Emerald Communities C O Aland Chambard

“The executive committee consists of the officers of the board and one at-large board member. The executive committee is responsible for (a) the development and proposal of the board's annual work plan for review and adoption by the board, (b) the review and action upon any urgent issues as may arise for the board between the regularly scheduled board meetings, except as may be limited by the bylaws, (c) the review and preparation of any actions or policies for consideration by the board at its regularly scheduled meetings, (d) the call for a special meeting and/or action of the board as may be needed, in the judgment of the executive committee, between regularly scheduled board meetings, (e) any appropriation or expenditure outside the approved operations budget not in excess of 1% of the approved operating budget for any fiscal year, subject to reporting any such appropriation or expenditure to the board meeting next following the decision, and (f) any such matter or matters as the board may from time to time deem it expedient to delegate its authority to the executive committee. Between meetings of the board, the executive committee has the authority to act for the board in any matter for which the board has power to act, except that the executive committee does not have the authority to (a) amend, alter or repeal the bylaws; (b) elect, appoint or remove any member of any committee, any director or officer; (c) amend the articles of incorporation; (d) adopt a plan of merger or consolidation; (e) authorize the sale, lease or exchange of all or substantially all the organization's property and assets outside of the ordinary course of business; (f) authorize the organization's voluntary dissolution or revoke proceedings therefor; (g) adopt a plan for the distribution of the organization's assets; or (h) amend, alter or repeal any resolution of the board. All such acts of the executive committee are reported to the board at its next regularly scheduled meeting, except where a non-written report may be given in an executive session of the board due to the confidential nature of the matter.”

“The controller and cfo reviewed the form 990 with the ceo. All members of the board of directors received a copy of the form 990 for review and input before it was filed with the irs.”

“The organization's conflict of interest policy applies to all board members, officers, committee members, and employees designated as covered by the ceo. Every covered individual is required to complete a conflict of interest questionnaire annually. If a board or committee member has a potential conflict of interest related to a transaction, the individual discloses the material facts to the board or committee members. If it's unclear whether a board or committee member or the ceo has a conflict of interest, the governance committee of the board makes the determination and may evaluate alternatives that do not involve a conflict. After disclosing material facts, the individual with the conflict recuses themself from all other discussions and votes on the matter. The board or committee members without conflicts may vote on whether to enter the transaction. If an employee other than the ceo has a potential conflict of interest, they disclose the material facts to the ceo. If it's unclear whether a conflict exists, the ceo makes the determination. The ceo may work with the board's governance committee to evaluate alternatives that do not involve a conflict.”

“The executive committee is responsible for the annual performance review of the president/ceo and establishing the salary for the position. These independent board members consider comparable data from surveys or studies and appropriate input from compensation professionals. The results of these deliberations and decisions are contemporaneously substantiated. Compensation reviews are conducted annually. The process for determining compensation for other officers and key employees includes overall budget compensation criteria for the organization that is approved by the board of directors. All employees of the organization receive annual performance evaluations which are conducted at the same time and become a key factor in compensation decisions. Salary surveys and market compensation information is also considered. The performance evaluation and compensation determination includes review and approval by the ceo and director of human resources. The performance evaluations, compensation decisions, comparability data and comparisons to approved budgets are documented as part of the process. The last compensation review took place in 2019.”

“Governing documents, conflict of interest policy and audited financial statements are available upon request.”