One Community Health

“The executive committee shall consist of the officers of the board of directors and the past chairperson, if they are still a member of the board of directors, and will be chaired by the chairperson. The executive committee represents the board of directors between regular board meetings whenever necessary. The executive committee is empowered to act on behalf of the board of directors except regarding decisions that require a majority vote of the board of directors, or as otherwise specifically prohibited by the board of directors. Actions taken by the executive committee on behalf of the board will be fully reported to the full board at the next regularly scheduled meeting.”

“The form 990 is provided to the board of directors for review before filing with the internal revenue service.”

“Full disclosure, by notice in writing, shall be made by the interested parties to the full board of directors in all conflicts of interest and perceived conflicts of interest. Following full disclosure of a possible conflict of interest the board of directors shall determine whether a conflict of interest exists and, if so the board shall vote to authorize or reject the transaction or take any other action deemed necessary to address the conflict and protect one community health's best interest. Both votes shall be by a majority vote without counting the vote of any interested director, even if the disinterested directors are less than a quorum provided that at least one consenting director is disinterested. An interested board member or officer shall not participate in any discussion or debate of the board of directors, or of any committee or subcommittee thereof in which the subject of discussion is a contract, transaction, or situation in which there may be a perceived or actual conflict of interest. They may be present to provide clarifying information; however, they must leave the meeting during the discussion and vote by the board and/or officers.”

“The chief executive officers salary is determined by the board of directors, utilizing market studies of comparable organizations wage scales. The board also reviews the chief executive officer performance annually and adjusts compensation based on performance. The wage and salary program establishes qualifications set forth in the job description, the range of salaries for all job categories using market survey sources, and a process for wage and salary increases. The chief executive officer is responsible for oversight of the development, maintenance, review, and updating of the wage and salary structure. The board human resource committee reviews, modifies, approves or rejects recommendations regarding salary ranges and classifications as well as other forms of compensation annually (step increases, cost of living allowances, and incentives). The wage and salary structure is regularly reviewed and updated or revised as necessary. A comprehensive salary survey may be completed every three years (last review 2015) to assess the appropriateness of base rates for positions. Adjustments in the base rates based on those findings may revise the salary structure upon completion and review by the board of directors. Changes may be recommended to the board finance committee by the chief executive officer as needed to maintain compliance with labor laws and standards and as need dictates.”

“All information is available upon written request.”

“Behavioral health services were added near the end of the fiscal year.”

“The process has not changed.”