Pathstone Corporation Inc

“A draft copy of the return is distributed to the members of the board for comments before filing.”

“During the new board member orientation, the policy is fully explained by the President and attorney. The board member understands that it is important to follow the policy at all times during his or her term on the board. It is made clear that if any conflict arises, that the policy is in effect and should be followed. This is also re-emphasized annually when the policy is signed on a yearly basis. In addition to the Conflict of Interest Policy, the organization has a questionnaire that all employees must fill out annually to determine whether they have a real or potential conflict of interest. If any potential conflicts are learned about through this or any other method, they are reviewed by the Executive Staff member for that division, and ultimately by the President/CEO. The CEO has the ultimate responsibility for determining whether or not a conflict exists and he or she, in conjunction with the Senior Vice President for Human Resources of PathStone and the Executive Staff member for that employee's division, will determine the course of action necessary.”

“The wages and benefits of all top management employees are determined by relevant executive staff members as part of its ongoing wage comparative studies and benefit budgeting process. The process includes independent review of market data. The CEO's compensation was last reviewed by the board in March of 2025. A compensation comparability study was conducted by The Burke Group in November of 2023 to review the compensation of the CEO, CFO, Chief Legal Officer and Chief Human Resource Officer. PathStone utilizes a salary scale to determine the salary of each employee. Job descriptions are evaluated on 33 factors. The maximum number of points is 260 and the number of points corresponding to each job description determines which of 14 salary groups the job falls into. Within each salary group, there is a base salary and then a range is available to accommodate employees who have more experience, education, skills, etc. than are required for that position. Before hiring an employee, the hiring manager sends a request for offer letter to Human Resources. With this request, a salary range justification form is sent if the salary is to be above the base. The Executive Staff member for that Division reviews and approves the request, then forwards it to Human Resources for final approval. Human Resources reviews the request for offer and the salary range request to determine if the steps are warranted, and sends out an offer letter if the request is approved. Periodically, the salary scale is reviewed. There have been times when the entire scale has been revised, and other times when salaries for specific positions have been adjusted by resolution from the Board of Directors. The salary schedule has been in place since 2011 and was last adjusted in December of 2024 to reflect changes in minimum wages. As of this writing, PathStone is working with Catapult Consulting to overhaul the salary chart, compensation philosophy, merit awards, COLA, and banked PTO policies.”

“Pathstone Corporation makes its governing documents (Bylaws and Certificate of Incorporation) available upon request. PathStone prints an annual report which is made public each year. Copies are mailed to stakeholders and it is readily available to the public.”

“The Pennsylvania division of PathStone has been awarded the Pennsylvania Association of Nonprofit Organizations' Standards for Excellence Seal.”

“The majority of fundraising activities were performed by PathStone Foundation, an affiliate of PathStone Corporation. As a result, there are no fundraising expenses listed for the Organization. An immaterial amount of fundraising expenses are included with management and general expenses.”