duties.
20- Seriousness and hastiness in executing tasks and coordinating with competent authorities to determine the required needs.
21- To represent the Crescent positively.
22- To have good morals in dealing with others.
23- To preserve the confidentiality of the persons dealt with, to avoid asking personal questions for other than work purposes and to avoid what leads to defaming them.
24- To observe cultural differences between communities and categories that the Crescent deals with.
25- Not to abuse the needs of others.

2-4-2 Dealing with Senior Officers

26- To comply with the orders of the senior officials in a way that does not violate the Crescent’s work regulation or the provisions of the law.
27- To be polite and proper while talking with them even when opinions diverge.
28- To adopt the administrative hierarchy in administrative communication unless there is a need to the contrary or agreement otherwise.
29- To steer away from all that could show challenge, defiance or defamation of the senior officials.
30- Not to deceive, misinform or hide information from senior officials in what damages the work or for the purpose of improving the occupational status.
31- To report breaches or violations damaging the work interest.

2-4-3 Dealing with Colleagues
32- To have good morals in dealing with all colleagues and to be considerate of the differences in gender, age, status and culture.
33- To reinforce the sense of one team, to cooperate with colleagues and share opinions with them professionally and objectively and to provide them with assistance to solve work-related problems.
34- To be responsive and take initiatives in ensuring the proper functioning of the work and to provide correct information if requested by the competent persons in the interest of the work.
35- To promote positive trends among colleagues to help raise the work performance level and improve the environment thereof.
36- To respect and avoid wasting time in personal side talks and to take the best advantage of the official working hours to complete the job requirements.