American Society for Engineering Education

“The organization has individual members and institution members.”

“The individual members have voting rights for board of directors.”

“The organization has the 990 available on a secure website for the board's review.”

“THE CONFLICT OF INTEREST POLICY IS REVIEWED AND SIGNED BY BOARD MEMBERS AND STAFF EVERY YEAR. IF THERE IS A CONFLICT OF INTEREST, AN INTERESTED PERSON (ANY OFFICER, MEMBER OF ASEE, COMMITTEE MEMBER, OR EMPLOYEE OF ASEE, WHO HAS A DIRECT OR INDIRECT FINANCIAL INTEREST) MUST IMMEDIATELY DISCLOSE THE EXISTENCE AND NATURE OF HIS OR HER FINANCIAL INTEREST TO ASEE. FAILURE TO REPORT A CONFLICT OF INTEREST CAN RESULT IN CORRECTIVE ACTION INCLUDING BUT NOT LIMITED TO REMOVAL FROM OFFICE, COMMITTEE OR TERMINATION OF EMPLOYMENT. PROCEDURES FOR ADDRESSING THE CONFLICT OF INTEREST: A. AN INTERESTED PERSON MAY MAKE A PRESENTATION AT THE BOARD OR COMMITTEE MEETING, BUT AFTER SUCH PRESENTATION, SHE/HE SHALL LEAVE THE MEETING DURING THE DISCUSSION OF, AND THE VOTE ON, THE TRANSACTION OR ARRANGMENT THAT RESULTED IN A CONFLICT OF INTEREST. B. THE AUTHORIZED COMMITTEE SHALL, IF APPROPRIATE, APPOINT A DISINTERESTED PERSON OR COMMITTEE TO INVESTGATE ALTERNATIVES TO THE PROPOSED TRANSACTION OR ARRANGEMENT. C. AFTER EXERCISING DUE DILIGENCE, THE BOARD OR COMMITTEE SHALL DETERMINE WHETHER ASEE CAN OBTAIN A MORE ADVANTAGEOUS TRANSACTION OR ARRANGEMENT WITH REASONABLE EFFORTS FROM A PERSON OR ENTITY THAT WOULD NOT GIVE RISE TO A CONFLICT OF INTEREST. D. IF A MORE ADVANTAGEOUS TRANSACTION OR ARRANGEMENT IS NOT REASONABLY ATTAINABLE UNDER CIRCUMSTANCES THAT WOULD NOT GIVE RISE TO A CONFLICT OF INTEREST, THE BOARD OR COMMITTEE SHALL DETERMINE BY A MAJORITY VOTE OF THE DISINTERESTED PERSONS WHETHER THE TRANSACTION IS FAIR AND REASONABLE TO ASEE AND SHALL MAKE ITS DECISION AS TO WHETHER TO ENTER INTO THE TRANSACTION OR ARRANGEMENT IN CONFORMITY WITH SUCH DETERMINATION. VIOLATIONS OF THE CONFLICT OF INTEREST POLICY: A. IF THE BOARD OR COMMITTEE HAS REASONABLE CAUSE TO BELIEVE THAT A PERSON HAS FAILED TO DISCLOSE ACTUAL OR POSSIBLE CONFLICTS OF INTEREST, IT SHALL INFORM THE PERSON OF THE BASIS FOR SUCH BELIEF AND AFFORD THE PERSON AN OPPORTUNITY TO EXPLAIN THE ALLEGED FAILURE TO DISCLOSE. B. iF, AFTER HEARING THE RESPONSE OF THE PERSON AND MAKING SUCH FURTHER INVESTIGATION AS MAY BE WARRANTED IN THE CIRCUMSTANCES, THE BOARD OR COMMITTEE DETERMINES THAT THE PERSON HAS IN FACT FAILED TO DISCLOSE AN ACTUAL OR POSSIBLE CONFLICT OF INTEREST, IT SHALL TAKE APPROPRIATE DISCIPLINARY AND CORRECTIVE ACTION.”

“EXECUTIVE DIRECTOR - ASEE HAS AN OVERSIGHT COMMITTEE (SELECTED MEMBERS OF BOARD OF DIRECTORS) WHO EVALUATE THE EXECUTIVE DIRECTOR'S PERFORMANCE AND SALARY AMOUNT ANNUALLY. HUMAN RESOURCES PROVIDES THE COMMITTEE WITH SURVEYS DONE BY DIFFERENT COMPANIES ON EXECUTIVE DIRECTOR/CEO SALARY AND BENEFITS FOR NONpROFIT ASSOCIATIONS. OTHER OFFICERS AND KEY EMPLOYEES OF THE ORGANIZATION REPORT TO THE EXECUTIVE DIRECTOR (ED). THE ED EVALUATES THEIR PERFORMANCES AND SALARY AMOUNTS AS PART OF THE ORGANIZATION'S ANNUAL PERFORMANCE EVALUATION SYSTEM CONDUCTED FOR ALL EMPLOYEES. THE HR DIRECTOR PROVIDES THE ED WITH SALARY RANGE SURVEYS DONE ON COMPARABLE POSITIONS WITHIN THE NONPROFIT ASSOCIATION INDUSTRY.”

“THE ORGANIZATION'S GOVERNING DOCUMENTS, CONFLICT OF INTEREST poLICY, AND FINANCIAL STATEMENTS ARE MADE AVAILABLE THROUGH THE ORGANIZATION'S WEBSITE AND UPON REQUEST.”

“The information necessary to file a complete and accurate return has not yet been obtained.”

“The organization is currently in the process of obtaining a single audit.”