LL Global Inc

“The corporation has three classes of members: (1) regular membership in the corporation shall be limited to legal reserve life insurance companies domiciled in the united states or canada. (2) international membership in the corporation shall be limited to legal reserve life insurance companies domiciled outside the united states or canada. (3) affiliated membership in the corporation shall be limited to financial service organizations that create, market, sell and/or otherwise distribute at least one or more financial products and are not legal reserved life insurance companies, regardless of whether they are or are not related to and/or owned by any current member(s) of the corporation.”

“Voting members can elect one or more members of the governing body.”

“Each regular member and international member of the corporation in good standing shall be entitled to one vote on matters submitted to members for action and shall have full rights and privileges of membership and shall be referred to herein as the "voting members." affiliate members shall have no voting rights, but shall be entitled to such rights and privileges of membership as the board of directors may from time to time determine and shall be referred to herein as "non-voting members."”

“An electronic copy of the form 990 is provided to the finance committee of the board of directors in a timely manner prior to the filing of the document.”

“The company has an ethics committee which is comprised of company officials in positions of senior management or with access to senior management. In addition to these internal resources for reporting an ethics concern, company employees may also elect to submit an ethics concern to intouch, the company's external hotline provider. All employee concerns reported to the company directly or through the external reporting hotline service will be reviewed and investigated as appropriate. The purpose of the conflict of interest policy is to protect the interest of the organization when it is contemplating entering into a transaction or arrangement that might benefit the private interest of an officer or director of the organization or might result in a possible excess benefit transaction.”

“There are five parts to the salary administration program. - position description - information on the duties, responsibilities, skills, knowledge, and abilities required for each position. - position evaluation - using the position description, each job is evaluated based on content and its relative value to other jobs within the association. - salary ranges - competitive data are used to compile salary ranges that are reviewed on a regular basis. - performance evaluation - employees are rated on how their job performance compares with the objectives and standards of their position. - salary review - a salary review is conducted annually in january. Salary grades provide meaningful distinctions among positions judged to be of different value to ll global. The assignment of a position to a salary grade is based on the position evaluation process. External competitive marketplace values are determined through salary surveys. Salary ranges have minimum and maximum dollar values, which represent the range of salary rates paid to an employee in a particular salary grade. Salary ranges are adjusted periodically to keep up with market values. If an employees salary falls below the minimum of the salary range the employee will normally receive a salary adjustment to bring them to the minimum of the salary range. Regarding the determination of compensation, there are different groups who recommend, review and approve each area. The overall compensation budget is recommended by hr and approved by the ceo and board of directors. Merit increases are recommended by business unit heads, ceo, and the immediate supervisor/manager. The increases are then reviewed by human resources, business unit heads, and board of directors. Once a final decision is made, compensation is approved by human resources, business unit heads, and board of directors. Performance bonuses are recommended by business unit heads, ceo, and the immediate supervisor/manager then reviewed by human resources and the ceo. The ceo gets final approval. Incentive compensation is calculated using a formula driven by incentive compensation plans and annual results. The calculation is reviewed by hr then approved by the cfo, hr, and the business unit heads. In reference to the ceo's compensation plan, the compensation and benefit committee of the board of directors reviews market data and makes recommendations based on the long and short-term interests of the company and its members. The chair of the board of director's takes the lead on discussing and negotiating compensation with the ceo based on the input from the compensation and benefit committee.”

“The governing documents, conflict of interest policy, and financial statements are available upon request for legitimate business reasons.”

“Retirement benefit obligation adjustment -254,213. Contribution to ll global education fund (less expenses) -8,573. Other income 38,815. Equity method of accounting for investment in subsidiary -655,738.”

“Although the organization does not receive stand alone gaap financial statements, it does receive on an annual basis from independent auditors consolidated entity gaap financial statements for it and its affiliates.”

“The organization has not changed its oversight process nor its selection process during the year.”