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Executive Limitations EL Global – Executive Constraint
EL 3 – Compensation and Benefits
EL 4 – Financial Planning and Budgeting
EL 7 – Emergency Management Succession
EL 8 – Communication and Counsel to the Board
EL Global – Executive Constraint
Approved 4/19/00The general manager shall not cause nor allow any practice, activity, decision, or organizational circumstance that is unlawful, imprudent or in violation of commonly accepted business or professional ethics, or disruptive to the Co-op’s survival as an ongoing business.
EL 1 – Treatment of Consumers
Approved 7/19/00With respect to interactions with consumers, the General Manager shall not cause or allow conditions, procedures or decisions that are unsafe, undignified, unnecessarily intrusive, or that fail to provide appropriate confidentiality or privacy. Accordingly,
EL 1.1: The General Manager shall not use application forms that elicit information for which there is no clear necessity.
EL 1.2: The General Manager shall not use methods of collecting, reviewing, transmitting or storing client information that fail to protect against improper access to the material gathered.
The General Manager shall not make any individual member data available outside the Co-op.
EL 1.3: The General Manager shall not fail to maintain facilities that provide a reasonable level of privacy, both visual and aural.
EL 1.4: The General Manager shall not fail to establish a clear understanding with consumers of what may be expected and what may not be expected from the service offered.
EL 1.5: The General Manager shall not fail to inform consumers of this policy, or to provide a grievance process to those who believe that they have not been accorded a reasonable interpretation of their rights under this policy.
The intention of this policy is not to interfere with legitimate use of consumer information for educational purposes.
This policy shall be monitored annually by internal report of the General Manager to the Board as part of the General Manager’s evaluation.
EL 2 – Treatment of Staff
Approved 7/19/00The General Manager shall not fail to maintain conditions which are humane, fair and dignified for all paid and volunteer staff. Accordingly,
EL 2.1: The General Manager will not discriminate among or terminate employees on any basis other than individual performance and qualifications.
The General Manager shall not fail to consider seniority as a valuable qualification.
EL 2.2: The General Manager will not fail to protect staff from unsafe, unhealthy, or illegal conditions.
EL 2.3: The General Manager will not fail to establish job descriptions for all jobs.
EL 2.4: The General Manager will not fail to provide job training as needed for staff, and offer opportunities for professional developmental training.
EL 2.5: The General Manager will not fail to evaluate each staff person at least annually based upon pre-established criteria.
EL 2.6: The General Manager will not fail to post all job openings internally.
EL 2.7: The General Manager will not fail to provide for a fair and thorough review of any grievance by means of a known procedure which will be used without bias, and shall not fail to provide the staff member involved with an explanation of a management decision of any grievance upon proper request.
This policy shall be monitored annually by internal report of the GM to Board as part of GM’s annual review.
EL 3 – Compensation and Benefits
Approved 7/19/00The General Manager may not cause inexplicable discrimination with respect to employment, compensation, and benefits to employees, consultants, contract workers and volunteers, or allow jeopardy to fiscal integrity or public image. Accordingly,
EL 3.1: The General Manager will not fail to establish a current compensation and benefits schedule which:
Represents the geographic and/or professional market for the skills employed.
Is based on revenues that can be safely projected.
Represents internal equity.
Adheres to policies adopted by the Board and distributed to the staff.
EL 3.2: The General Manager will not fail to apprise staff that employment is neither permanent or guaranteed.
EL 3.3: The General Manager will not allow compensation and benefits significantly beyond the limits established by the pay schedule.
This policy shall be monitored annually by internal report of the General Manager to the Board.
EL 4 – Financial Planning and Budgeting
Approved 7/19/00With respect to budgeting for all or any part of a fiscal period, the General Manager may not jeopardize either operations or the fiscal integrity of the organization. Accordingly,
EL 4.1: The General Manager will not fail to ensure budgeting that contains sufficient detail to enable reasonably accurate projection of revenues, cash flow and expense, while separating capital and operation items, allowing subsequent audit trails, and disclosing planning assumptions.
EL 4.2: The General Manager will not fail to ensure budgeting that projects income conservatively and constrains budgeted operating expenses within projected income levels.
EL 4.3: The General Manager will not fail to ensure budgeting that conforms to Board stated priorities when making allocations among competing budgetary needs.
This policy shall be monitored by annual review of the proposed budget and internal report quarterly for updates.
EL 5 – Financial Condition
Approved 7/19/00With respect to operating the cooperative in a sound and prudent manner, the General Manager may not jeopardize the long term financial health of the cooperative. Accordingly,
EL 5.1: The General Manager will not fail to use restricted funds only within the limits required by the restriction.
EL 5.2: The General Manager will not fail to settle payroll and debts in a timely manner.
EL 5.3: The General Manager will not allow expenditures to deviate materially from Board stated priorities.
EL 5.4: The General Manager will not fail to disclose fiscal activity and concerns to the Board.
EL 5.5: The General Manager will not fail to provide all needed information to outside auditors on a timely basis.
This policy will be monitored monthly by financial report to the Board and annually by external audit.
EL 6 – Asset Protection
Approved 7/19/00To prevent disrepair, excessive risk, untraceable transactions or conflict of interest in the management of the cooperative’s resources, the General Manager will not fail to:
EL 6.1: Maintain insurance coverage of at least 100% of the replacement value on stock, building, furniture and equipment and cash on hand, as well as business interruption insurance;
EL 6.2: Ensure appropriate safeguards for handling cash;
EL 6.3: Receive, process, or disburse funds under controls sufficient to meet the Board-appointed auditor’s standards;
EL 6.4: Properly maintain building and equipment;
EL 6.5: Protect the cooperative’s assets from abuse or misuse. The General Manager will not fail to ensure that the Cooperative property is inventoried according to a set procedure and time line, and that a security system is in place to ensure adequate safeguards against theft, loss, or damage of property.
EL 6.6: Deposit the Cooperative’s fund in institutions where they are fully protected and receive adequate returns.
This policy will be monitored annually at the end of the 3rd quarter by report of CFO through the Finance Committee to the Board.
EL 7 – Emergency Management Succession
Approved 7/19/00In the case of planned or emergency absence of the General Manager, the management team will be in charge. Therefore,
EL 7.1: The GM should not fail to ensure that the management team is trained and fully apprised of factors affecting the Society.
This policy will be monitored annually by Board member interviews with individuals of the management team.
EL 8 – Communication and Counsel to the Board
Approved 7/19/00The General Manager will not fail to keep the Board informed of information relevant to the Board’s responsibilities. Accordingly,
EL 8.1: The General Manager shall not fail to inform the Board of relevant trends, public events of the organization, or internal and external changes which affect the previous assumptions of the Board.
EL 8.2: The General Manager shall not fail to provide to the Board timely, accurate, and understandable monitoring data required by Board policy.
EL 8.3: The General Manager shall not fail to inform the Board of significant problems that require the General Manager’s attention with respect to members, services, staff and the community.
This policy will be monitored by Board’s acceptance of the General Manager’s monthly report, culminating in the General Manager’s evaluation.
EL 9 – Access To Information
Approved 01/17/01The data, information systems, and collective technology knowledge of the organization are of critical strategic value in serving members. With respect to operating the Coop in a sound and prudent manner, the General Manager will not fail to insure timely access to appropriate information by the management team and staff.
Accordingly,EL 9.1: The General Manager shall not fail to provide strategic planning for the on-going and future information systems requirements of the organization.
EL 9.2: The General Manager shall not fail to educate the organization on industry best practices, including the costs and benefits of potential information systems capabilities.
EL 9.3: The General Manager shall not fail to provide sufficient information tools and resources for the management team and staff to exceed the basic requirements of their jobs.
EL 9.4: The General Manager shall not fail to provide training designed to develop suitable self-sufficiency of the management team and staff regarding information systems.
EL 9.5: The General Manager shall not fail to provide adequate and timely support for the appropriate information systems requests of the management team and staff.
EL 9.6: The General Manager shall not fail to ensure on-going system maintenance for a reasonable level of data availability.
EL 9.7: The General Manager shall not fail to ensure adequate cross training of the management team and staff to avoid critical dependency on any one person regarding information systems.
This policy will be monitored annually in August by internal report of the General Manager to the Board.
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