Volunteer Information

Please check back periodically for clinic updates.

Dental/Medical Professional Volunteers

Dental, Hygiene, and Dental Assisting Students

Community/General Volunteers

Volunteers under the age of 18

You must have a parent or guardian sign a permission form in order to volunteer at the CTMOM Free Dental Clinic. Please download the permission form, fill it out, and either email it to contact@cfdo.org or print and bring it with you to the clinic.

FAQ for Dental and Medical & Practitioners

Absolutely! All types of volunteers (community, dental and medical) are needed and welcomed. All dental/medical practitioners must have valid licenses. Please bring a copy of your valid dental/medical license with you to the clinic and proof of malpractice insurance.

Yes. All dental/medical practitioners must have a valid licence and carry malpractice insurance. Please check with your carrier for verification that your malpractice insurance will cover you at the CTMOM clinic.

Yes. Prior to the CTMOM clinic, all Dental/Medical volunteers will receive an email with protocol from their department lead. There are also orientation videos available on our website, and an overview of the clinic and what happens in each department prior to the clinic opening its doors.

Harassment and Discrimination Policies

The CT Foundation for Dental Outreach (CFDO) and the Connecticut Mission of Mercy Free Dental Clinic (CTMOM) is committed to maintaining a collegial work environment in which all individuals are treated with respect and dignity and which is free of harassment and discrimination. In keeping with this commitment, the CFDO/CTMOM will not tolerate discrimination or harassment, including sexual harassment, as defined in this Policy, of employees/volunteers by anyone, including any volunteer, supervisor, co-worker, vendor, client or customer, whether in the workplace, at assignments outside the workplace, at CTMOM Clinics, CFDO/CTMOM sponsored social functions, or elsewhere.

Discrimination or harassment can take many forms. It may be, but is not limited to: words, conduct, adverse job action, signs, jokes, intimidation, physical contact, or violence. While all forms of discrimination and harassment based on an individual’s legally protected status are prohibited, including but not limited to any action based on race, color, religion, gender, national origin, age, disability, marital status, veteran status, genetic information, gender identity/expression, sexual orientation or intern status, it is the CFDO/CTMOM’s policy to emphasize that sexual harassment is illegal and prohibited by both state and federal law.

Sexual harassment is defined as unwelcome or unwanted sexual advances, requests for sexual favors, or other physical, verbal, or visual conduct based on sex when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Examples of sexual harassment include unwanted sexual advances; explicit sexual propositions; demands for sexual favors in exchange for favorable treatment or continued employment; repeated sexual innuendos, suggestive comments, sexually oriented kidding, teasing, or practical jokes; jokes about gender-specific traits; foul or obscene body language or gestures; display of foul or obscene printed or visual material (including but not limited to e-mail); and physical contact, such as touching, patting, pinching or brushing against another’s body. The offender or the victim of harassment may either be a man or a woman and, in addition, harassment can occur involving persons of the same or opposite sex.

If any employee/volunteer believes that he/she is being harassed, the employee/volunteer should clearly and promptly notify the offender that the behavior is unwelcome. If for any reason an employee/volunteer does not wish to confront the offender directly or if such confrontation does not successfully end the harassment, the employee/volunteer should immediately notify the Executive Director, any CTMOM Department Lead, or any member of the CFDO Board of Directors.

The CFDO/CTMOM will not retaliate against any employee/volunteer who makes a report of harassment, nor will the CFDO/CTMOM permit any employee/volunteer to do so. Any form of retaliation against anyone who has reported harassment is strictly forbidden.

The CFDO/CTMOM’s policy is to take all complaints of harassment seriously, and all such complaints will be promptly and thoroughly investigated.

To the fullest extent practical and appropriate under the circumstances, the CFDO/CTMOM will treat complaints and the terms of their resolution as personal and confidential.

If an investigation confirms harassment has occurred, the CFDO/CTMOM will take corrective action, including discipline up to and including immediate termination of employment or volunteer service.