Psc Partners Seeking a Cure

“All members of the board of directors receive a copy of the 990 prior to it being filed.”

“Annual disclosure of conflicts of interest required.”

“Ceo and board of directors do not receive compensation compensation policy for executive director the corporation's primary objective is to provide reasonable and competitive executive total compensation consistent with market-based compensation practices for individuals possessing the experience and skills needed to improve the overall performance of the organization. The organization's executive compensation policy is designed to: a) encourage the attraction and retention of high-caliber executives. B) provide a competitive total compensation package, including benefits. C) ensure that pay is perceived to be fair and equitable. D) ensure that the policy complies with i.r.s. Regulations and state and federal legislation. Establishment of compensation committee a compensation committee of the board will be established annually by the board chair as an ad hoc committee. The compensation committee will administer this policy. The following components will be present in the process of setting executive compensation: review/approval by the board. No involvement of persons with conflicts of interest. Collection and use of compensation data for similarly qualified persons in comparable positions at similarly situated organizations. Contemporaneous documentation and recordkeeping. Review/approval by the board the corporation's executive compensation policy is administered by the compensation committee of the board. The compensation committee is responsible for establishing and maintaining a competitive compensation policy for the key executives of the organization. The committee meets as needed to review the compensation policy and make recommendations for any changes to the board, as appropriate. No involvement of persons with conflicts of interest the board chair, in appointing the compensation committee will ensure that no member of the compensation committee has a conflict of interest that would impair their ability to be fair and impartial to the compensation process. Further, the compensation committee will engage an independent firm to review comparable compensation data, along with the proposed compensation for key executives. Collection and use of compensation data compensation must be commensurate with the duties and responsibilities of the person being compensated. Reasonable compensation is the amount that would ordinarily be paid for like services by like enterprises, whether taxable or tax-exempt, under like circumstances. In order to satisfy the rebuttable presumption safe harbor procedure, the compensation committee will rely on the following definitions when seeking comparability data to make its determination regarding compensation issues. Like services. In comparing an individual's compensation to another individual's compensation, the comparison must be based on substantially similar duties and responsibilities. The i.r.s. Has stated that the key is comparing duties and responsibilities, a functional comparison, and not the job title. To determine whether the individual's compensation is commensurate with others in the same position and thus reasonable, the i.r.s. Considers, among other factors: the individual's duties and responsibilities. The number of employees the individual manages. The size of the budget or assets the individual manages. The number of hours worked. Whether the job is national or local in scope. Whether the individual manages multiple functions or departments. Like enterprises. Comparisons of enterprises need to be based on entities of similar size. Indicators of size include number of employees, number of persons served by the organization, budget and revenues. Additionally, the comparables should come from the same industry so as to best match the individual's duties and responsibilities. Tax-exempt organizations can look to both the for-profit and non-profit sectors to determine reasonable compensation. Like circumstances. Compensation packages being compared must consist of a similar mix”

“UPON REQUEST”

“The mission of the psc partners seeking a cure foundation is to provide education and support to psc patients, families and caregivers and to raise funds to research causes, treatments and potential cures for primary sclerosing cholangitis. Other significant activities the members of the pscp scientific/medical advisory committee are actively engaged in deciding where to allocate our funds for psc research. Through this competitive program, pscp has awarded research grants to prominent psc researchers. In 2014, pscp launched the psc partners patient registry. The goal of the registry is to collect de-identified (anonymous) information on patients diagnosed with primary sclerosing cholangitis (psc) in order to increase and accelerate research, enable clinical and drug trials, and find effective treatments for psc. Psc is a poorly understood disease for which there are currently no effective therapies and no known cure. We hope that our patient registry will provide a forum for psc patients from all over the world to share their medical information and provide researcher with data that will lead to a better understanding of psc. Since 2005 pscp has held annual patient conferences for psc patients and caregivers at different medical centers throughout the country. These weekend conferences offer the opportunity to learn about the most recent advances in psc treatments and research and also to share experiences, advice, and concerns with other pscers. Pscp has started holding local forums for psc patients and caregivers. The psc partners seeking a cure website includes advice and personal stories from our members, so that we can offer valuable everyday living suggestions to pscers in addition to updates on treatments and medical research. In addition, pscp publishes a free online newsletter with updates about the latest treatments, research results, and coping suggestions.”