Envision Inc.

“The form 990 is prepared and reviewed by an independent accounting firm. A draft of form 990 is then provided to the audit committee of the board of directors for review prior to filing. Any questions or concerns the audit committee has are addressed and any corrections or clarifications are made, if needed. The final form 990 with all required schedules is then provided to all voting members of the board prior to filing the 990 with the irs.”

“At the time of hire (or election in the case of corporate directors and trustees) and annually thereafter, the ceo or his/her designee shall provide to the board and to all executive officers, administrative staff, associates and volunteers a copy of the conflict of interest policy and the applicable conflict of interest disclosure form and questionnaire, which shall be completed to identify any relationships, positions or circumstances with respect to which it is believed a conflict may arise. Such annual monitoring and review procedures shall be part of the corporate compliance plan. An appropriate report shall be submitted to the audit committee concerning any interest so disclosed. Each member of the board of directors and all management associates shall disclose fully and frankly any and all actual or potential conflicts of duality of interest or responsibility, whether individual, personal, or business, which may exist or appear as to envision or any system entity or any matter or business which may come before the board (including its committees). The disclosing individual shall neither vote nor endeavor to influence corporate action in any such matter. Upon request of the subject board, the affected individual shall leave the boardroom while the matter is discussed and a vote, if any, shall be recorded in the minutes of the board or its committee.”

“Envision, inc. Uses the following for determining executive and officer compensation: 1. Base salaries - will be positioned so that midpoints target the 25th percentile. Executive salaries will be administered within ranges built around the 25th percentile and based on performance, experience, tenure and other relevant factors. 2. Incentives - will be positioned to provide total cash compensation at the 25th percentile of the peer group for on-plan performance. 3. Benefits - will be positioned at market competitive levels, approximating the 60th to 75th percentile of the peer group. 4. Total compensation - will be positioned at approximately the 25th percentile for on-plan performance with target incentive awards, and approximately the 30th to 50th percentile with outstanding performance with maximum incentive awards. Committee will determine the total compensation package for the ceo. The ceo shall administer the salaries and incentive payments for other excutives under the guidelines of the compensation plan discussed above. The last compensation review was conducted in 2014.”

“The governing documents, conflict of interest policy, and financial statements are made available to the public upon request in writing or in person at the corporate office.”

“Elimination of intercompany payables 16,437,726”