4.1. ERMUSR 10-8-2019 - Laserfiche WebLink

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• P.2 Apprentice Programs: This policy title and number exist; however, this umbrella policy had not yet been developed. The intent of this future policy was to document the specific jobs that required additional training and requirements for advancement through the commission approved pay plan steps. For positions not requiring additional training or certification, advancement through the pay plan steps occurs annually subject to performance and management approval. This is a process that should be clearly delegated to management to develop and oversee. • P.2a Electric Apprentice Program: ERMU has used/accepted a number of different lineworker apprentice programs over the years. Currently, ERMU prefers to use the program supported by the Minnesota Municipal Utilities Association. These apprentice programs have bookwork and exams which management then requires the lineworker to complete in order to advance through the ERMU pay plan steps.This process is not documented; however, the process is communicated to lineworkers upon hire. This is a management process for training employees and applies additional restriction to the pay plan adopted by the commission. This process should be clearly delegated to management to develop and oversee. • P.2b Technical Apprentice Program: Minnesota Municipal Utilities Association and recently began supporting a third party program for technical services apprentice training. ERMU has since been using these programs, but has not had an entry level employee hired at pay grade step 1 to start this training at the time of hire. Rather, ERMU has had existing employees already at top step in their job position elect to go through these trainings. Similar to the lineworker apprentice program, these technical apprentice programs have bookwork and exams which management will require future entry level meter technician to complete in order to advance through the ERMU pay plan steps.This process is not documented.This is a management process for training employees and applies additional restriction to the pay plan adopted by the commission. This process should be clearly delegated to management to develop and oversee. • P.2c Water Apprentice Program:This apprentice program was documented and approved by the commission in 1996. The process as documented is not being used and needs to be redeveloped. The process would be similar to the lineworker and technical apprentice programs.This process should be clearly delegated to management to redevelop and oversee. • P.3 Clothing Policy:This policy addresses the hazard categories and requirements for different types of personal protective equipment (PPE) and clothing. The Commission Policy G.4f Employee Interests, section 3 delegates to the General Manager the responsibilities that would include PPE requirements addressed in this policy. • P.4 Criteria for Clothing Replacement:This policy should be included in P.3 Clothing Policy. • P.8 Flexible Benefits Plan: This document outlines terms and definitions of the flexible benefits plan. The policy was drafted from a template provided through our insurance provided and was then adopted by the commission. However, this document does not belong with the commission policies. Rather, this should be a downstream management policy for the insurance program approved by the commission.This level Page 3 of 4 56