Visit Huntington Beach

“The organization's bylaws were amended in February 2017 for Board voting and nominating processes. A Red Line copy was filed with the CA return.”

“No committee is created to act on behalf of the governing body.”

“Review of organizations mission and significant activities and not any changes from previous filings. Voting number of BOD governing body are listed on form as requested. If any grants are received, they are listed as well as any unrelated income (if applicable) that would be considered taxable. Total assets and liabilities are also listed and updated. The review is done by EVP, President & CEO and outside bookkeeper.”

“THE BUREAU'S BOARD MEMBERS, INCLUDING ITS PRESIDENT/CEO, ARE REQUIRED TO FILE A FORM 700-STATEMENT OF ECONOMIC INTERESTS WITH THE CITY OF HUNTINGTON BEACH ON AN ANNUAL BASIS. Conflicts of Interest Our employees are expected to devote their best efforts and attention to the full-time performance of their jobs. A conflict of interest exists when the employee's loyalties or actions are divided between the Bureau's interests and those of another, such as a competitor, supplier, or client. Both the fact and the appearance of a conflict of interest should be avoided. Employees are expected to use good judgment, to adhere to high ethical standards, and to avoid situations that create an actual or potential conflict between the employee's personal interests and the interests of the Bureau. Employees unsure as to whether a certain transaction, activity, or relationship constitutes a conflict of interest should discuss it with the President of the Bureau who will make the ultimate decision. Employees may engage in or have outside business or personal interest or activities that do not constitute or have the potential of creating a conflict of interest with their employment by the Bureau. The Bureau requires that these activities or interests do not adversely affect an employee's capacity to perform his/her functions or result in conflicting loyalties. While it is not feasible to describe all possible conflicts of interest that could develop, some of the more common conflicts that employees should avoid include the following: - Accepting personal gifts or entertainment from competitors, guests, suppliers, or potential suppliers (See policy "Gifts"); - Working for a competitor, supplier, or customer; - Engaging in self-employment in competition with the Bureau; - Using proprietary or confidential Company information for personal gain or to the Bureau's detriment; - Having a direct or indirect financial interest in or relationship with a competitor, customer, or supplier, except that ownership of less than 1% of the publicly traded stock of a corporation will not be considered a conflict; - Using Company property or labor for personal use; - Acquiring any interest in property or assets of any kind for the purpose of selling or leasing it to the Bureau; - Committing the Company to give its financial or other support to any outside activity or organization; or - Developing a personal relationship with a subordinate employee of the Company or with an employee of a competitor, supplier, or guest that might interfere with the exercise of impartial judgment in decisions affecting the Bureau or any employees of the Bureau. If an employee or someone with whom an employee has a close relationship (e.g., a family member or close companion) has a financial or employment relationship with a competitor, guest, supplier, or potential supplier, the employee must disclose this fact in writing to the President. Employees should be aware that if they enter into a personal relationship with a subordinate employee or with an employee of a competitor, supplier, or guest, a conflict of interest may exist, which requires full disclosure to the Bureau. Failure to adhere to this guideline, including failure to disclose any conflicts or to seek an exception, may result in discipline, up to and including termination of employment.”

“The executive committee negotiates and approves the employment contract for the bureau's president/ceo based on comparability data. The initial compensation for the bureau's vice president of marketing is reviewed and approved by the president/ceo and executive committee based on comparability data. The president/ceo also reviews and approves annual adjustments to compensation.”

“The governing documents, policies, and financial statements are available upon request. The monthly financial statements are also available during the board meetings, which are open to the public.”

“The audit oversight process hasn't changed since the prior year.”

“During the year ending September 30, 2017, VHB identified that website expenses and signage equipment previously expensed that met the criteria for capitalization. The 2016 financial statements have not been adjusted to reflect this change.”