Laserfiche WebLink
<br />______________________________________________________________________________ <br /> <br />Page 1 of 2 <br /> <br /> <br /> <br /> <br />COMMISSION POLICY <br /> <br />Section: Category: <br />Governance Delegation to Management Policies <br />Policy Reference: Policy Title: <br />G.4f Employee Interests <br /> <br />PURPOSE: <br /> <br />With this policy, the Commission sets forth its expectations for the General Manager concerning <br />the employment, termination of employment, management, compensation and treatment of <br />employees. <br /> <br />POLICY: <br /> <br />In all ERMU interactions with and among the employees of ERMU, the General Manager <br />shall not intentionally allow situations, processes, actions, behaviors or attitudes that are <br />unsafe, illegal, undignified, inattentive or unresponsive to employee needs or requests, or <br />otherwise in conflict with the organizational values advocated by the Commission. (See <br />Organizational Values Policy). <br /> <br />Consistent with this general statement: <br /> <br />1. The General Manager shall not allow ERMU management or the Commission to be <br />inadequately informed about, or fail to exercise reasonable judgment and discretion regarding <br />appropriate and timely action on, any issue of material significance concerning employee <br />safety and health, performance, satisfaction and morale, or employment policies and <br />processes. <br /> <br />2. The General Manager shall not operate without an Employee Safety Manual. <br /> <br />3. The General Manager shall not operate without proactive management support for a safety <br />culture that includes expected compliance with the Safety Manual, participation in <br />ongoing safety training, consistent use of safe work practices and personal protective <br />equipment, reporting of unsafe conditions and safety incidents/near misses, and <br />accountabilities for safety at the organizational, work group, and individual level. <br /> <br />81