Mohawk Valley Health System

“The form 990 was presented to and reviewed by the board at a meeting prior to filing.”

“The purpose of the policies and directives set out in this policy statement is to assure that the business conducted by the organization is conducted free from the possible influence of conflicts of interest of interested person. The policy exists to protect the organizations interest when it is contemplating entering into a transaction or arrangement that might benefit private interest of an interested person in the organization. Interested persons may not enter into any employment transaction or other arrangement that may cause or be perceived to cause a conflict of interest. Interested persons must review this policy annually and complete the acknowledgement and disclosure form annually. The compliance officer and or the compliance committee will review all annual acknowledgement and disclosure forms and any conflicts or potential conflicts identified. When a potential conflict is identified the compliance officer will ensure appropriate actions are taken to resolve the conflict. This policy is intended to suppliement but not replace any applicable federal and state laws governing conflicts of interest applicable to non profit and charitable corporations.”

“MVHS Compensation Policy Overview The Board of Directors has established an Executive Compensation Committee, which is responsible for reviewing the adequacy and reasonableness of the compensation paid to the President/CEO and other employees of the Executive Leadership Team. The Executive Leadership Team consists of the following positions: * President/CEO * SVP/ CFO * SVP/CNO * SVP/ CIO * SVP/ CHRO * SVP/Marketing & Strategy * SVP/Chief Legal Counsel * SVP/ Physician Practices & Operations * SVP/ Chief Quality & Patient Safety Officer On an annual basis, the Committee is responsible for (1) reviewing and recommending to the Board Chair the CEO's compensation, including salary, incentives, benefits and other prerequisites, for final approval by the Board (2) reviewing the compensation of all other employees of the Executive Leadership Team, as recommended by the CEO. The adequacy and reasonableness of all executive compensation is assessed through independent compensation consultants, which conduct market reviews using benchmarking data for comparable positions in similarly situated hospitals. This assessment is provided and reviewed by the Executive Compensation Committee on an annual basis. The independence of the committee members is reviewed and verified prior to the start of the annual compensation review process. Should a conflict present, those individuals with actual or perceived conflicts abstain from voting until such time as the conflict can be resolved or a replacement member ins appointed to the committee. The committee's deliberations and discussions are guided by a written compensation philosophy and documented through written minutes taken during each meeting. The minutes include, among other things, the written materials distributed or presented during the meeting and the specific decisions taken at the meeting.”

“It is the policy of this organization to make available, to anyone who asks, a copy of its annual report to the internal revenue service on form 990 and its expempt status form in accordance with the law. Form 990, for a given year, will be made available for public inspections for a three year period.”

“Program service fees with related parties: program service expenses management and general expenses total expenses other fees: management and general expenses bank fees: program service expenses management and general expenses total expenses total other fees on form 990, part ix, line 11g, col a”

“Grant for capital acquisitions”