Policies and Procedures

Terms of Service

These Terms of Service ("Terms" or "Agreement") constitute an agreement between the website ("Website Staff", "We", "Us") and you ("User", "You").

This Agreement predefines the general terms and conditions for your use of this website and all of its products or services ("Website" or "Services").

Purpose and Scope

The purpose of this Electronic Privacy Policy is to protect the personal and sensitive information collected, used, and stored by the "Life Pulse Team" across various digital platforms, including the website, social media channels, and applications used by the team.

This policy applies to all members, volunteers, and beneficiaries who interact with the team's digital platforms and explains how data is collected, used, protected, and the rights of individuals regarding their personal information.

Core Principles

• Transparency:
  All individuals interacting with the team's digital platforms should have a clear understanding of the type of data collected, how it is used, and for what purpose.
• Privacy:
  The team respects individuals' privacy and maintains the confidentiality of their personal data. No personal data is collected without the individual's consent and without adherence to this policy.
• Security:
  The team commits to applying the highest security standards to protect personal data from unauthorized access, alteration, disclosure, or destruction.

Types of Data Collected

1. Personal Data:
   • Name, email address, phone number, and other contact information.
   • Professional information such as educational and professional background (especially when applying to join the team).
   • Photographs or videos that may include individuals participating in volunteer activities or events.
2. Technical Data:
   • The user's IP address.
   • Browser type and operating system.
   • Browsing history and website usage data, including visited pages and timestamps.
3. Sensitive Data:
   • Any health-related information or special needs details collected solely to provide necessary support during volunteer activities.

Methods of Data Collection

1. Direct Collection:
   Personal data is collected directly from individuals through online forms, such as registration forms, membership applications, and evaluation surveys.
2. Automated Collection:
   Technical data is automatically collected through interaction with the website or applications, using cookies and similar technologies.
3. External Sources:
   Data may be collected from external sources such as partner organizations and healthcare institutions, provided that explicit consent is obtained from the individuals concerned.

Use of Data

• Service Improvement:
  Personal data is used to enhance the user experience across digital platforms and to provide personalized services based on individual needs.
• Communication:
  Email addresses and phone numbers are used to communicate with members, volunteers, and beneficiaries regarding activities, events, and training programs.
• Analysis and Development:
  Technical data is used for analysis and to understand how the platforms are utilized in order to improve performance and content.
• Safety and Compliance:
  Personal data is used to ensure the safety of volunteers and beneficiaries during activities and events and to comply with applicable laws and regulations.

Data Sharing

• Internal Parties:
  Data may be shared with team members or administrators as needed to efficiently manage volunteer activities and events.
• External Parties:
  Personal data will not be shared with external parties without the explicit consent of the individuals concerned, except in cases of critical necessity, such as cooperation with health authorities during emergencies.
• Technical Service Providers:
  Data may be shared with technical service providers who manage the website and applications to ensure efficient and secure operation.

Data Protection

• Security Measures:
  Data is stored on secure servers with advanced protection measures such as encryption, firewalls, and two-factor authentication.
• Access Control:
  Access to data is granted only to authorized members who require it to perform their duties, with periodic monitoring of access activities.
• Training and Awareness:
  Periodic training is provided to all members and volunteers regarding the importance of data protection and secure handling practices.

Individual Rights

1. Access to Data:
   Individuals have the right to request a copy of their personal data collected and stored by the team.
2. Data Correction:
   Individuals have the right to request the correction of any inaccurate or incomplete personal data.
3. Data Deletion:
   Individuals have the right to request the deletion of their personal data from the team’s records unless retention is required for legal or regulatory reasons.
4. Objection to Data Processing:
   Individuals have the right to object to the processing of their personal data at any time if the processing is deemed unjustified or inconsistent with this policy.

Changes to the Privacy Policy

This policy may be amended from time to time to meet legal requirements or technological developments.

All members and beneficiaries will be notified of any significant changes via email or through the team’s website.

Procedures for Handling Privacy Violations

1. Reporting:
   Any member suspecting a violation of the Privacy Policy must immediately report it to the team’s management.
2. Investigation:
   The management will conduct an immediate investigation into the incident and assess its impact on the affected individuals.
3. Corrective Actions:
   Necessary measures will be taken to correct the violation and prevent recurrence, including enhancing security measures or reviewing internal policies.
4. Notification of Affected Individuals:
   If any individual’s data is directly affected, they will be notified with details of the incident and the actions taken.

Contact Us

If you have any inquiries or requests regarding the Electronic Privacy Policy, please contact the Life Pulse Team via email or by calling +973 36484104.

Purpose and Scope

The Acceptance and Rejection Policy aims to define the standards and procedures followed by the "Life Pulse Team" when accepting or rejecting applications to join the team.

The goal is to ensure the selection of volunteers who demonstrate competence and commitment, contributing to the achievement of the team's objectives and enhancing the quality of services provided.

This policy applies to all applicants wishing to join the team, whether new or returning members.

Core Principles

• Transparency and Clarity:
  The team's management is committed to providing clear and transparent criteria to all applicants regarding acceptance and rejection conditions.
• Objective Evaluation:
  All applicants are evaluated based on specific and objective criteria related to skills, experience, and commitment, without discrimination based on race, gender, religion, or any other factors.
• Enhancing Team Quality:
  This policy ensures that all accepted volunteers possess the skills and values aligned with the objectives and mission of the "Life Pulse Team."

Acceptance Criteria

1. Commitment and Participation:
   • The applicant must demonstrate commitment to the time and effort required for participating in volunteer activities.
   • Prior experience in volunteer work or community activities is preferred.
2. Skills and Experience:
   • Applicants must possess basic first aid skills (training will be provided if necessary).
   • It is preferred that the applicant has experience in fields related to health, emergency response, development, management, fieldwork, or event management.
3. Reputation and Conduct:
   • Applicants must have a good reputation and appropriate conduct, with no record of misconduct or legal violations.
4. Educational Qualifications:
   • It is preferred that the applicant holds an appropriate educational qualification or a certified first aid certificate, or any relevant healthcare qualification, or skills that support the team's activities.
5. Personal Skills:
   • Applicants must possess effective communication skills, teamwork capabilities, and problem-solving abilities.
   • The ability to interact professionally and respectfully with diverse individuals is required.

Acceptance Procedures

1. Submitting the Application:
   • The applicant must complete the application form available via the "Nabd" application.
   • The form includes personal information, educational and professional background details, and the reasons for joining the team.
2. Preliminary Review:
   • The application is reviewed by the Acceptance Committee to verify that the applicant meets the basic criteria.
   • Applicants who do not meet the basic requirements will be contacted and informed of their rejection.
3. Personal Interview:
   • Applicants who pass the preliminary review are invited to a personal interview to assess their skills, experience, and compatibility with the team’s goals.
   • Interviews are conducted by the Acceptance Committee, consisting of administrative members and team representatives, typically through Zoom or Google Meet.
4. Competency Test:
   • Applicants may be required to undergo a basic test to assess their knowledge in first aid or relevant skills (especially if applying for a specific role or specialization).
5. Notification of Applicants:
   • All applicants are notified of their application results via email or another official communication method within two weeks of the interview date.
6. Onboarding New Volunteers:
   • Accepted volunteers are required to attend a foundational training program, which includes an introduction to the team’s goals, values, and work procedures.

Rejection Criteria

1. Failure to Meet Basic Requirements:
   • Applications are rejected if the applicant does not meet the basic requirements regarding skills, experience, or commitment.
2. Unprofessional Conduct or Poor Reputation:
   • Applications are rejected if the applicant has a history of unprofessional behavior or legal violations, to preserve the team’s reputation.
3. Conflict with Team Principles:
   • Applications are rejected if the applicant’s values or beliefs do not align with the mission and principles of the "Life Pulse Team."
4. Inability to Commit:
   • Applications are rejected if the applicant shows an inability to commit to the team’s time requirements or core activities.

Procedures for Handling Rejections

1. Notification of Applicants:
   • Rejected applicants are formally notified with reasons for rejection, while maintaining confidentiality of their information and details.
2. Reapplication:
   • Rejected applicants may reapply after six months from the date of the initial rejection, provided they have improved the necessary skills or experience.
3. Request for Clarification:
   • Rejected applicants have the right to request a written explanation from the Acceptance Committee regarding the reasons for rejection, without disclosure of personal or confidential information.
4. Appeal:
   • Rejected applicants have the right to file an appeal if they believe the rejection decision was unfair.
   • Appeals will be reviewed by an independent committee, and applicants will receive a response within two weeks from the appeal submission date.

Responsibilities of the Acceptance Committee

• Commitment to Transparency:
  The committee is committed to applying acceptance and rejection standards fairly and objectively without bias or favoritism.
• Confidentiality:
  All committee members must maintain the confidentiality of information submitted by applicants and refrain from using it for any purpose outside the acceptance process.
• Fair Evaluation:
  All applicants are evaluated based on standardized criteria, taking into account the diversity of backgrounds and experiences.

Purpose and Scope

These Anti-Harassment Guidelines provide practical information regarding behaviors considered as harassment, guidance on how to identify, report, and address harassment cases.

These guidelines cover all forms of harassment that Life Pulse Team volunteers may encounter during their volunteer activities or in any context related to their volunteer engagement with the team.

The Volunteer Code of Conduct specifies the rules applicable to harassment. These guidelines do not replace the Code of Conduct or any other obligations required from volunteers.

Core Principles

1. Respect and Fairness:
   Volunteers must interact courteously and fairly with each other, respecting human dignity, different customs, and cultures.
   Any form of harassment is considered an insult to human dignity and must be avoided at all times and under any circumstances. Life Pulse Team maintains a zero-tolerance policy towards harassment.
2. Preventive Approach:
   Prevention is key. Priority should be given to early detection of harassment cases and immediate actions to stop them.
3. Personal Responsibility:
   Every volunteer is responsible for ensuring that their behavior does not constitute harassment and must contribute to creating an environment of trust, respect, and tolerance.
4. Leadership Responsibility:
   Managers and supervisors must ensure a harassment-free environment and are obligated to act promptly when informed of any harassment allegations.
5. Disciplinary Action:
   Proven cases of harassment will result in disciplinary action according to the team's volunteer regulations, considering the severity of the offense and any prior records.
6. Accountability for Inaction and Retaliation:
   Managers who knowingly ignore harassment incidents, as well as any retaliation or false accusations regarding harassment, are also subject to disciplinary measures.

Definition of Harassment

Harassment includes any inappropriate or unwelcome behavior that humiliates, belittles, intimidates, or creates a hostile, offensive, or distressing environment for another person.

Key elements of harassment:

• Unwanted Conduct:
  The perception and feelings of the individual affected are what matter, not the intent behind the behavior.
• Reasonable Interpretation:
  The behavior must reasonably be perceived by others, considering the full circumstances, as creating a negative or hostile environment.

Harassment can be committed by any person regardless of their role—whether a superior, peer, or subordinate.

Factors to Consider in Defining Harassment

• Tolerance Levels:
  Every individual brings their personal background to work (e.g., upbringing, culture, past experiences).
  For instance, a person with a history of sexual assault may perceive even mild flirtation as highly offensive.
• Intent:
  The intent behind the behavior is irrelevant. Even jokes or perceived harmless gestures can still constitute harassment if they negatively impact the individual.
• Reasonableness of Behavior:
  If, when viewed reasonably, a behavior does not seem like harassment (such as legitimate administrative actions), it may not qualify as harassment.
• Impact:
  Harassment is evaluated based on its impact on the individual, such as emotional distress or hindered work performance.
• Repetition:
  While harassment typically involves repeated acts, a single serious incident can also constitute harassment depending on its severity.

Types of Harassment

• Abuse of Authority:
  Occurs when someone misuses their position to demand inappropriate behavior or make unfair threats or promises.
• Sexual Harassment:
  Any unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, including inappropriate jokes, gestures, or exposure to offensive material.
• Psychological Harassment:
  Includes bullying, intimidation, persistent criticism, social exclusion, spreading rumors, or undermining a person’s confidence and reputation.

Examples of Inappropriate Behaviors

• Unwanted physical contact.
• Unnecessary close physical proximity.
• Repeated sexual comments about someone's appearance.
• Inappropriate emails, messages, or social media interactions.
• Inappropriate jokes, sexual remarks, or unwanted flirting.
• Persistent invitations after refusal.
• Use of offensive language or gestures.
• Intimidating stares or gestures.
• Displaying offensive or explicit materials.

Volunteer Responsibilities

• Familiarize themselves with these guidelines.
• Actively contribute to maintaining a harassment-free environment.
• Report any suspected harassment to their immediate supervisor or volunteer coordinator.
• Seek advice if unsure about the ethical implications of a behavior.

Purpose and Scope

The Continuous Development Policy aims to ensure that all volunteers of the "Life Pulse Team" are committed to continuously improving their skills and knowledge.

This contributes to enhancing efficiency and professionalism in delivering volunteer services.

This policy applies to all volunteers at different levels and responsibilities, covering all areas of development including training, education, and skills enhancement.

Core Principles

• Commitment to Continuous Learning:
  All volunteers should be motivated to pursue ongoing learning and skill development, seizing all available opportunities both within and outside the team.
• Contribution to Team Goals:
  Development activities should focus on strengthening individual and collective competencies aligned with the team’s objectives and mission.
• Periodic Assessment:
  Training and development needs are evaluated regularly to identify areas for improvement.

Areas of Continuous Development

1. Technical Training:
   • Providing training courses and workshops in first aid, emergency management, and public safety.
   • Offering volunteers the opportunity to obtain certified qualifications in their specialties.
2. Leadership Training:
   • Delivering programs to develop leadership and management skills for volunteers taking supervisory roles.
   • Encouraging participation in activities and events that strengthen leadership capabilities.
3. Communication Skills Training:
   • Organizing workshops on effective communication and public engagement skills.
   • Training volunteers to deliver first aid assistance professionally and communicate effectively with the community.
4. Personal Development:
   • Offering courses to enhance personal skills such as time management, stress management, and prioritization.
   • Encouraging volunteers to set personal and professional development goals.
5. Technology Training:
   • Organizing training on using digital tools and platforms that support the team's operations.
   • Providing guidelines for effective use of social media to raise awareness about the team’s activities.

Continuous Development Procedures

1. Assessing Training Needs:
   • Volunteers’ training needs are assessed through periodic surveys and performance evaluations.
   • Data analysis is conducted to identify key areas requiring further development.
2. Preparing an Annual Training Plan:
   • An annual training plan is developed based on identified needs, detailing the programs and workshops to be offered.
3. Program Enrollment:
   • Volunteers are encouraged to enroll in available training programs, with partial financial support provided by the team if needed.
4. Post-Training Evaluation:
   • The effectiveness of training is assessed through participant feedback and analysis of performance improvement.
5. Learning from Experiences:
   • Volunteers are encouraged to share their experiences and lessons learned during knowledge-sharing sessions.

Responsibilities of Volunteers

• Commitment to Continuous Development:
  Every volunteer must commit to attending training courses and workshops and strive for ongoing personal and professional growth.
• Active Participation:
  Volunteers should actively participate in all development activities organized by the team.
• Providing Feedback:
  Volunteers are encouraged to provide feedback on training programs and workshops to help improve future offerings.
• Setting Personal Goals:
  Volunteers are advised to set personal development goals and work towards achieving them alongside the team’s objectives.

Purpose and Scope

The Levels Policy aims to classify the members of the "Life Pulse Team" according to their training achievements and accumulated experience.

This system helps in assigning responsibilities and tasks based on each member’s qualifications and skills, guiding volunteers towards developing their competencies and advancing to higher levels within the team.

This policy applies to all team members.

Core Principles

• Continuous Development:
  Volunteers are encouraged to constantly improve and develop their skills by participating in various training programs.
• Commitment to Quality Standards:
  This policy ensures that all volunteers possess the necessary knowledge and skills to deliver high-quality emergency and first aid services.
• Progressive Responsibilities:
  Tasks and responsibilities are assigned according to the volunteer’s level, matching their qualifications and experiences to ensure safe and efficient service delivery.

Levels and Their Requirements

Level One: New Member

Requirements:

• Completion of the team’s foundation workshop.
• Passing the Basic First Aid course.
• Completion of the Fire Safety course.
• Familiarity with the team's basic rules and procedures.
• Completion of the Cardiopulmonary Resuscitation (CPR) course.

Tasks and Responsibilities:

• Participate in simple activities and events that do not require advanced skills.
• Assist in providing basic first aid when necessary.
• Support event organization and management teams.

Level Two: Practitioner Member

Requirements:

• Completion of all Level One requirements.
• Passing the Psychological First Aid course.
• Completion of the Advanced First Aid course.
• Completion of the Emergency Oxygen course.
• Passing the Internal Communication Skills course.
• Completion of the Infection Control course.

Tasks and Responsibilities:

• Provide advanced first aid in emergency situations.
• Participate in training and workshops as an assistant trainer.
• Provide initial psychological support to injured individuals and beneficiaries.
• Assist in team management during events and facilitate effective communication among members.

Level Three: Healthcare Provider

Requirements:

• Must be a certified healthcare professional (such as a nurse, paramedic, or physician).
• Completion of all Level One and Level Two requirements.
• Passing the Basic Life Support (BLS) course.

Tasks and Responsibilities:

• Deliver advanced healthcare services during emergencies.
• Train volunteers in first aid techniques and life support skills.
• Take on leadership roles during medical and field events.
• Assess emergency situations and make appropriate decisions.

Level Four: Emergency and Operations Leader

Requirements:

• Completion of all previous level requirements.
• Passing the Disaster Management course.
• Passing the Crowd Management course.
• Passing the Advanced Cardiovascular Life Support (ACLS) course.

Tasks and Responsibilities:

• Lead and coordinate operations during emergencies and disasters.
• Manage the team and allocate tasks during large crowd events.
• Supervise training and development activities for volunteers across all levels.
• Develop emergency response and evacuation plans for major events.

Volunteer Responsibilities

• Continuous Development:
  All volunteers must strive to develop their skills and advance to higher levels through participation in training courses and practical exercises.
• Compliance with Standards:
  Volunteers must adhere to the standards and procedures established for each level and ensure their proper application during activities and events.
• Active Participation:
  Volunteers at all levels must actively participate in training and volunteer activities appropriate to their classification.

Promotion Procedures

1. Periodic Evaluation:
   • Volunteer performance is evaluated periodically by a specialized committee to determine their readiness for promotion.
2. Application for Promotion:
   • Volunteers may apply for promotion to a higher level after fulfilling all required training and practical experience criteria.
3. Approval of Promotion:
   • Promotion requests are reviewed by the designated committee, and decisions are based on performance, commitment, and competency standards.
4. Additional Training:
   • Volunteers may be required to complete additional training before being promoted to ensure they are fully prepared for new responsibilities.

Handling Non-Compliance

• Volunteers who fail to fulfill the tasks and responsibilities of their current level will receive an initial verbal warning.
• Continued non-compliance will result in a written warning and possible temporary suspension of their current level.
• Volunteers may be demoted to a lower level if they are unable to perform the duties required effectively.

Purpose and Scope

This policy aims to ensure the optimal use and maintenance of tools, equipment, and logistics belonging to the "Life Pulse Team," guaranteeing their efficiency and sustainability to deliver high-quality volunteer services.

This policy applies to all team members and covers all tools and equipment used during activities and events.

Core Principles

1. Collective Responsibility:
   All members share responsibility for maintaining and preserving tools and equipment to ensure their longevity.
2. Efficient Use:
   Tools and equipment must be used only for authorized purposes and in a manner that preserves their integrity.
3. Documentation and Transparency:
   Usage and maintenance of tools and equipment must be documented to ensure transparency and accountability.

Procedures

1. Registration of Tools and Equipment

• All tools and equipment are recorded in an inventory list that is updated periodically.
• A designated officer is assigned to manage and monitor the condition of the equipment.

2. Responsible Use

• Members must use tools and equipment correctly and in accordance with provided instructions.
• Personal use or use outside official team activities is prohibited.

3. Regular Maintenance

• Routine inspections of tools and equipment are conducted to ensure their functionality and readiness.
• A preventive maintenance schedule is established in coordination with the logistics officer.

4. Handling Damage or Malfunctions

• Any damage or malfunction must be reported immediately to the equipment officer.
• The extent of the damage is assessed, and decisions regarding repair or replacement are made accordingly.

5. Lending Procedures

• Any lending of tools or equipment must be documented, specifying the responsible member.
• A set return date is established, and the condition of the equipment is assessed upon return.

6. Safe Storage

• All tools and equipment must be stored in designated, secure locations to prevent damage or theft.
• Storage areas must be organized to ensure easy access when needed.

7. Inventory Management

• Periodic inventories are conducted to verify the condition of tools and their compliance with records.
• Equipment requiring replacement or addition is identified based on team needs.

Member Responsibilities

1. Proper Use:
   All members must adhere to the usage instructions for each tool or piece of equipment.
2. Reporting Issues:
   Members must immediately report any damage or malfunction during use.
3. Maintaining Cleanliness:
   Members must clean tools after use and return them to their designated storage locations.
4. Supporting Maintenance:
   Members with relevant expertise are encouraged to assist in maintaining and repairing equipment when needed.

Handling Non-Compliance

1. First Warning:
   • Verbal warning is issued for misuse or negligence.
2. Written Warning:
   • If the violation is repeated, a formal written warning is sent outlining the violation details and subsequent steps.
3. Cost Recovery:
   • Members may be required to cover repair or replacement costs if damage resulted from deliberate misuse.
4. Temporary Suspension:
   • Continued violations may lead to the suspension of participation in activities involving tools and equipment.

Evaluation and Review

1. Periodic Evaluation:
   • The condition of tools and equipment is regularly assessed to ensure functionality and readiness.
2. Policy Review:
   • This policy is reviewed annually to update it as needed and ensure it meets the team's operational requirements.

Grievance Procedures

1. Filing a Complaint:
   • Any member who feels that disciplinary actions were unjust may submit a complaint.
2. Complaint Review:
   • Complaints are reviewed by an independent committee, and responses are provided within two weeks.

Purpose and Scope

The Media and Communication Policy aims to regulate how the "Life Pulse Team" interacts with the media and the public, ensuring that all media messages and statements issued by the team are unified and consistent.

This policy is intended to protect the team's image and credibility and to enhance effective communication with the community.

It applies to all team members when interacting with the media or speaking on behalf of the team.

Core Principles

• Effective Communication:
  The policy ensures that accurate and consistent information is provided to the public, reflecting the team's goals and messages.
• Transparency and Credibility:
  All statements and information issued by the team must be transparent and accurate, enhancing public trust and credibility.
• Preserving the Team's Public Image:
  All statements must align with the team’s core values and principles to maintain its positive reputation in the community.

Media and Communication Guidelines

1. Official Statements:
   • Only authorized members, such as the team leader or the Public Relations Officer, are permitted to make official statements to the media.
   • All media statements must be aligned with the official messages approved by the team management.
2. Required Approvals:
   • Any member wishing to make a statement to the media must obtain prior written approval from the team leader or Public Relations Officer.
   • Approval requests must be submitted sufficiently in advance, including details of the topic and proposed content.
3. Preparation of Statements:
   • All written and verbal statements must be prepared in coordination with the Public Relations Officer to ensure consistency and accuracy.
   • Information must be verified and updated; dissemination of uncertain or misleading information is prohibited.
4. Handling Media Requests:
   • The Public Relations Officer is designated as the official spokesperson for all media matters.
   • If a media outlet contacts any team member, they must immediately refer the matter to the Public Relations Officer or the team leader.
5. Use of Social Media:
   • The team's official social media accounts are managed by a designated team.
   • No member is allowed to publish or share information related to team activities or projects on personal accounts without prior approval from team management.
   • All posts must align with the team's policies and goals, avoiding any content that could be considered offensive or inappropriate.
6. Handling Sensitive Information:
   • Confidential information regarding beneficiaries, partners, or team members must be protected.
   • Publishing personal information or private data without written consent from the concerned parties is strictly prohibited.
7. Emergency Communications:
   • In cases of emergencies or crises, communications must be coordinated with the Emergency Officer to ensure unified messaging.
   • Only the official spokesperson is authorized to issue statements to ensure consistency and accuracy.
8. Photography and Publication:
   • Capturing photos or videos of volunteer activities and publishing them without management approval is prohibited.
   • Prior consent must be obtained from individuals appearing in photos or videos before publication, to respect their privacy.

Responsibilities of All Volunteers

• Adherence to Policy:
  All members must comply with the Media and Communication Policy and refrain from making any public statements on behalf of the team without prior authorization.
• Communication with Team Management:
  Volunteers must promptly inform the team management of any media requests or communications related to team activities.
• Preserving the Team’s Image:
  All members must act professionally and respectfully when dealing with the media or the public to help maintain the team’s positive image.

Handling Policy Violations

1. Warning:
   • In case of policy violation, a verbal warning will first be issued to the offending volunteer, explaining the details of the violation.
2. Disciplinary Actions:
   • If the violation persists or is severe, a written warning will be issued.
   • Further disciplinary actions may include:
     • Suspension from participation in media-related activities.
     • Dismissal from the team in cases of repeated violations or serious harm to the team's reputation.
3. Policy Review:
   • Policies and procedures are reviewed periodically to ensure effectiveness and to implement necessary improvements in media communication practices.

Media Authorization Request Process

1. Submitting the Request:
   • A written request must be submitted to the Public Relations Officer, including details of the intended statement and the topic to be addressed.
2. Approval:
   • The request is reviewed by the team management, and a decision (approval or rejection) is provided within three working days.
3. Preparation:
   • Upon approval, the statement is prepared in collaboration with the Public Relations Officer to ensure compliance with the team’s policies.
4. Execution:
   • The statement is issued by the authorized person only, ensuring that the message is delivered clearly and accurately.

Purpose and Scope

The Minimum Participation and Engagement Policy aims to encourage all members of the "Life Pulse Team" to maintain a consistent level of activity and effective participation in the team's volunteer activities and events.

This policy ensures that all members contribute to achieving the team’s objectives and continuously developing its initiatives and programs.

It applies to all team members across all levels.

Core Principles

• Commitment and Active Participation:
  Commitment to participating in volunteer activities and events is a fundamental responsibility of every team member, strengthening teamwork and helping achieve the team's goals.
• Continuous Development:
  This policy encourages members at all levels to contribute ideas for developing events and activities, enriching the team's content and meeting community needs.
• Shared Responsibility:
  All members are responsible for supporting the team's activities through active participation and by proposing ideas and improvements to enhance performance.

Basic Participation and Engagement Requirements

1. Participation in Activities and Events

• All Members (Levels 1 to 4):
  • Each member must participate in at least one activity or attend at least one event every three months.
  • Activities include providing first aid, organizing events, participating in workshops, or contributing to community initiatives supported by the team.
• Members of Levels 2 and 3:
  • In addition to participation, each member must submit at least one proposal for a new activity or event annually.
  • The proposal should present a new idea or an improvement to an existing activity, including objectives, required resources, and success measurement methods.
• Level 4 Members (Operations and Emergency Leaders):
  • Level 4 members are required to participate in planning and organizing major activities and events.
  • They must also follow up on proposals submitted by other members and provide necessary support.

Proposal Submission Procedures

1. Submitting the Proposal:
   • Proposals must be submitted through a designated electronic form on the team’s website or via a designated email.
   • Proposals should include event details, objectives, target audience, required resources, and the proposed timeline.
2. Reviewing the Proposal:
   • All proposals are reviewed by a special committee composed of Level 4 members and planning officers.
   • Proposals are evaluated based on their alignment with the team's goals, feasibility, and creativity.
3. Approval and Implementation:
   • Upon approval, the member who submitted the proposal is tasked with leading the initiative, working collaboratively with other team members.
   • Implementation is monitored by the review committee to ensure adherence to the agreed plan.

Monitoring Participation and Engagement

1. Documentation and Tracking:
   • All member participations and event attendances are recorded in the team's volunteer management system.
   • Participation records are updated periodically to ensure data accuracy.
2. Periodic Evaluation:
   • Each member’s participation level is assessed every three months by their direct supervisor or team coordinator.
   • Periodic reports are sent to members outlining their engagement and commitment levels.
3. Feedback and Guidance:
   • Regular feedback is provided to members who have not met the minimum participation requirements, with guidance on how to improve their engagement.

Handling Non-Compliance

1. First Warning:
   • If a member fails to meet the minimum participation requirement (one activity every three months), a verbal warning is issued, explaining the importance of adherence.
2. Written Warning:
   • If the violation continues, a written warning is issued detailing the violation and emphasizing the need for compliance.
3. Freezing or Termination of Membership:
   • Continued non-compliance may result in the temporary freezing of the member’s status for three months, during which they are suspended from participating in activities and events.
   • If non-compliance persists after the freezing period, the member’s membership may be permanently terminated.

Responsibilities of All Members

• Commitment to Active Participation:
  All members must fulfill the minimum participation requirements to help achieve the team's goals and deliver high-quality services.
• Providing Constructive Proposals:
  Level 2 and 3 members are required to submit effective and innovative proposals to enhance activities and initiatives.
• Cooperation and Coordination:
  All members must cooperate with supervisors and fellow volunteers to effectively organize and implement activities and events.

Grievance Mechanism

1. Filing a Grievance:
   • Any member subjected to disciplinary action under this policy may submit a formal grievance request to the Grievance Committee.
2. Reviewing the Grievance:
   • The grievance is reviewed by an independent committee, and a response is provided within two weeks.
3. Corrective Actions:
   • If the grievance is upheld, corrective measures are taken, and the disciplinary action is reconsidered.

Purpose and Scope

The Health and Safety Policy aims to ensure a safe and healthy environment for all "Life Pulse Team" members and beneficiaries during all volunteer activities and events organized by the team.

This policy seeks to minimize potential risks, raise awareness of preventive measures, and ensure that all members are equipped with the tools and knowledge necessary to maintain their own safety and that of others.

It applies to all activities and events organized by the team, whether field-based or internal.

Core Principles

• Safety First:
  The primary principle is to guarantee the safety and health of all participants, including volunteers, beneficiaries, and the general public.
• Awareness and Prevention:
  The policy aims to promote awareness of potential risks and the adoption of appropriate preventive measures to avoid accidents and injuries.
• Shared Responsibility:
  All members share the responsibility of maintaining their safety and the safety of others by adhering to health and safety procedures and guidelines.

Health and Safety Procedures

1. Training and Awareness

• All new members must attend a basic training program covering general health and safety principles, first aid, and emergency response procedures.
• Regular advanced training courses are organized on topics such as fire safety, psychological first aid, and infection control.

2. Risk Assessment

• A comprehensive risk assessment is conducted before each event or activity to identify potential hazards and develop appropriate mitigation plans.
• The assessment includes environmental risks, health hazards, and risks related to the equipment used.

3. Emergency Procedures

• A clear emergency plan must be in place, including evacuation procedures, injury management protocols, and communication with emergency services like ambulance or civil defense.
• An Emergency Officer is appointed at every event or activity to supervise the implementation of emergency plans.

4. Equipment and Resources

• All necessary safety equipment must be provided, such as first aid kits, fire extinguishers, and protective clothing.
• Equipment must be regularly inspected to ensure functionality and replaced or repaired as needed.

5. Health Status Verification

• Members are required to report any health conditions that may affect their ability to participate in volunteer activities.
• Support and accommodations are provided for members with special needs or medical conditions to ensure safe participation.

6. Handling Injuries and Accidents

• In the event of an accident or injury, members must immediately notify the Emergency Officer and provide basic first aid if safe and possible.
• All incidents must be documented in a dedicated record, and investigations must be conducted to prevent future occurrences.

7. Preventive Measures

• Members must wear appropriate attire for activities, such as reflective vests for field activities, gloves, masks, and other necessary personal protective equipment (PPE).
• Clean and organized workspaces must be maintained to prevent trip hazards and fire risks.

8. Effective Communication

• Effective communication tools such as walkie-talkies or mobile phones must be available to ensure quick coordination during emergencies.
• All members must have access to the contact details of safety and emergency officers.

Responsibilities of Members

• Adherence to Procedures:
  All members must strictly follow health and safety instructions and be familiar with the location of safety equipment and emergency exits.
• Immediate Reporting:
  Members must promptly report any potential risks, equipment failures, or safety-related incidents to the Emergency Officer or direct supervisor.
• Responsible Conduct:
  Members must act responsibly and avoid any behavior that could endanger themselves or others, such as unsafe equipment use or ignoring safety protocols.

Handling Non-Compliance

1. First Warning:
   • A verbal warning is issued if a member fails to comply with health and safety procedures, with an explanation of the violation and the correct practices.
2. Written Warning:
   • Repeated violations result in a formal written warning outlining the incident and consequences of further non-compliance.
3. Disciplinary Measures:
   • For serious or repeated violations, measures such as suspension of membership or exclusion from future activities may be enforced.

Grievance Mechanism

1. Filing a Grievance:
   • Members may submit a grievance if they believe the disciplinary measures taken against them were unfair or if they were exposed to risks due to mismanagement.
2. Reviewing the Grievance:
   • Grievances are reviewed by an independent committee, and a response is provided within two weeks of submission.
3. Corrective Actions:
   • If mismanagement or negligence is confirmed, appropriate corrective actions will be taken to ensure member safety and prevent recurrence.

Periodic Review

• Policy Evaluation:
  The Health and Safety Policy is reviewed every six months or following any major incident to ensure its effectiveness and relevance to best practices.
• Updating and Development:
  Members are involved in the review and development process to ensure all potential risks are addressed and preventive procedures are enhanced.

Purpose and Scope

The Environmental Policy aims to reinforce the "Life Pulse Team’s" commitment to protecting the environment and promoting environmental sustainability by adopting practices that minimize negative impacts on the environment.

This policy applies to all activities and events organized by the team, both field-based and at headquarters, and involves all members and volunteers.

Core Principles

• Environmental Protection:
  Commitment to protecting the environment by reducing resource consumption, minimizing pollution, and promoting sustainable practices.
• Environmental Awareness:
  Raising awareness among members and volunteers about the importance of protecting the environment and encouraging them to adopt eco-friendly habits.
• Sustainability:
  Supporting sustainability efforts by promoting recycling, reducing waste, and encouraging the use of renewable resources.

Environmental Procedures

1. Waste Management

• Separate recyclable waste (e.g., paper, plastic, glass) from non-recyclable waste.
• Use designated recycling bins at all events and headquarters.

2. Reducing Resource Consumption

• Minimize water and energy use during activities and at team facilities.
• Use reusable tools such as cups and bottles instead of single-use plastics.

3. Sustainable Transportation

• Encourage the use of eco-friendly transportation methods (e.g., walking, cycling, or carpooling) when traveling to events.

4. Greening and Public Space Preservation

• Participate in tree-planting initiatives and cleaning public spaces like beaches and parks.
• Organize events to increase and maintain green spaces.

5. Reducing Paper Usage

• Rely on digital means instead of printing whenever possible.
• If printing is necessary, use recycled paper.

6. Participation in Environmental Initiatives

• Collaborate with local environmental organizations to participate in initiatives and environmental campaigns.

7. Handling Hazardous and Medical Waste

• Dispose of hazardous and medical waste safely and in accordance with applicable environmental regulations.

Responsibilities of Members

• Compliance with Policy:
  All members must comply with environmental procedures during activities and events.
• Active Contribution:
  Members are encouraged to actively participate in environmental initiatives and contribute to protecting the environment.
• Reporting Environmental Issues:
  Members must report any environmental concerns or harmful practices observed during activities.

Handling Non-Compliance

1. Warning:
   • A verbal warning is issued to any member violating environmental procedures.
2. Corrective Measures:
   • If the violation persists, a written warning is issued, and corrective measures are taken to prevent recurrence.
3. Sanctions:
   • In severe cases, the member may be excluded from environmental activities or subject to other disciplinary measures according to the team's policies.

Evaluation and Review

1. Periodic Evaluation:
   • The team's environmental performance is assessed periodically to identify successes and areas for improvement.
2. Policy Review:
   • The Environmental Policy is updated annually or as needed to align with best practices and developments in sustainability.

Cooperation and Environmental Partnerships

• Cooperation with Environmental Organizations:
  Form partnerships with environmental organizations and institutions to strengthen joint efforts.
• Organizing Environmental Events:
  Launch environmental campaigns in collaboration with the local community to promote awareness and sustainable practices.

Purpose and Scope

The Code of Ethics and Professional Conduct Policy aims to define the core principles and values that all members and volunteers of the "Life Pulse Team" must adhere to, whether during volunteer activities or when representing the team in any internal or external setting.

This policy applies to all members and volunteers, regardless of their membership level or assigned responsibilities.

Core Principles

• Integrity:
  All members must act with honesty and truthfulness in all their internal and external dealings.
• Respect:
  All individuals (beneficiaries, colleagues, partners) must be treated with full respect without discrimination or bias.
• Confidentiality:
  Sensitive and private information related to the team, beneficiaries, or volunteers must be protected and not disclosed without official authorization.
• Responsibility:
  Every member is accountable for their actions and decisions and must comply with the laws, regulations, and internal policies of the team.
• Fairness and Equality:
  Everyone must be treated fairly and equitably regardless of race, religion, gender, social background, or any other differences.
• Team Spirit:
  Members must support and promote teamwork and collaboration to successfully achieve the team’s goals.
• Professionalism:
  Members must act professionally and responsibly at all times, whether during activities or while representing the team.

Expected Behaviors

• Regular attendance and active participation in assigned events and activities.
• Courteous and respectful interaction with all individuals inside and outside the team.
• Responsible use and maintenance of team property.
• Presenting a positive and honorable image of the team to the community and media partners.
• Prompt reporting of any observed violations or misconduct to the appropriate administration.
• Commitment to continuous learning and personal and professional development.
• Avoiding any behavior that could harm the team’s reputation or negatively impact the volunteer environment.

Prohibited Behaviors

• Exploiting membership or affiliation with the team for personal gain.
• Engaging in aggressive, discriminatory, or harassing behavior toward others.
• Disseminating confidential or misleading information about the team or its activities without official permission.
• Violating principles of integrity or engaging in unethical behavior.

Handling Violations

1. First Warning:
   • A verbal warning is issued with clarification regarding the unacceptable behavior.
2. Written Warning:
   • If the violation recurs, a formal written warning is issued detailing the violation and potential consequences.
3. Disciplinary Actions:
   • Disciplinary actions may include suspension from team activities, demotion, or termination of membership depending on the severity of the violation.

Commitment

• All members and volunteers are required to read the Code of Ethics and Professional Conduct Policy and formally commit to adhering to it upon joining the team or renewing their membership.

Purpose and Scope

The Conflict of Interest Policy aims to ensure that all members and volunteers of the "Life Pulse Team" perform their duties and contributions with the best interests of the team as their primary focus, without allowing personal or external interests to influence their decisions or actions.

This policy applies to all team members and volunteers, regardless of their roles or responsibilities.

Core Principles

• Transparency:
  All members must disclose any personal interest that could affect or potentially affect their impartiality in performing their duties within the team.
• Integrity:
  Members are expected to act in a way that protects the team's interests and to avoid using their positions for personal gain or for the benefit of external parties.
• Accountability:
  All members are held accountable for complying with this policy and for disclosing any potential or actual conflicts of interest.

What Constitutes a Conflict of Interest

• Personal financial dealings with beneficiaries or partner organizations related to the team.
• Using the team’s resources (information, tools, networks) for personal benefit.
• Recommending products or services linked to the member's personal or financial interests.
• Engaging in external activities or jobs that negatively affect the member’s commitment to the team or conflict with the team's objectives.
• Exploiting the member’s position within the team to obtain personal opportunities or benefits for themselves, family members, or friends.

Disclosure of Conflicts of Interest

• Any member who believes they have an actual or potential conflict of interest must report it immediately and in writing to the team’s management.
• Disclosure must also occur whenever a change arises (such as obtaining a new job, starting a business, or establishing a partnership related to the team).

Procedures for Handling Conflicts of Interest

1. Reviewing the Disclosure:
   The team’s management will review the submitted disclosure and assess whether it constitutes an actual or potential conflict affecting the team’s interests.
2. Taking Appropriate Action:
   • The member may be asked to recuse themselves from specific decisions or activities.
   • In some cases, the member’s responsibilities may be adjusted to ensure impartiality.
   • If the conflict cannot be reasonably managed, the member may be asked to resign their membership.
3. Documentation:
   All disclosures and actions taken are formally documented to maintain transparency and credibility.

Violations of the Conflict of Interest Policy

• Any member who fails to disclose a conflict of interest or acts in violation of this policy may be subject to disciplinary actions, which could include a warning, suspension, or termination of membership.

Commitment

• All members and volunteers are required to read this policy and formally commit to adhering to it upon joining the team, with periodic reminders to review and update their disclosures when necessary.

Purpose and Scope

The Volunteer Disciplinary Policy aims to establish a fair and structured framework for addressing violations committed by volunteers of the "Life Pulse Team," to maintain a positive and safe volunteering environment and to ensure that all members adhere to the team’s standards and values.

This policy applies to all team members and volunteers at all levels and responsibilities.

Core Principles

• Fairness and Transparency:
  All violations are handled according to clear and fair procedures, ensuring volunteers are given the opportunity to present their side of the story.
• Progressive Discipline:
  A gradual approach is applied based on the severity and recurrence of the violation.
• Corrective Purpose:
  Disciplinary actions aim to correct inappropriate behavior and enhance commitment, rather than to punish unnecessarily.
• Confidentiality:
  All disciplinary matters are handled with strict confidentiality, respecting the privacy of all parties involved.

Types of Violations

• Breaching the team’s ethical or professional values.
• Violating the team’s official policies (e.g., Privacy Policy, Code of Ethics, Participation Policy).
• Engaging in aggressive or discriminatory behavior toward others.
• Failing to follow official instructions or guidelines during activities or events.
• Damaging or misusing the team’s property.
• Causing harm to the team's reputation by any means.

Disciplinary Actions

1. Verbal Warning

• A verbal warning is issued immediately following a first minor violation, explaining the nature of the misconduct and ways to correct it.

2. First Written Warning

• For a repeated or moderately serious violation, a formal written warning is issued, indicating that further recurrence may lead to stricter actions.

3. Final Written Warning

• If misconduct continues after the first warning, a final written warning is issued, clearly notifying that suspension or termination of membership may result from further violations.

4. Temporary Suspension

• Participation in team activities may be suspended temporarily for a period ranging from one week to three months, depending on the severity of the violation.

5. Termination of Membership

• Membership may be terminated in cases of serious violations or repeated misconduct despite prior warnings.

Investigation Procedure

• An internal investigation is initiated upon reporting any violation.
• The concerned volunteer is interviewed and given the opportunity to present their account before any disciplinary action is taken.
• Investigation results and the adopted recommendations are officially documented.

Right of Appeal

• The volunteer has the right to submit a written appeal within two weeks from the date they are notified of the disciplinary action.
• Appeals are reviewed by an independent committee, and a final decision is issued within two weeks.

Commitment

• All volunteers are required to read and sign this policy upon joining the team, confirming their commitment to its terms.

Purpose and Scope

The Volunteer Recognition and Appreciation Policy aims to strengthen the spirit of initiative and continuity among the volunteers of the "Life Pulse Team" by acknowledging their valuable contributions and encouraging them to maintain outstanding performance.

This policy applies to all volunteers across all levels and responsibilities within the team.

Core Principles

• Recognition of Efforts:
  All forms of positive contributions by volunteers are recognized, regardless of their scale.
• Transparency and Fairness:
  Recognition standards are applied fairly and transparently to all volunteers without discrimination.
• Continuous Motivation:
  Volunteers are motivated periodically to foster teamwork and maintain high levels of commitment and dedication.

Methods of Recognition and Appreciation

1. Certificates and Thank-You Letters

• Awarding certificates of appreciation to active and outstanding volunteers in events or annual programs.
• Sending official thank-you letters via email or presenting them during periodic meetings.

2. Symbolic Awards

• Presenting symbolic awards (such as honorary shields or small gifts) to volunteers who demonstrate exceptional performance or leadership initiative.

3. Development Opportunities

• Nominating outstanding volunteers to attend advanced workshops or training programs sponsored by the team.

4. Media Recognition

• Highlighting outstanding volunteers’ success stories on the team’s official platforms such as the website and social media accounts.

5. Leadership Opportunities

• Offering distinguished volunteers the chance to take on supervisory or leadership roles within the team.

Criteria for Selecting Honored Volunteers

• Commitment to attendance and active participation in activities.
• Demonstrating initiative and collaboration with colleagues.
• Adherence to the team’s professional values and ethics.
• Achieving positive results or providing innovative solutions to improve volunteer work.
• Contributing to enhancing the team’s reputation within the community.

Evaluation and Recognition Process

1. Nomination:
   • Volunteers are nominated by team leaders or direct supervisors based on clear and documented performance.
2. Review:
   • A dedicated committee reviews and evaluates the nominations according to the set criteria.
3. Approval:
   • Approved names of honored volunteers are endorsed by the team management.
4. Announcement and Celebration:
   • Honored volunteers are announced during special events or through the team's official communication channels.

Commitment

• The team’s management is committed to implementing the Recognition and Appreciation Policy regularly and fairly to ensure sustained motivation and the maintenance of a positive and encouraging volunteer environment.

Purpose and Scope

The Data Retention and Disposal Policy aims to regulate how personal and professional data related to the members, volunteers, and beneficiaries of the "Life Pulse Team" is collected, stored, used, and retained, while specifying the appropriate retention periods and secure disposal procedures.

This policy applies to all types of data handled through the team's digital platforms or administrative systems.

Core Principles

• Privacy and Security:
  All personal data is handled with strict confidentiality and in accordance with the highest security standards.
• Limited Retention:
  Data is retained only for as long as necessary to fulfill the purposes for which it was collected or to meet legal and regulatory requirements.
• Secure Disposal:
  Data is securely destroyed to prevent its recovery or unauthorized use once it is no longer needed.

Types of Data Covered

• Volunteer data (e.g., name, contact details, resume, training records).
• Beneficiary data.
• Medical and administrative records related to volunteer activities.
• Attendance, activity, and achievement records.

Data Retention Periods

• Active Volunteer Data:
  Retained throughout the active membership period and for two years after membership ends for documentation or internal evaluation purposes.
• Beneficiary Data:
  Retained for no more than three years after the last interaction, unless legal or regulatory requirements mandate a longer retention period.
• Training and Certification Data:
  Retained for five years to ensure accessibility for reference purposes.
• Financial and Administrative Records:
  Retained according to legal requirements (typically five to seven years).

Secure Disposal Procedures

1. Periodic Review:
   • All databases are reviewed annually to identify records exceeding the defined retention periods.
2. Final Deletion:
   • Electronic Data: Secure file destruction technologies are used to ensure irretrievable deletion.
   • Paper Data: Complete destruction through shredding or incineration in accordance with safety procedures.
3. Documentation:
   • All data deletion operations are recorded in a dedicated log, specifying the type of data deleted, the date of deletion, and the responsible party.

Member Responsibilities

• Ensuring data is stored according to approved policies and avoiding retention of unnecessary data.
• Ensuring that data no longer needed is securely and properly deleted or destroyed.
• Immediately reporting any data loss or misuse to the management.

Commitment

• All members and volunteers of the "Life Pulse Team" are required to comply with the Data Retention and Disposal Policy and must sign a formal commitment upon joining the team or upon handling any official data or documents.

Purpose and Scope

The Emergency Response and Crisis Management Policy aims to establish an organized framework to ensure the "Life Pulse Team" is fully prepared to effectively handle emergencies and crises, safeguarding volunteers and beneficiaries while minimizing potential damage.

This policy applies to all activities and initiatives organized by the team, whether field-based or digital, and covers all members and volunteers.

Core Principles

• Safety First:
  The protection of volunteers’ and beneficiaries’ lives and safety is the highest priority during emergencies.
• Proactive Preparedness:
  The team must always be ready to deal with various types of crises through advance planning and regular training.
• Rapid Response:
  Emergencies must be handled promptly and systematically to minimize negative impacts.
• Effective Communication:
  Clear and efficient communication channels must be maintained among team members during emergencies.
• Continuous Evaluation:
  Emergency responses are evaluated after each event to improve future readiness and update emergency plans.

Coordination with Official Authorities

• During emergencies, the "Life Pulse Team" operates under the command of the Civil Defense Disaster Management Center.
• The management and operational control of the team are handed over to the Mass Gathering and Disaster Medicine Committee.
• Volunteers are assigned and organized according to their skills, specializations, and interests to ensure optimal response.
• Tasks are distributed based on official requests from the relevant government authorities.
• Individual decision-making or unauthorized actions by any member are strictly prohibited.
• Any violation of these directives will result in disciplinary action in accordance with the team's official regulations.

Types of Covered Crises

• Emergency injuries or health incidents during events.
• Natural disasters (e.g., heavy rains, floods, storms).
• Security incidents (e.g., fires, explosions, security threats).
• Technical emergencies (e.g., system or database failures).
• Any other events that threaten the safety of individuals or disrupt operations.

Emergency Plan

1. Establishing an Emergency Management Team:
   • A designated emergency management team is appointed, led by an official Emergency Officer, with a deputy assigned.
2. Preparing a Response Plan:
   • The plan outlines risk types, evacuation procedures, assembly points, and the specific responsibilities of each member.
3. Regular Training:
   • Periodic emergency drills are conducted to ensure members’ readiness for various emergency scenarios.
4. Providing Essential Equipment:
   • All activities and events are equipped with basic emergency supplies such as first aid kits, firefighting equipment, and communication devices.
5. Reporting and Documentation:
   • Any incident must be immediately reported to the Emergency Officer and fully documented along with the response actions taken.

Roles and Responsibilities of Members During Emergencies

• Compliance with Instructions:
  Members must strictly follow the orders issued by the Disaster Management Center and the Mass Gathering and Disaster Medicine Committee.
• Organized Evacuation:
  Immediate and orderly evacuation to designated assembly points is required.
• Providing Assistance:
  Members should assist colleagues and beneficiaries as much as possible, prioritizing safety.
• Reporting:
  Any additional risks observed during the emergency must be reported without taking individual action.

Post-Emergency Evaluation

• After any emergency event, an evaluation meeting is held with all involved parties to review performance and extract lessons learned.
• The emergency response plan is updated based on the evaluation outcomes to ensure continuous improvement.

Commitment

• All members and volunteers of the "Life Pulse Team" are required to participate in emergency drills, strictly adhere to all instructions issued by the official authorities and team management during emergencies.
• Failure to comply will subject the member to disciplinary measures according to the team's regulations.

Purpose and Scope

The Volunteer Exit and Resignation Policy aims to establish a clear and organized framework for ending the volunteer relationship between a volunteer and the "Life Pulse Team," whether initiated by the volunteer or by team management, in a way that preserves the rights of both parties and ensures smooth continuity of operations.

This policy applies to all volunteers across all levels and responsibilities within the team.

Core Principles

• Mutual Respect:
  All cases of volunteer exit or resignation are handled with respect for personal and professional dignity.
• Transparency:
  The reasons for the end of volunteer service or resignation must be clearly and openly communicated to all concerned parties.
• Official Documentation:
  All volunteer exits or resignations are formally documented to preserve the rights of both the team and the volunteer.

Types of Volunteer Exit

1. Voluntary Resignation:
   • When a volunteer independently decides to end their service with the team.
2. Membership Termination by Management:
   • Based on professional or organizational reasons, such as repeated violations or breaches of the team's values and policies.
3. Exit Due to Force Majeure:
   • Such as health incapacity or urgent personal commitments that prevent the volunteer from continuing their duties.

Resignation Procedures

1. Submission of Official Notice:
   • A volunteer wishing to resign must submit a written notice (electronic or paper) to team management at least two weeks before the intended resignation date.
2. Exit Interview:
   • A brief exit interview may be conducted to discuss the reasons for resignation and to collect feedback for improving the volunteer environment.
3. Return of Property:
   • The volunteer must return any tools, ID cards, or team property before ending their membership.
4. Documentation:
   • The resignation process is documented in the team’s records, including the stated reasons for leaving, if applicable.

Procedures for Termination by the Team

1. Official Notice:
   • A written notice is sent to the volunteer explaining the reasons for membership termination, along with the effective date.
2. Right to Respond:
   • The volunteer has the right to submit a written response within one week of receiving the termination notice.
3. Final Review:
   • The relevant committee reviews the volunteer’s response before making a final decision.
4. Return of Property and Documentation:
   • As with resignations, all team property must be returned, and all steps must be properly documented.

Eligibility for Experience Certificate

• Volunteers who resign or whose service ends (except in cases of serious violations) may request a certificate of experience indicating their service period and areas of work within the team.

Post-Exit Obligations

• Volunteers must continue to respect the confidentiality of any information they had access to during their service.
• Volunteers must not use the team’s name, logo, or falsely present themselves as current members after the end of their volunteer service.

Purpose and Scope

The Volunteer Attendance and Commitment Policy aims to organize and ensure that "Life Pulse Team" volunteers attend scheduled events and activities responsibly and actively, thereby supporting the team’s objectives and maintaining the quality of volunteer performance.

This policy applies to all volunteers across different levels and tasks within the team.

Core Principles

• Commitment to Responsibility:
  Every volunteer is expected to honor their commitment by attending events and activities at the scheduled times.
• Effective Communication:
  Volunteers must inform the management in advance of any circumstances that may prevent them from attending.
• Official Documentation:
  All attendance and departures are recorded through approved electronic systems to ensure credibility and transparency.

Core Attendance Commitments

1. Registration in the Nabad Application:
   • All volunteers are required to register in the Nabad mobile application, and registration is considered a mandatory prerequisite for participating in activities.
2. Application Activation During the Event:
   • Volunteers must keep the Nabad app active throughout the event to ensure attendance tracking, receive real-time instructions, and facilitate communication with field leadership.
3. Adherence to Attendance and Departure Times:
   • Volunteers must be present at the event site at the designated time and may only leave after completing their tasks or upon instructions from the field leader.
4. Electronic or Manual Attendance Confirmation:
   • Volunteers may be required to confirm their attendance and departure either through electronic check-in via the app or by signing a manual attendance sheet.
5. Wearing the Official Uniform:
   • Volunteers must wear the official team uniform during events as part of maintaining a professional and disciplined appearance.

Absence or Delay Procedures

1. Advance Notification:
   • Volunteers must inform their direct supervisor or the management at least 24 hours prior if they are unable to attend.
2. Accepted Justifications:
   • Justifications related to urgent health issues, personal emergencies, or verified academic or professional obligations are accepted.
3. Supporting Documentation:
   • Volunteers must provide supporting documents (such as medical reports) when required to justify their absence.

Handling Absences or Non-Compliance

• First Warning:
  A verbal warning will be issued for unexcused absences or failure to comply with attendance requirements.
• Written Warning:
  An official written warning will be issued if the volunteer repeats the absence or fails to activate the app or be present on-site.
• Suspension or Termination:
  In case of repeated violations or significant negative impact on volunteer work, the volunteer’s membership may be temporarily suspended or terminated based on a decision by the relevant committee.

Commitment

• Registering in the Nabad app and keeping it continuously active during events, along with adhering to attendance and departure protocols, are considered essential components of a volunteer’s official commitment to the team.
• Failure to comply with these obligations may subject the volunteer to disciplinary action according to the team's regulations.

Purpose and Scope

The Intellectual Property Rights Policy aims to protect all intellectual and creative works developed or produced within the activities of the "Life Pulse Team," including programs, initiatives, publications, media materials, logos, and any other innovations.

This policy applies to all members, volunteers, and collaborators associated with the team in all projects and events.

Core Principles

• Collective Ownership:
  All works developed during a member’s or volunteer’s association with the team are considered the property of "Life Pulse Team," unless otherwise agreed upon in writing.
• Legal Protection:
  The team retains all legal rights to its intellectual works and has the right to take necessary legal action to protect them.
• Transparency:
  The attribution of intellectual rights for joint works and individual contributions must be clarified transparently from the outset.

Scope of Protected Works

The intellectual property rights cover, but are not limited to:

• Volunteer programs and initiatives.
• Designs, logos, and trademarks.
• Videos, photographs, and digital/media content.
• Training materials, workshops, and presentations.
• Awareness campaigns and promotional publications.
• Databases and technical materials developed for the team.

Member and Volunteer Obligations

• Members must not publish, use, or exploit any work produced by the team for personal or commercial purposes without prior written consent from team management.
• Members must not transfer, disclose, or share any team ideas or materials with other parties or organizations.
• All intellectual rights for works developed within the team’s activities are assigned to "Life Pulse Team" unless otherwise agreed upon in advance.
• Volunteers and members must maintain the confidentiality of any project or intellectual material they access during their service.

Handling Intellectual Property Violations

• Notification and Investigation:
  In cases of suspected intellectual property infringement, an internal investigation will be conducted to verify the incident.
• Disciplinary Actions:
  If a violation is confirmed, appropriate disciplinary actions will be taken against the member or volunteer, which may include termination of membership and pursuing legal remedies.
• Legal Pursuit:
  "Life Pulse Team" reserves the right to take all necessary legal and judicial actions to protect its intellectual works and claim appropriate compensation.

Commitment

All members and volunteers are required to read and fully comply with the Intellectual Property Rights Policy as a condition for joining or continuing their service with the team.

Purpose and Scope

The First Aid Protocol Policy aims to establish a structured and practical framework for delivering first aid and emergency support services within the activities of the “Life Pulse Volunteer Team.” It ensures high standards of safety and quality while defining the roles and responsibilities of volunteers and first responders according to their training levels.

This policy applies to all members and volunteers involved in programs, events, initiatives, and any activities requiring direct first aid services.
Standardize first aid procedures for all volunteers based on approved levels of training.

Objectives:

• Ensure the safety of beneficiaries and volunteers, minimizing risks during service delivery.
• Provide clear reference points and role definitions for each volunteer according to their scope of practice.
• Support field decision-making within permitted practice boundaries.
•  Maintain protocol updates aligned with the latest international standards and best practices.
• Standardize first aid procedures for all volunteers based on approved levels of training.
  

Core Principles

•  Mandatory Compliance:
• All team members are required to adhere strictly to the approved First Aid Protocol. No volunteer or member may violate or exceed the protocol without official authorization.
•  Continuous Updates:
• The protocol shall be reviewed at least annually or whenever international recommendations are updated.
•  Practical Relevance:
• The protocol is designed to suit the volunteer work environment and field conditions while aligning with global best practices.

Scope of Protected Works

The First Aid Protocol includes guidelines for interventions such as (but not limited to):

•  Basic Life Support (BLS)
• Basic First Aid - CPR&AED
• Emergency Oxygen
• Advanced First Aid
• Management of bleeding and external injuries
•  Response to unconsciousness
• Emergency vital signs assessment
• Psychological first aid (when applicable)
• Referral and escalation procedures to advanced care

Member and Volunteer Obligations

• Comply with the approved First Aid Protocol and stay within the defined scope of practice for their training level.
• Avoid using, publishing, or sharing any content or training materials of the protocol outside team activities without official permission.
• Participate in required training sessions and periodic updates to maintain readiness and knowledge of current guidelines.
• Ensure documentation of any first aid intervention using the team’s approved reporting tools.
• Report any incidents or situations requiring protocol review or amendment.

Handling Intellectual Property Violations

Reporting and Investigation:

• Any suspected violation or breach of the protocol will undergo an internal investigation.

 Disciplinary Actions:

• Consequences may include warnings, temporary suspension, or termination of membership, depending on the severity of the violation.

Legal Accountability:

• The team reserves the right to pursue any necessary legal or administrative measures to safeguard the safety of beneficiaries and volunteers.Commitment

All members and volunteers are required to read and fully comply with the Intellectual Property Rights Policy as a condition for joining or continuing their service with the team.

Commitment

All members and volunteers of “Life Pulse Volunteer Team” must read this policy, acknowledge the approved First Aid Protocol, and fully comply with its terms as a mandatory condition for joining or continuing service within the team.