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Rights to personal development

Every volunteer is entitled to the necessary educational support and training, in order to best apply their knowledge and skills in the implementation of volunteering.

Every volunteer has the right to be recognized by official educational and professional structures and institutions for his contribution, skills and the skills it acquires through voluntary activities. Volunteers should have the right to develop new skills and abilities and space to discover, experiment and develop their own way of informal learning.

Every volunteer has the right, if required by the voluntary activity, of the flexibility of working time and educational activities, in order to undertake voluntary activities. In case that the implementation of voluntary activities requires some flexibility from in terms of contractual or educational obligations, the volunteer
must seek agreement from the contractor or training provider.

Because there isn't a volunteering law, volunteers attend to regulate with activity, abidance, public benefits, health benefits and movement.

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No, we haven't a specific law that defines these.
But like organization we try to give the responsibilities,rights and liabilitiesthat they have our volunteers.
We talk with our national agency for this vacuum

Every citizen who volunteers has the right to have the status of "volunteer", if he wishes. Then the volunteer must have all the basic rights as stated in the Declaration.

Volunteers are entitled to full protection of their human rights,
during the voluntary activity.

Every citizen has the right to equal access to volunteering pportunities
and protection against all forms of discrimination, such as discrimination age, gender, sexual identity, race, color, language, disability, religion, political or other beliefs, national or social origin,
ethnic minority, birth, and there must be no discrimination on the basis of his past or his beliefs.

No one may be restricted by law or any other regulation from participating in a voluntary activity of choice provided that the voluntary activity is carried out with respect for human rights and contributes to the common good.

All volunteers should be informed about their rights and their responsibilities.

Every volunteer has the right to social protection during it
voluntary activity in the form of healthcare and liability insurance.

Every volunteer has the right to compromise on volunteering
with his private and professional life, and so he can achieve one
some degree of flexibility during volunteering.
Every volunteer also has the right to refuse work that would be
contrary to his beliefs and / or opinion.

Every volunteer has the right to work voluntarily outside the country
of his residence or birth. Therefore, if a passport visa is required,
should be available free of charge through an open, affordable
and a transparent process that encourages and encourages mobility of volunteers

Responsibilities:
Every volunteer respects the rules of law and non - discrimination throughout duration of his voluntary activity.

The volunteer has a responsibility to respect their integrity, their mission goals and values ​​of the volunteer organization.

Each volunteer respects the commitments made with the volunteer organization in terms of time, effort and quality
required, as mutually agreed.

The volunteer has the responsibility to participate in trainings related to him / her offered and related to the skills required for implementation of the agreed objectives. Training should be free for the volunteer.

Every volunteer respects the confidentiality of information (of the organization), especially in legal and personal matters.
data of members, staff and beneficiaries of voluntary activities.

The volunteer understands that volunteering has as its main goal, the benefits for the common good or society.

Each volunteer collaborates with other volunteers within the organization, as appropriate and contributes to the viability of the organization within from communicating with others.

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A person to be capable to work without payment for specific or uknown time for the good of comnunity.
There isn't a specific volunteering law in my country. However, there are a lot of formal regulations and agreements about volunteerism.
The person that he/she want to offer to other people
The volunteer is a citizen who, has a free will, carries out activities for the benefit of society. These activities are carried out for non
profit, offering to the personal development of the volunteer,
who devotes his time and energy to the general good without
financial reward.
Voluntary activities are carried out by volunteers. The activity
it is conducted for a non-profit purpose, with the aim of improving it
society and does not replace salaried staff. The activity can
carried out by a volunteer organization or on the initiative of a volunteer.

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During any volunteering activity, there are several risk factors that can jeopardize the volunteers’ and the public’s safety. Therefore, if a volunteer is ever presented with an emergency situation, it is extremely important that they have the necessary knowledge and tools to guarantee their safety.

This is why, when training a volunteer to for any volunteering activity, there are certain basic safety aspects that should be covered during the training.

The most basic knowledge regarding safety a volunteer should have during any volunteering activity is:

-The general safety policy and procedures of the organisation (volunteering provider)
-Emergency evacuation, location of fire exits and identification of safe areas
-Risk assessment of the event to be prepared (what can of risks are there)
-Procedures for accidents/first aid
-Who to contact in case of an emergency
-What procedures should be adopted in the event of an emergency
-General security at the premises.

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To volunteers can be provided a basic training about risk prevention and safety. The objective is to teach how to operate safely and in compliance with hygiene and environmental protection standards, identifying and preventing risk situations for oneself, for others and for the environment.
Contents:
- Definitions of SAFETY, HEALTH, DANGER, RISK, PREVENTION
- Methods for identifying and recognizing risk situations

- Personal and collective protection devices

- Emergency numbers

- Figures and standards of reference to the prevention/protection system

- Identify the risk situations related to volunteer's work and the possible effects on other people

- Identify the main signs of prohibition, danger and prescription

- Adopt consistent behaviour with the rules of hygiene and safety and with environmental protection/sustainability

- Adopting the behaviour expected in emergency situations

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Before each event, our volunteers are trained in their commitments.

In the case of large events, we organize training with the police, during which police instruct our volunteers how to behave during their duties, e.g. when securing a running route.

During one of our meetings with our group of volunteers, we also conducted first aid workshops.

During the events, each of our volunteers has the appropriate contact numbers for emergency services so that they can react properly in the event of an accident.

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Volunteers are informed about potential danger of the event by sending them written text.

The contacts to use in case of emergency are provided to every volunteer before a event.

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Regarding the protection of volunteers:
There is no legal provision regarding their insurance
volunteers. Therefore, the protection of volunteers in case
accident, illness or damage caused by third parties by the organization. If the organization does not provide insurance, the volunteer must use his personal insurance.

If the volunteers do not belong to an official legal entity regime, do not have specific social benefits
benefits. Their rights are related to the parallel with him their volunteering properties, i.e. any parallel their status (eg student, unemployed, salaried employee)
introduces them to the respective social welfare programs.

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We understand conflict as a process of incompatibility between people, groups or social structures, through which opposing interests, values and/or aspirations are affirmed or perceived (Jares, 2004).

The conflict structure is composed of the interaction of three main elements: people, process and problem. Any of these or their combination can be a cause of conflict, and we will always find them in the development and outcome of a dispute. However, in addition to these elements there are also others: visible elements (verbal and non-verbal language, actions, behaviors, etc.) and non-visible elements (thoughts, values, etc.).

Generally we evaluate the conflict by the visible part, however, we must try to clarify what lies beneath the non-visible part, that is, the needs, interests, beliefs, etc. And to do this, we can focus on:

- Separating the people from the problems

- Discovering your needs and interests

- Identify your principles and values

To do this, we must identify the groups and people involved and their perception of the problem, taking into account how they perceive it, how it has affected them, what solutions they suggest, etc.

Phases in conflict resolution:

1. Identification of what the problem is. The best way to do this would be through the collection of information and identification of the different causes that may have originated the conflict, evaluating the intensity, seriousness or potential of the problem to be addressed.

2. Search for solutions. Next, we must present the conflict as a NON-personalised situation, always recognising the errors of both parties, as what we are looking for is to express the problem in terms of mutual interest.

In order to do so, we must maintain an active listening at all times and learn to manage our own and other people's emotions and feelings, providing new approaches from which to tackle the conflict we have to face.

Subsequently, concrete and assessable solutions will be sought that will lead to the establishment of agreements between the two parties concerned.

3.            Evaluate and improve.

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Here are some some tips on how to better deal with upset event participants.

1. Keep calm

2. Don’t take it personally: Almost always, criticism is not meant like that, as the upset participant could be unsatisfied with the event or something completely different.

3. Listen actively: The first step of the solution is to listen to your interlocutor properly, in order to understand exactly what the problem is.

4. Show understanding and apologize: After your interlocutor has signaled his/her problem, first show understanding for his/her situation.

5. Find a solution or compromise: Ask him/her what should be done in his/her opinion to solve the problem, or offer a solution yourself. Do not hesitate to contact your responsible for support, explaining exactly the situation.

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Conflicts are a common phenomenon that occurs almost everywhere - at home, at work, and even when providing voluntary services.

It is important to be able to identify them properly and then resolve them and learn from them for the future. As a trustworthy and supportive volunteer coordinator, the volunteer coordinator should be well prepared to face conflicts within the group. Knowledge and awareness of the need to use different conflict resolution techniques will repeatedly contribute to facilitating the organization of group work. The basic reactions to such situations include
(1) avoidance, i.e. the withdrawal of a conflicting person from providing voluntary services,
(2) succumbing by acting under the interests of the opposing party causing the conflict,
(3) rivalry - one side of the conflict insists on the absolute resignation of the other side of the conflict, convincing it of its reasons,
(4) compromise is a technique in which there are mutual, defined benefits with minor losses

(5) cooperation is one of the most effective ways of resolving conflicts, in case of mutually different goals, it leads to a situation that is fully satisfactory for both parties.

The most advantageous solution is of course a compromise and cooperation between volunteers. All participants, organisers, coordinators and volunteers are encouraged to seek a solution without emotion, without aggression and for the benefit of all.  Calm and trying to understand the other side is the key.

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Steps:
1. Identify the problem as clearly as possible.
2. Confirm the identified problem by asking
3. Find a way to solve it.

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1. Identify and define the real problem
2. Solutions through exchange of ideas
3. Evaluation of solutions
4. Choosing the best solution (both sides win)
5. Implement this solution
6. Selection of monitoring and evaluation day
7. Celebrating success!

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People who decide to volunteer freely must establish a relationship with the volunteer entity to which they will belong, and they do so through a volunteer agreement.

Within this agreement there are the rights and duties that the legislation establishes for both parties, as well as the relationship that will be carried out between the volunteer entities and the people who carry out the volunteer work. It must be signed by both parties.

Similarly, there is an agreement of incorporation that constitutes the main instrument for defining and regulating volunteerism. This agreement must have a minimum content such as:

- Rights and duties of both parties

- Description of functions, activities and time commitment of the volunteer

- Regime regulating the intervention of members of the entity

- Expenses reimbursable to volunteers

- Training required for the fulfillment of the functions and itinerary to obtain it

- Duration of the commitment

- Causes and form of dissociation

In other words, it is an agreement that is complemented by the paragraphs to which both parties commit themselves. It must be formalised in writing and in duplicate so that each party retains its document.

Finally, it must also have the insurance policy that covers the risks of accident and illness derived from the voluntary activity, as well as the facilitation of the accreditation that qualifies and identifies them.

In addition, according to Article 12 of Title II of Law 45/2015 of 14 October on Volunteers, relations between volunteers and the volunteer entity must follow the following general rules:

1. The relationship between the volunteer and the volunteer entity will always be established through the signing of an incorporation agreement, which is the main instrument for its definition and regulation.

2. The incorporation agreement shall have the following minimum content:

a) The set of rights and duties corresponding to both parties, which must respect the provisions of this Law.

b) The description of the functions, activities and time of dedication that the volunteer undertakes to carry out.

c) If applicable, the regime by which the intervention of salaried workers or partners who participate in the volunteer actions within the entity itself will be regulated.

d) The system of reimbursable expenses to be paid to volunteers, in accordance with the voluntary action to be developed.

e) The training required to carry out the tasks assigned to them and, where appropriate, the route to be followed to obtain it.

f) The duration of the commitment, as well as the causes and form of disengagement on both sides, which should respect as much as possible the rights of the persons targeted by the voluntary action and the best possible development of the voluntary programmes.

g) The arrangements for settling conflicts between volunteers and the voluntary organisation.

(h) The change of membership of the voluntary programme or any other circumstance that modifies the action scheme initially agreed.

3.  The agreement of incorporation must be formalised in writing, in duplicate, and be accompanied, when processed, by the negative certificate from the Central Registry of Prisoners or the declaration of responsibility referred to in Article 8(4) and (5) respectively.

4. Disputes arising between volunteers and voluntary organisations in the exercise of voluntary activities shall be settled by arbitration in accordance with the provisions of Law 60/2003, of 23 December, on Arbitration, if so agreed in the agreement with the procedural rules.

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A volunteering agreement can be signed between the organisation and the volunteer, where rights and duties of both parties are defined, as well as the tasks that should be carried out by the volunteer.
In our organisation we do not sign a volunteering agreement, but only a membership.

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Due to the organization of numerous events during the year, we decided to sign volunteer agreements with our volunteers, which are valid throughout the year.

This agreement provides insurance for the duration of volunteering.

It also contains the rights and obligations of the volunteer.
At the same time, it gives a sense of belonging to an organization.

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Inside organization we do not write an official agreements with volunteers, because of a lack of need of big amount of volunteers to conduct our activities. And we do not experience a situations were a terrible performance of volunteers could not be solved easily by verbal communication.

Proposal

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Volunteering organizations provide the necessary support for those who want to become volunteers, for specific target groups of potential volunteers, such as people with disabilities, with mental health problems, minors, or the elderly.

Volunteering organizations are committed to developing a common voluntary policy
respecting the rights of the volunteer.

Volunteering organizations should be familiar with the current legal framework for volunteering and implement all legal aspects related to the implementation and policies of volunteering.

Volunteers will ensure that risks are minimized and will provide clear guidance to the volunteer. In this context, the player is committed to ensuring the safest possible environment for the volunteer and provide him / her with full information about them
potential risks associated with volunteering.

The organizations provide equal and transparent access to information on volunteering opportunities as well as rights
and the responsibilities of the volunteers.

Volunteering organizations put in place equal and inclusive recruitment procedures for voluntary activities. They should identify obstacles and develop measures to address them,
in order to involve a variety of civil society groups.

Voluntary organizations provide adequate insurance covering social protection, in the form of healthcare and liability insurance for the volunteer during the volunteer activity.

Organizations will promote volunteering and its benefits for
society and for the citizen.
Responsibilities for supporting volunteers

Our organization has a Volunteering agreement and our  purpose is to preserve the volunteers and the organization from the potential risks

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The volunteers should be trained in the following aspects:

- get to know oneself and others

- motivate for voluntary activity

- learn how to face difficulties

- acquire the ability to compare and collaborate within the group, to help each other.

In voluntary organizations people get to know others, experience and learn the processes of negotiation and collaboration which are essential for a democracy to survive.

Volunteering is an experience of solidarity and a practice of subsidiarity: it works for the growth of the community, for the support of its weakest members or in a state of discomfort and overcoming degradation situations.
Volunteering has also a cultural function, to spread the values of peace, of non violence, freedom, legality and tolerance. It is characterized by a sense of responsibility, hospitality, solidarity and social justice.

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We consider education in values to be fundamental when it comes to

training volunteers, since volunteering requires responsible and committed participation in improving the reality of others. By working directly with people, volunteers must face up to contributing to their integral development.

Similarly, we seek to promote the necessary skills aimed at promoting behaviors of respect, tolerance and cooperation with both the environment and others. It is therefore fundamental to educate volunteers in values at a general level, but also to pay special attention to education in values specific to the context in which the volunteering activities will take place, such as equality, equity, inclusion, interculturality, diversity and respect for others.

We understand that equality is a right that implies that all people should have the same opportunities and rights to achieve their goals or motivations, regardless of religion, ethnicity, gender, opinion, etc. In the same way we can find the value of:

- Equity, which like freedom, seeks to implement equal opportunities among all people, respecting the particular characteristics of each person in order to offer what corresponds to each person.

- The inclusion and respect for diversity, since through sport we can achieve the construction of collaborative relationships between the different components of the team, since many benefits are generated with the social environment and in the adaptation of people to their environment. An example of how to put into practice the value of inclusion would be through the modification of rules and regulations of the sport in which we are working.

- Due to the great diversity of cultures that we can find in different countries, we believe that giving importance to interculturality is fundamental, and more so in sport as it becomes an extraordinary means for the integration and communication of different multicultural contexts.

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Volunteering is developing in various areas. It is worth considering before deciding on  voluntary action, what we are most interested in, and where we will do best.

Volunteering in a hospice –
This work involves not only providing services to the patients and their families, but also office work and organizing various types of charity actions related to these facilities. This work is mainly for people with a sturdy psyche.This voluntary work allows for an increase in self-esteem and motivation, a sense of being needed, and requires qualities such as courage, resilience and empathy.

Volunteering in a non governmental organisation (NGO) - the tasks of volunteers depend on the area in which the institution operates. This can be work related to the organisation's activities, assistance with various projects (supporting the organisation's campaign) or office work. The benefits are the first "professional" experience, building relationships, learning to cooperate, etc.

Senior volunteering - the involvement of seniors in voluntary activities is becoming more and more common. Such volunteers most often share their experience, knowledge, specific skills, calmness, which makes them feel needed and appreciated. They pass all this on to the young generation of volunteers.

Volunteering in sport - most often involves helping to organise sporting competitions at different levels and with different ranges. The field of activity of volunteers is very wide - they can help with specific disciplines - referees, players, etc., help fans in the stands or in the organizational office to coordinate and supervise the whole event. It is also a great opportunity to get  from the inside out how to prepare such events and gain valuable experience. The benefits are, of course, the development of time management skills, a sense of fulfillment and responsibility, and the ability to demonstrate themselves in difficult situations.

International Voluntary Service - is provided outside the country and includes missionary trips, popular workcamps or popular Erasmus programmes.  International volunteering often involves a long-term trip. It is connected with breaking stereotypes, raising awareness, enriching the workshop and much more.

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There is no overall system in Lithuania for training of volunteers. Preparation of volunteers depends on the particular organization involved.

The majority (~65%) of voluntary organizations provide training themselves. Such training is most frequently carried out by organizations providing aid to vulnerable groups with in society (e.g. people who are seriously ill). These organizations provide future volunteers with the knowledge and skills that would ensure a successful outcome to the involuntary work.

General skills (such as communication skills, time management, and team–work skills) are mostly taught in those are as of volunteering where specific knowledge is not essential. A small number(~15%) of organizations training volunteers devote sometime to discuss the significance and meaning of volunteering. Volunteer training is mostly conducted by more experienced or former members of voluntary organizations (~65%; managers, members, coordinators, alumni). Hired lecturers only very rarely conduct it. Where training take place depends on the resource available to the organization: about third of training takes place in the organization’ sown premises; otherwise it takes place in premises that are hired, in public institutions, outdoors etc. Over half of organizations measure the effectiveness of the training provided by: using questionnaires, having discussions, and observing whether or not there has been a change in behavior. Regional and national umbrella organizations such as the Kaunas Association of Youth Organizations “The Round Table” (KJOSAS) which brings together youth organizations active in Kaunas and The Council of Lithuanian Youth Organizations (LiJOT) organize training for their own members that is either free or for which only a minimal payment is required. Sometimes (depending on the project) members of other organizations are invited. The subjects covered by training are very varied. They are often related to the management of the organization), and range from the development of communication skills to strategic planning, creation of the organization’s public profile, etc. Larger organizations and/or those that have been established for some time have well-developed training plans: training takes place both at the beginning and during the course of the volunteering and volunteers are sent to training courses arranged another organizations. Some youth organizations consider that a sufficient amount of training takes place for volunteers (and even, in some cases, too much). The training of volunteers is often mentioned as a problem are a by smaller, recently established voluntary organizations or organizations where the volunteers are older persons. The period of time devoted to training volunteers is very varied. Examples of the different periods of time for training for prospective volunteers are as follows:·Youth line–is a service for emotional aid by phone or Internet, which is carried out by volunteer counselors. The prospective volunteer attends courses of 5-6 months duration (about 80 hours) consisting of both the or ethical and practical exercises and practice. Volunteers are taught work ethics and psychological counselling skills and practice, using another volunteer
http://thetiltastrust.org/wp-content/uploads/2013/11/AstasReportEnglishFinal23-1-13.pdf

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The volunteer has the following duties:
- he/she must be prepared to honour the responsibilities that come with making a commitment to volunteering;

- he/she should carry out the tasks and duties assigned, respecting agreed working hours;

- he/she should communicate any issue that could affect the effective implementation of their activity;

- he/she should use any property or equipment given to him/her in his/her role safely and only for purpose of the role and return it to the organisation when he/she finishes the  volunteering activity.

On the other side, the organisation has the following responsibilities:
- to provide a healthy and safe environment for volunteers;

- to involve volunteers in accordance with equal opportunity and anti-discrimination legislation;

- to provide adequate insurance cover against accidents and illnesses related to voluntary activities, as well as for the civil liability towards third parties;

- to give accurate information about the organization to the volunteers;

- to reimburse any eventual expense made by the volunteer for the organisation;

- to provide information about organization’s volunteer policy and other policies that affect volunteering activity;

- to not fill with a volunteer a position that should be held by a paid worker;

- to give a detailed description of the role and tasks to be carried out by volunteers and agree working hours;

- to provide volunteers with adequate training, tools and equipment to carry out their activity;

- to assure an adequate privacy and data protection treatment.

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According to Articles 10 and 11 of Title II of Law 45/2015 of 14 October on Volunteering:
Volunteers have the following rights:

a) To receive regular information, guidance and support, as well as the material resources necessary for the performance of the duties entrusted to them, in the course of their work.

b) To receive at all times, at the expense of the volunteer entity, and adapted to their personal conditions, the necessary training for the correct development of the activities assigned to them.

c) To be treated in conditions of equality, without discrimination, respecting their freedom, identity, dignity and other fundamental rights recognised in conventions, international treaties and the Constitution.

d) To participate actively in the organization in which they are inserted, collaborating in the elaboration, design, execution and evaluation of the programs or projects, in accordance with its statutes or norms of application and, in the measure that these allow it, in the government and administration of the voluntary organization.

e) be covered, at the expense of the voluntary organisation, against the risks of accident and illness arising directly from the exercise of voluntary action and against civil liability where sectoral legislation so requires, by means of insurance or other financial guarantees.

f) be reimbursed by the volunteer organisation for the costs incurred in carrying out their activities, in accordance with the provisions of the agreement of incorporation and taking into account the scope of voluntary action carried out

g) To have an accreditation identifying their status as volunteers, which also includes the volunteer entity in which they participate.

h) Carry out their activity in accordance with the principle of universal accessibility adapted to the activity they carry out.

i) Obtain recognition from the volunteer entity, for the social value of their contribution and for the competences, aptitudes and skills acquired as a result of carrying out their volunteer work.

j) That their personal data is treated and protected in accordance with the provisions of Law 15/1999 of 13 December on the protection of personal data.

k) To cease carrying out their activities as a volunteer under the terms established in the incorporation agreement.
Volunteers have the following resposabilities/duties:

a) To comply with the commitments acquired with the volunteer entities in which they are integrated, reflected in the incorporation agreement, respecting the aims and statutes of the same.

b) To keep the information received and known in the development of their voluntary action duly confidential.

c) Reject any material or economic compensation that they may receive either from the persons to whom the voluntary action is directed or from other persons related to their voluntary action.

d) Respect the rights of the persons to whom the voluntary action is directed under the terms set out in Article 16.

e) To act with due diligence and in solidarity.

f) Participate in the training tasks envisaged by the voluntary organisation for the activities and functions entrusted to it, as well as those that are required on an ongoing basis to maintain the quality of the services they provide.

g) To follow the instructions of the voluntary service entity that are related to the development of the activities entrusted.

h) Make appropriate use of personal accreditation and badges of the volunteer-involving entity

i) Respect and care for the material resources made available by the volunteer entity

j) Comply with existing health and safety measures of the volunteer entity

k) To observe the rules on protection and processing of personal data in accordance with the provisions of Law 15/1999 of 13 December and other applicable regulations.

In this way, the rights of the volunteers are the responsabilites/duities of the volunteering organisations, and viceversa

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Rights and obligations of the volunteer
1. A volunteer has the right to:
1) be informed about the extent and scope of volunteering, about existing and potential health and safety risks that may arise during volunteering, and the use of measures to prevent them;
2) to receive the means, information, training, counseling and technical assistance necessary for the performance of voluntary activities;
3) to receive a document confirming the voluntary activity performed by the volunteer, the acquired competence;
4) to stop volunteering.

2. Responsibilities of the volunteer:
1) follow the procedure for performing voluntary activities discussed with the organizer of voluntary activities;
2) to participate in preparation courses for volunteering, if such are provided by the organizer of volunteering;
3) not to violate the legitimate interests of the organizer of voluntary activities and persons for whose benefit voluntary activities are performed;
4) to perform voluntary activities in good faith.

Rights and obligations of the organizer of voluntary activities
1. Rights of the organizer of voluntary activities:
1) use volunteers;
2) to determine the goals and procedure for the performance of voluntary activities;
3) reimburse volunteers for expenses related to volunteering;
4) require the volunteer to participate in preparation for volunteering courses;
5) refuse the volunteer, stating the reasons for the refusal.

2. Responsibilities of the organizer of voluntary activities:
1) inform the volunteer about the nature and extent of volunteering, its course, current and potential health and safety risks that may arise during volunteering, and the use of measures to prevent them;
2) to provide the volunteer with the information necessary for the performance of the voluntary activity, to organize training, to provide consulting and technical assistance and, at the request of the volunteer, to provide him / her with the means necessary for the performance of the voluntary activity;
3) enter into a voluntary activity agreement with a volunteer in the cases specified in Paragraph 1 of Article 9 of this Law;
4) upon request of the volunteer to issue a document confirming the competence acquired by the volunteer performed by the volunteer.
https://e-seimas.lrs.lt/portal/legalAct/lt/TAD/TAIS.402802

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In Spain we find the law 45/2015, of October 14, of Volunteering, which regulated for the first time in the state scope the volunteering in our country, giving it recognition and promotion.

The main objective of this law is to promote and facilitate the participation of citizens in acts of volunteerism carried out by different volunteer entities, both inside and outside Spain. However, in each Autonomous Community we can find different specific laws aimed at volunteering and sport.

This law understands volunteering to be activities of general interest carried out by people with a sense of solidarity and free fulfilment, as long as they are not carried out by virtue of an employment relationship or receiving economic or material compensation. Similarly, volunteer activities are understood to be those that are always carried out through entities dedicated to this purpose, becoming concrete and specific actions.

Therefore, a volunteer is a person who, by his/her own choice, freely offers his/her time, knowledge and experience without receiving remuneration in return.

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Volunteers shall, on terms and conditions set out in this Chapter, provide services to support the following:
1) non-governmental organisations and other entities, in particular in the field of public benefit work, with the exception of business activity they may engage in;
2) public administration authorities, with the exception of business activity they may engage in;
3) organisational units reporting to public administration authorities or supervised by the same, with the exception of business activity they may engage in – hereinafter referred to as “the beneficiaries.”
2. Provisions laid out in this Chapter shall apply as appropriate to volunteers providing services to support international organisations in the territory of the Republic
of Poland, unless provisions of international agreements provide otherwise.
3. A member of an association may also provide services, as a volunteer, for the association they are a member of.

A volunteer shall be duly qualified and conform to all requirements appropriate for the type and scope of services provided, whenever separate legal provisions provide
for the obligation to have such qualifications and to fulfil relevant conditions.

Services shall be provided by volunteers within the extent, in the manner and within the time-frame defined in an agreement signed with the beneficiary.
The agreement shall contain a clause allowing for the termination thereof.

Upon the volunteer’s request, the beneficiary shall be obliged to confirm in writing the content of the agreement referred to in para 1, and to issue a written attestation of services provided by the volunteer and their scope.

Upon the volunteer’s request, the beneficiary may issue a written opinion on the services provided by the volunteer.

Should a volunteer provide services for a period exceeding 30 days, the said agreement shall be made in writing.

The provisions of the agreements concluded between the beneficiary and the volunteer not regulated herein shall be regulated by provisions of the Act of 23 April 1964 the Civil Code.

The beneficiary shall be obliged to:
1) notify the volunteer of any risk to health and safety related to providing services, and on the rules of protection against occupational threats and hazards;
2) ensure the volunteer the safe and hygienic conditions of services provision, including appropriate personal safety measures determined by the type of services provided and the related hazard under separate legal provisions applicable to employees;
3) cover the cost of business travel and per diems under separate legal provisions applicable to employees.

The beneficiary may reimburse other indispensable expenses incurred by the volunteer when providing benefits to the beneficiary, under separate legal
provisions applicable to employees.

The beneficiary may cover the costs of volunteer training in the field of services they provide as set out in the agreement.

A volunteer may be entitled to health care services under terms and conditions set out in legal provisions on health care services financed from public funds.

The beneficiary shall be obliged to take out casualty insurance for any volunteer providing services for a period no longer than 30 days.

The beneficiary shall be obliged to notify the volunteer of their rights and obligations, and provide access to such information.

Yes, we have Act of law of April 24 th 2003 on Public Benefit and
Volunteer Work

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The Framework Law on Volunteering (L. 266 of 1991) defines the role of Volunteer as a person who, by his own free will, carries out activities in favor of the community and the common good, making available his time and skills in a personal, spontaneous, free and non-profit way, exclusively for solidarity purposes.

His/her work cannot be remunerated in any way, not even by the beneficiary. The volunteer may only be reimbursed for costs incurred and documented for the work carried out within the limits set. The role of the volunteer is incompatible with any form of employment or self-employment relationship and with any other paid employment relationship with the entity of which the volunteer is a member or associate or through which it carries out his/her voluntary activity.

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A volunteer is a natural person who provides services voluntarily and without remuneration, on the basis of the regulations specified in the Act (Article 2 point 3).
Volunteers may carry out, under the conditions set out in the chapter (Art.42.1.), benefits to :
non-governmental organizations in particular in the scope of public benefit activity, public administration bodies, organizational units subordinate to or supervised by public administration bodies, health-care entities within the meaning of the regulations of medical activity within the scope of their therapeutic activity.

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Volunteering activities are most developed in the largest cities of Lithuania (Vilnius and Kaunas). There is not much information about volunteering in small towns, and opportunities to get involved are minimal. Most of the organizations involved in volunteering are in the social work and health care sectors. Other sectors include education, environmental protection, sport and culture.

As regards the social background of volunteers, one notices that students and school pupils are the most active in volunteering. The lowest participation rate is amongst old age pensioners and the unemployed. The results of a TNS Gallup survey in 2008 revealed that people aged 60-74 are least likely to engage in the voluntary work because of lack of time (21%), do not feel than they can be helpful (24%), or health problems (36%).

http://www.savanoriai.or/lt/savanoryste-lietuvoje/
http://www.buk-savanoriu.lt/

A VOLUNTEER is a person of any age who devotes his or her time, knowledge, experience and energy to useful work and does not receive a monetary reward for it. Volunteering can be small, such as help with a one-day event, or larger, with a few hours of your free time each week or even daily.
https://e-seimas.lrs.lt/portal/legalAct/lt/TAD/TAIS.402802