Abilities at Morningside II Inc.

“After the extensive internal review, the returns are made available to the members of the audit committee and board of directors for their review and comments and request for a formal meeting prior to filing, if deemed necessary. The final 990 return is posted to the organization's website for internal use.”

“Board members are required to complete and sign a disclosure form identifying business interests, employment relationships and property interests, and those of related parties. The organization has specific board-level policies regarding disclosure of conflict of interest for board members. The chair of the board and the ceo regularly review the composition of the board for any potential conflicts of interests and consult with legal counsel if necessary. The board chair may ask the involved individual to recuse themselves during discussions on any matter relating to a potential conflict of interest. The organization maintains business code of ethics and conflict of interest policies that all employees are required to follow. All key employees, including officers, are required to participate in annual training on the organization's code of business ethics, including conflicts of interest.”

“Financial statements, conflict of interest policy and governing documents are available upon request for the same period of disclosure as set forth in section 6104(d).”

“Abilities at morningside ii, inc. Does not compensate anyone shown in part vii of the form 990 or schedule j, part ii. The compensation shown in these sections is paid by servicesource, inc., the organization's related organization. Abilities at morningside ii, inc. Relies on the compensation determination methodology of servicesource, inc. The following is the compensation methodology used by servicesource, inc.: compensation for servicesource's ceo is determined by the board of directors on an annual basis. This independent determination includes the use of data for similar positions at comparable organizations and the compensation arrangement is documented when decided by the board of directors. An independent compensation consultant conducts an executive salary survey on an annual basis, with the results of the survey being reviewed and considered by the board of directors for determination of the ceo's compensation. Compensation for other officers are also determined based on executive pay studies and an executive salary survey conducted by a leading consulting firm that are conducted annually. Compensation for other key employees and executives are determined based on periodic market analysis.”

“The process for overseeing the audit of the financial statements and selection of an independent accountant that audited the financial statements has been consistent with prior years.”