La Paz De Dios Inc

“The form is reviewed by the finance committee before it is signed and filed.”

“All board and staff are required to sign a conflict of interest statement and promise to recuse themselves from discussions regarding any entities by noting the conflict of interest, leaving the room during decision-making discussions and requesting that abstention from votes is noted in the minutes of the meeting reflecting those discussions.”

“Compensation management is the process by which employers determine the appropriate amount of monetary and non-monetary compensation that their employees receive. It's a critical component of talent acquisition, performance management, and employee retention. During a compensation review, company leadership analyzes all the different types of compensation they offer, and how that compensation is allocated - to ensure that their total compensation package is competitive and fulfills the goals of compensation management. Setting pay ranges or salary grades is designed to remove some of the "guess work" from determining pay for positions, as well as putting in place a framework that ensures fairness and limits discrimination by grouping together positions based on the skills required and the value to the organization. Setting salary grades: * group positions based on skills required, education required, job duties, amount of responsibility and authority, etc. (this means we could have different titles in the same pay grade, such as coordinator, navigator and administrative assistant.) * benchmark by representative sample what the existing pay ranges in the industry are, considering the area of the country, comparative cost of living, etc. * determine the mid-point of the range * construct a pay grade that has a 20% drop to the minimum, and a 20% increase to the maximum. (this allows for flexibility in pay based on years of experience, optional advanced education, etc.) * a new employee, based on their qualifications, will likely be offered less than the midpoint to start, but the goal is the get them to the midpoint as quickly as their performance (and our budget) allows. * after reaching the mid-point, increases typically slow down until the employee gets to the maximum, when they become "red-lined and can't get any more increases unless they take on new duties. * salary grades are reviewed regularly to reflect the inflation of wages.”

“Listed on the charitable solicitations of tennessee website.”

“Policy available at the la paz chattanooga offices.”

“Dsew - la paz provides educational support and wealth building opportunities for students, families, and small businesses as well as community building and engagement. English as a second language - la paz offered seven 10-week classes - 100 students participated computer literacy - la paz offered four 6-week classes - 49 students participated business cohort - 19 graduates college cohort - 15 granduates general education workshops (homeownership, taxes, etc) - la paz offered a variety of classes and workshops with over 183 community participants”

“Computer service: program service expenses 472. Fundraising expenses 2,462. Total expenses 2,934. Professional fees: program service expenses 225,704. Management and general expenses 17,434. Total expenses 243,138.”

“Training: program service expenses 7,630. Management and general expenses 5,054. Fundraising expenses 1,300. Total expenses 13,984. Bank/credit card fees: program service expenses 150. Management and general expenses 2,322. Fundraising expenses 545. Total expenses 3,017. Printing: program service expenses 708. Management and general expenses 180. Fundraising expenses 625. Total expenses 1,513. Postage: program service expenses 2. Management and general expenses 73. Fundraising expenses 0. Total expenses 75.”

“ROUNDING -1.”

“Correction for audit information.”

“Process has not changed from prior year.”

“The organization uses a finance committee for reviewing the audit.”