Page 78 - Osprey Binder
P. 78

GOVERNANCE SOP ISSUES ITEMIZED BUT NOT CONSIDERED FURTHER.


        AGM standing items and additional business.
        Extraordinary AGM criteria & procedure.
        It is inevitable that major decisions will need to be taken at times of crisis during the year.
        It is proposed that the team’s managers and executive or senior members confer and take
        Appropriate actions whenever necessary but the decisions are whenever possible disseminated to
        all full team Members (by email or telephone) so that urgent feedback, comments and approval is
        Obtained.
        Where there is a clear majority for or against a decision this must be recorded and abided by the
        executive; all decisions made between AGMs must be presented at the AGM – for information,
        Discussion and approval or rejection.   A majority is judged to be achieved where more than
        50% of returned opinions concur (excluding abstentions).  To be valid the total number of returned
        votes must be more than 50% of the total current full membership – currently defined as member.

        Share ownership & Voting rights
         The membership of Osprey Powerboat Rescue Team is determined by a vote at an AGM to admit
        an individual – usual after a period of ‘probation’.  The individual, if accepting the honour, and
        becomes entitled to vote on all issues presented to the team.
        Membership.
        Membership may be withdrawn at any time for outrageous or grossly improper conduct, or by
        Voluntary resignation or by a vote of the membership.
        Recruitment Policy – Tom Loomes
        Risk Assessment Policy – Rob Irvine
        Retirement SOP
        Succession planning for retirement
        Wherever possible it is proposed that the new incumbent for a major executive position should
        Shadow the outgoing officer for upwards of a year.



        Disciplinary Procedure.


        The Disciplinary Procedure will be used only when necessary and as a last resort. Where possible,
        informal and/or counselling or other good management practice will be used to resolve matters prior
        to any disciplinary action being taken. The procedure is intended to be positive rather than punitive
        but takes cognisance of the fact that sanctions may have to be applied in some circumstances.

        A team member can discuss any part of this policy with a Team Manager. They can help clarify
        team member’s behaviours as well as give guidance and support where it may be needed. Every
        individual has the right to representation at any point during the disciplinary process.


        SUSPENSION
        Suspension is not disciplinary action. The purpose of suspension is manifold and can be used when
        it is  necessary  to  remove  a  member  of  the team  from  the  race  site pending  an investigation  for
        example, to allow time for a 'cooling down period' for both parties, for their own or others protection,
        to prevent them influencing or being influenced by others or to prevent possible interference with
        evidence. Only the Team Manager in charge of the race has the authority to suspend an individual.



        A team member suspended from duty will receive confirmation immediately of:



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