1. Constitution of Squirrel Rescue & Rehab Western Cape
   • The Organisation hereby constituted will be called Squirrel Rescue & Rehab Western Cape.
   • Squirrel Rescue & Rehab Western Cape exists separately from its members.
   • Squirrel Rescue & Rehab Western Cape will continue to exist even when its membership changes and there is a different management committee.

2. Objectives
   • The main objective is to rescue and rehabilitate squirrels to be released back into the wild.
   • To ensure no squirrels are kept as pets.
   • The Organisation’s secondary objectives are to initiate and educate the community regarding humane treatment and compassion of animals.
   • To encourage kindness and consideration towards animals.
   • To maintain and protect animal and bird life in their natural habitats.

3. Membership
   • Membership shall be open to all persons provided that the person attends a Training Day.
   • Members do not own the squirrels which are handed to them to raise and/or release. All squirrels in members care are the responsibility of the Organisation and the management committee holds the right to ask that squirrels be handed back to the Organisation’s management committee if mistreatment or inadequate care is taking place.
   • All costs for raising the squirrels are for the members’ account. The Organisation will assist with veterinary costs when possible.

4. Management Committee

• A management committee will run the Organisation.
• The management committee consists of Tracy Starke, Roxanne Leipsig and Lize Testa.
• All members will respect the decisions that are taken by the management committee.

5. Powers of Organisation

The Organisation is empowered generally to transact any business and conduct any such affairs as are necessary for the proper fulfilment of its objectives.

• The management committee has the power to acquire funds for the purpose of the Organisation by means of subscriptions, by accepting donations, grants and bequests, and by lawful means and in accordance with the aims and objectives of the Organisation.
• The management committee has the power and the authority to conduct business transactions to achieve the objectives as stated in point 2.
• The management committee has the power and authority to appoint staff and/or contractors to assist to achieve its objectives.
• The management committee has the right to make by-laws for proper management, including procedure for application, approval, and termination of membership.

6. Finances

• Any funds of the Organisation or donations received can only be utilized or invested for the purpose of reaching the objectives of the Organisation.
• The Organisation will keep record of donations received.
• The Organisation may not give any of its money or property to its members or office bearers. The only time it can do this is when it pays for the members/bearers for work done by them for the Organisation. Payment must be a reasonable amount for the work done.
• The management committee shall ensure proper books to be kept in which a true and satisfactory account of all transactions shall be recorded.
• Allocation of funds to be determined by the management committee.

7. Annual General Meeting

• Annual General Meeting to be held yearly in October.
• A written notice and an agenda of the proposed meeting must be issued to all members not less than 14 days before it is due to take place.
• When necessary, the management committee will vote on issues.
• Minutes of all meetings must be kept safely and always be on hand for members to consult.
• The management committee shall be empowered to appoint such sub-committees as it may consider necessary for the effective carrying out of its functions and may determine the powers and duties of such sub-committees. There must be at least three people in a sub- committee. The sub-committee must report back regularly to the management committee on its activities.

8. Changes to the Constitution

• The constitution can be changed by a resolution. The resolution must be agreed upon and passed by not less than two thirds of the management committee.
• A written notice must go out not less than fourteen (14) days before the meetings at which the chances to the constitution are going to be proposed. The notice must indicate the proposed changes to the constitution that will be discussed at this meeting.
• No amendments may be made which would have the effect of causing the Organisation to cease to exist.

9. Dissolution / Winding-Up

• The Organisation may be dissolved if at least two-thirds of the management committee voting at a general meeting convened for the purpose of considering such matter are in favour of dissolution.
• If, upon winding up or dissolution of the Organisation and after satisfaction of all its debts and liabilities, there remain any assets whatsoever, then such assets shall not be paid to or distributed among the members of the Organisation but shall be paid or transferred to an organisation registered to take its place and continue the objectives of prevention of animal cruelty and to be used for the welfare of animals where most needed. In short, it should be given in some way to another non-profit organisation that has similar objectives. The management committee will decide what organisation this should be.

10. Code of Conduct

• The Organisation welcomes and supports people of all backgrounds and identities. This includes, but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, colour, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.
• The Organisation depends on all members to produce the best work we can as a rescue. Your decisions will affect the Organisation and animals in question, and you should take those consequences into account when making decisions.
• The members will not all agree all the time, but disagreement is no excuse for disrespectful behaviour. We will all experience frustration from time to time, but we cannot allow that frustration to become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.

• Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behaviour are not acceptable. This includes, but is not limited to:

• Threats of violence.
• Discriminatory jokes and language.
• Sharing sexually explicit or violent material via electronic devices or other means.
• Sharing political or religious material via electronic devices or other means.
• Personal insults, especially those using racist or sexist terms.
• Advocating for, or encouraging, any of the above behaviour.

• In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable. What is important is that we resolve disagreements and differing views constructively.
• We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint does not mean that they are wrong. Do not forget that we all make mistakes and blaming each other does not get us anywhere. Instead, focus on resolving issues and learning from mistakes.