The Way Back Inc

“After the 990 is prepared, reviewed by management and is ready to be filed, each member of the board is provided an electronic copy of the annual 990 to review. Any issues noted by the board are reviewed and corrected. Once the board has approved the return, it is filed with the irs.”

“Board members and key management personnel must complete an annual disclosure and affirmation form in accordance with the conflict of interest policy to disclose any relationships with an interested party. An interested party means any organization board member or management personnel has an interest in any entity which the organization has or contemplates transacting business. An interested party must disclose the relationship or interest in the transaction to the board of directors of the organization. Disclosure shall be made to the chairman of the board as soon as the interested director becomes aware of the potential for a conflict in connection with the transaction, who then shall inform the applicable board. If the chairman is involved in the transaction, the chairman shall advise the secretary of the organization who shall arrange for board disclosure. The individual with the conflict shall not be allowed to vote on that matter. All officers and key employees are required to disclose any potential conflicts of interest on an annual basis or sooner if a potential conflict or actual conflict should arise. Potential conflicts or actual conflicts are reviewed by the board of the organization.”

“The process for the executive director's compensation is as follows: the compensation committee, an ad hoc status of the personnel committee, made up of the board president and its vice president, meet to discuss the matter of the executive director's salary. Resources used by this committee in arriving at their recommendation to the board include but are not limited to: a. Compensation studies published by guidestar (an industry standard publication) and by abbot, langer & assoc., inc. ("compensation of chief executive officers in nonprofit organizations"). B. Historic 990 filings of similar long island organizations available through guidestar. C. Guidelines promulgated by the nys governor's executive compensation task force, the new york state office of mental health any other available published nys guidelines for executive compensation. The executive director has always had an employment contract approved by the board and signed by the board president. That document is held in the board minutes and by the executive director. As part of the review and approval process, the executive director is removed from the meeting room when the matter of his/her compensation is discussed and voted on by the board. The board informs the executive director upon his/her return to the meeting. As for the establishing of compensation for other "key" administrative staff, this has been delegated by the board to the executive director, and is subject to periodic presentations to the full board at their regularly scheduled meetings. The process used by the executive director in determining these salary amounts are the same as those put forth above. Resources used by the executive director in determining these salary amounts include but are not limited to: a. Compensation studies published by guidestar (an industry standard publication) and by abbot, langer & assoc., inc. ("compensation in nonprofit organizations"). B. Historic 990 filings of similar long island organizations available through guidestar. C. Any applicable guidelines issued by relevant new york state control offices.”

“The organization makes governing documents, conflict of interest policy and financial statements available to the public upon request.”

“The organization has a committee that assumes responsibility for oversight of the audit of its financial statements and selection of an independent accountant. This process did not change from the prior year.”