United Israel Appeal Inc

“In 1999, united israel appeal inc. Merged with united jewish appeal and council of jewish federations to form the jewish federations of north america, inc. (formerly known as united jewish communities, inc.). United israel appeal inc. Modified its structure while maintaining its corporate status to join and constitute the jewish federations of north america, inc. As the sole member.”

“The united israel appeal inc. (uia) board is comprised of 13 representatives appointed by the jewish federations of north america, inc. (jfna).”

“The uia board makes recommendations to the jewish federations of north america, inc. (jfna) for appointments to the jewish agency for israel (jafi) board of governors and committees.”

“The form 990 is prepared by finance department professionals. The 990 is reviewed by management before being presented for review by independent tax professionals and reviewed by the joint jfna/uia audit committee, an independent standing committee of the board of directors of jfna, before it is shared with the board of directors and filed with the internal revenue service.”

“Members of JFNA's professional staff serve a public interest role and have a duty to conduct all affairs of JFNA in a manner consistent with this concept. All decisions made by staff are to be made solely on the basis of a desire to promote the best interests of JFNA and the public good. This policy is intended to clearly establish JFNA's policies and procedures with regard to activities engaged in by members of the professional staff that may be considered a conflict of interest. JFNA's Chief Financial Officer and head of the Human Resources Department will monitor compliance with this policy. Administration of this policy will be the responsibility of the CEO/President or Executive Vice President. A "conflict of interest" may exist whenever the personal interests of a JFNA employee interfere - or have the appearance that they might potentially interfere - in any way with the interests of JFNA. A conflict may exist when an employee takes actions or has business interests that make it difficult to perform his or her work objectively and effectively. Conflicts may also arise when an employee or a member of his or her family receives an improper personal benefit as a result of the employee's position in JFNA, whether received from JFNA or a third party. Professional staff members are required to avoid all conflicts of interest unless they receive prior approval in writing from the CEO/President or designate (or any committee of the Board entrusted with the oversight of conflicts of interest), who, where necessary, will confer with JFNA's Executive Vice President prior to making a determination. Although it is not possible to specify every action that might create a conflict of interest, this policy sets forth the ones that most frequently present problems. The potential for a conflict of interest exists when JFNA's employees or members of their families: 1. have a financial interest in, business relationship with, or indebtedness to an entity with which they do or seek business on behalf of JFNA; 2. accept payments, loans, services, or gifts from anyone doing or seeking to do business with JFNA; 3. are officers, directors, partners, influential employees or consultants to any organization doing or seeking to do business with JFNA; 4. have family members who are members of JFNA's Board of Trustees and/or committee structure; or 5. engage in conduct which is adverse or harmful to the policies, purposes and goals of JFNA. JFNA's leadership, including members of the professional staff, hold positions of trust to donors and our beneficiaries. Moreover, charities serve a public interest, and JFNA holds a position of special prominence among American charities. To preserve this trust, JFNA must presume that transactions are not at arm's length when they are between persons whose relationship may suggest a potential conflict of interest, and to protect JFNA from the taint of impropriety, actual or perceived, we will subject such transactions to a closer scrutiny and more rigorous oversight than would otherwise apply to other transactions. Employees are also required to obtain written approval from the CEO/President or designate before participating in outside work activities. Approval will be granted unless the activity conflicts with JFNA's interest. Please see JFNA's Moonlighting Policy for information on the types of outside work activities that would not be allowed. SCOPE: This policy applies to all employees involved in contracting for goods or services on behalf of JFNA and to all professional staff. DISCLOSURE: Members of the professional staff shall be required to provide an initial and, thereafter, annual statement attesting: 1. that they have read and are familiar with the policy; 2. that neither they, nor to the best of their knowledge, their family members, have in the past engaged, are presently engaging, or plan to engage in any activity that presents a potential conflict of interest. Disclosures required from members of t”

“JFNA's Board of Trustees adopted this Whistleblower Policy which sets forth procedures that JFNA trustees, officers, employees and volunteers ("Covered Persons") may follow to report alleged misconduct. This policy applies to Covered Persons and shall be distributed to all JFNA trustees, officers, employees and volunteers. The objectives of this Whistleblower Policy are to encourage and enable Covered Persons, without fear of retaliation, to raise concerns regarding suspected violation of JFNA policies, unethical and/or illegal conduct or practices so that JFNA can address and correct inappropriate conduct and actions. REPORTING CONCERNS OR COMPLAINTS: JFNA is committed to taking action to prevent misconduct, including fraud, violations of law, violations of JFNA policies, and improper accounting or audit practices ("Misconduct"). Covered Persons should promptly come forward and report any instances in which they become aware of Misconduct or potential Misconduct, without regard to the identity or position of a suspected offender. For this purpose and described herein, an outside organization has been authorized to receive complaints of suspected Misconduct. HOW TO REPORT CONCERNS OR COMPLAINTS: Covered Persons may communicate suspected Misconduct by calling the toll-free telephone number in the US or Canada or, in Israel, from an outside line dial; a voice prompt will then assist the caller in dialing the toll-free number. Another option is to make a report using the following confidential website: www.ethicspoint.com. Both the telephone number and the website are hosted by "EthicsPoint" (now owned by NAVEX Global), an independent private organization which is not affiliated with JFNA and which provides a confidential way for Covered Persons to report suspected Misconduct. In order to be better equipped to respond to any information or complaint, it would be helpful if the caller identified themselves and provided their telephone number and other contact information when making the report. However, if anonymity is preferred, it is not necessary that one's name or position be disclosed, and caller ID will not be activated on the line. Regardless of whether identification is given, please provide as much information as possible so as to enable a thorough investigation, including where and when the act or incident occurred, names and titles of the individuals involved, and any other relevant details. Alternatively, employees may also raise concerns about suspected Misconduct to JFNA's Executive Vice President and/or the head of the Human Resources Department. EXAMPLES OF WHAT TO REPORT: Accounting and Auditing Matters: The improper systematic recording and analysis of JFNA's business and/or financial transactions. Examples include misstatement of contributions, expenses, assets and/ or misapplications of generally accepted accounting principles and wrongful transactions. Conflicts of Interest: A situation in which a Covered Person has a private or personal interest sufficient to appear to influence the objective exercise of his or her official duties. An example is if JFNA has entered into a contract for a company's services and a Covered Person responsible for the engagement has failed to inform JFNA that he or she has a relative who is a principal in that company. Falsification of Contracts, Reports or Records: This consists of altering, fabricating, falsifying or forging all or any part of a document, contract or record for the purpose of gaining an advantage or misrepresenting the value of the document, contract or records. Violation of Law: Any violation of applicable law. The examples set forth above do not limit the definition of Misconduct. BAD FAITH: Any allegations that prove to have been made maliciously or in bad faith will be viewed as a serious offense and could subject the Covered Person to discipline up to and including termination from employment and/or removal from office or appointment. CONFIDENTIALITY: JFNA w”

“As an affiliate of the jewish federations of north america inc. The process for determining the compensation for the executive vice president, top management officials, other officers and key employees of the organization is determined by the affiliated organizations the jewish federations of north america, inc's compensation committee. The compensation committee is charged with establishing and maintaining policies and standards for executive compensation. The committee engages in the following areas of responsibility: - approve the terms and conditions of senior management team (smt) hires. In addition, the committee reviews salary increase proposals, as presented by the ceo/president, for every smt member. In advance of this review, the committee is provided with relevant salary information. - reviews and is asked to approve proposed annual salary increases for non-union staff. The committee is provided with appropriate salary data in advance and is given a person-by-person review of any salary requests of a predetermined amount. - decides which smt members will be covered under the non-qualified pension plan (benefit restoration plan). Other; provide guidance on any major claims being made against the organization and review/approve any settlement proposals; labor negotiation strategies; other matters as determined by the ceo/president. The committee is comprised of the chair of the compensation committee, the chair of the executive committee, treasurer, plus two other members.”

“United israel appeal, inc. Was incorporated in 1939 and the original form 1023, application for recognition of exemption, is not available.”

“United israel appeal, inc. Makes its governing documents, audited financial statements, annual report, management letter, annual form 990, conflict of interest policy statements and whistle blower policy available upon request.”