Millennial Music (Fka Orange

“Brett stewart and brandon stewart have a family relationship.”

“Copy of form 990 emailed to each member of the board for review prior to filing the 990 with the irs.”

“Conflict of interest was addressed through bod meeting and no conflict of interest was noted.”

“Organization has a compensation policy. See schedule o for the policy. The process was used in july 2011 for the principal officers and was recently used in july 2014.”

“Documents are available upon request.”

“The organization has a compensation policy, business expense policies, whistleblower policy and record retention policy. Conflict of interest policy is included in the bylaws and added an annual conflict of interest questionnaire. Documents are available upon request.”

“Compensation policy - the deans and founding musical directors of millennial music (mm) are the principal representatives of mm, and the people responsible for the efficient operation of mm. Therefore, it is the desire of mm to provide a fair yet reasonable and not excessive compensation for the deans and founding musical directors (and any other highly compensated employees and consultants). The annual process for determining compensation is as follows: the mm board of directors shall annually evaluate the deans and founding musical directors on their performance, and ask for their input on matters of performance and compensation. Board approval. The compensation committee (made up of officers of the mm board of directors) will obtain research and information to make a recommendation to the full board for the compensation (salary and benefits) of the deans and founding musical directors (and other highly compensated employees or consultants) based on a review of comparability data. For example, the compensation committee will secure data that documents compensation levels and benefits for similarly qualified individuals in comparable positions at similar organizations. This data may include, but is not limited to, the following: 1. Published salaries of similarly qualified individuals in comparable positions at similar organizations; 2. Salary and benefit compensation studies by independent sources; 3. Written job offers for positions at similar organizations; 4. Documented telephone calls about similar positions at both nonprofit and for-profit organizations; and 5. Information obtained from the irs form 990 filings of similar organizations. Concurrent documentation. To approve the compensation for the deans and founding musical directors (and other highly compensated employees and consultants) the board must document how it reached its decisions, including the data on which it relied, in minutes of the meeting during which the compensation was approved. Documentation will include: 1. A description of the compensation and benefits and the date it was approved; 2. The members of the board who were present during the discussion about compensation and benefits, and the results of the vote; 3. A description of the comparability data relied upon and how the data was obtained; and 4. Any actions taken (such as abstaining from discussion and vote) with respect to consideration of the compensation by anyone who is otherwise a member of the board but who had a conflict of interest with respect to the decision on the compensation and benefits.”