Human Resources Committee

Established October 1998*

TODO: Redesign Nav items

The Human Resources Committee is a Committee of the Board of Commissioners of the Niagara Frontier Transportation Authority (“NFTA”) established pursuant to its By-Laws. The membership, operations, authority, purpose, and responsibilities of specific duties of the Committee are described below.

Membership and Operations

 

The membership of the Human Resources Committee shall consist of at least four members of the Board of Commissioners. The Chairman of the Board of Commissioners shall designate the Committee members and will appoint a chair and a vice chair of the Human Resources Committee.

 

Committee members shall serve until their successors shall be duly designated and qualified. Any vacancy in the Committee occurring for any reason may be filled by any qualified member of the Board of Commissioners by designation of the Chairman of the Board of Commissioners.

 

Authority

 

The Committee shall be granted unrestricted access to all information regarding human resource functions. All employees have been, and shall be, directed to cooperate as requested by members of the Human Resources Committee.

 

The Human Resources Committee may, with the express written permission of the Chairman of the Board, engage outside compensation experts or other appropriate professionals to assist it in the evaluation of appropriate levels of compensation for all employees of the NFTA.

 

The Human Resources Committee Chairman may, with the express written permission of the Chairman of the Board, create and delegate authority to subcommittees of the Human Resources Committee as the Human Resources Committee deems appropriate.

 

Purpose and Responsibilities

 

The purpose and responsibilities of the Human Resources Committee shall include:

 

  • Reviewing human resource systems, such as hiring practices, competency profiles, training policies, and compensation structures so that the NFTA can attract, attract and retain high quality and highly motivated personnel to meet its business objectives;

 

  • Reviewing the compensation philosophy and policy for employees to ensure it reflects an appropriate balance between short and long term goals of the NFTA;

 

  • Make recommendations to the Board of Commissioners with respect to the merit based compensation plan, incentive compensation, and equity-based plans applicable to non-represented employees;

 

  • Monitor the status of ongoing labor negotiations and strategic labor relations issues and initiatives;

 

  • Make recommendations to the Board of Commissioners regarding the approval of labor agreements;

 

  • Monitor human resources policies to address social issues such as equal employment opportunity, pay equity, the employee assistance program (“EAP”), and any other appropriate topic;

 

  • Review and discuss issues regarding the EAP;

 

  • Review and discuss issues regarding the NFTA’s Affirmative Action and Equal Employment Opportunity Program;

 

  • Review matters affecting employee benefits;

 

  • Review and discuss overall staffing plans which may include existing staffing, transfers, new hires, resignations, reductions or expansions in force, and terminations;

 

  • Review health and safety issues and the drug and alcohol testing program as appropriate;

 

  • Reviewing NFTA goals and objectives and compensation relative to the Executive Director, Chief Financial Officer, and General Counsel, including evaluating their performance in light of those goals and objectives and such other factors as the Committee deems appropriate;

 

  • Assist the Board of Commissioners in developing and evaluating potential candidates for Board appointed positions, including the Executive Director, the Chief Financial Officer, and the General Counsel;

 

  • Review and approve employment, separation, and other individual employee agreements when applicable;

 

  • Review, monitor, and oversee the development of personnel succession plans;

 

  • Review and approve significant organizational changes and restructurings;

 

  • In the discretion of the committee chair, reviewing board action requests may be deferred to the full board;

  • Report to the board on a regular basis with such recommendations on other matters as the Committee deems appropriate so that the Board of Commissioners is fully informed of the Human Resources Committee’s activities; and

 

  • Review and update the Human Resources Committee's charter