The Lexington School for the Deaf

“Albert and gregory hlibok - family relationship philip and seth bravin - family relationship”

“The board of directors reviewed the 990 prior to its filing. Any questions were discussed with the cfo.”

“Employees, as a condition of continued employment, are directed to act in a manner that supports lexington's reputation and growth. Broadly defined, conflicts of interest are situations in which employees have or seem to have choices between acting in the best interest of lexington or for their personal gain; these choices are usually mutually exclusive. Such situations include, but are not limited to, the following: being offered gifts, kickbacks, bribes or rewards; using or attempting to use information gained in the course of business for personal advancement, or financial or other gain. In matters which relate to lexington's mission and business, employees must act at all times to further lexington's purposes, goals and policies without regard for personal interests. The employee will be held accountable for family members and friends who violate these policies to the degree to which it can be determined that the employee contributed to their actions. For the purpose of this policy, family members are defined as the employee's spouse, parent, children, sibling, grandparent, grandchild, aunts, uncles, nieces, nephews, and all equivalent step and in-law relationships, as well as trustees and co-habitants. Employees should not engage in employment which creates a conflict of interest with their regular employment at lexington. If a conflict is disclosed, the executive committee discusses the disclosure, determines whether or not it is material and determines what course of action should be taken to ensure the conflict does not affect the decisions made at the board level. Actions could vary depending on the nature of the conflict but could include a board member's recusal from voting on a matter, removal from all discussions and voting on a matter, removal from certain committees or removal from the board. The executive committee recommends its conclusion on a disclosure of conflict to the full board for its approval.”

“The process for determining compensation is done by lexington school for the deaf, inc. The president of the board gathers information from the cfo such as the basic educational data system (beds) public school salary median scales from the sed rate setting unit website, salary and benefit compensation history, upward appraisals from direct staff and his/her annual performance evaluation. A sub-committee of the board reviews the ceo's performance and determines a salary. This process was last reviewed in april 2016.”

“These documents are available upon request.”

“The process has not changed since prior year.”