"Years ago, I had to ask a volunteer not to return after staff learned she had been accepting payments to maintain the lawn of a client she had met while visiting her home through our companionship program. The volunteer was not happy. However, I was able to walk her through my decision by using our volunteer handbook, which expressly prohibits offering services to clients in exchange for money. The volunteer had signed the page acknowledging she had read and agreed to the policy. As a result of this experience, I learned the importance of establishing clear policies in order to guide employees through difficult situations like this one."

"The organization I currently work for relies upon volunteers to staff special events (its fundraising events in particular). As a volunteer coordinator, I have to make sure that the volunteers uphold their contract to be good representatives of the organization while they are performing their volunteer duties. Part of the contract they sign when they go through volunteer orientation states that they may be terminated as a volunteer if they arrive at an event intoxicated. Unfortunately, I had to ask a volunteer to leave when it was clear from her behavior that she had been drinking. I pulled her from her post and spoke to her privately. She admitted to violating the contract, and I explained that we would have to let her go. I helped her arrange a ride home from the event. This was a difficult situation since I knew the volunteer cared for the work we do. However, I believe we need to hold our volunteers to the same standard we would hold an employee, especially in terms of public behavior. Their actions reflect on the values of the organization itself."

If you have experience firing volunteers, explain in detail the reasons why you made that decision and the steps you took to arrive at that decision. If you do not have experience letting volunteers go, explain your position on the matter and how you might go about it theoretically.