Underground Railroad Inc

“The form 990 is presented by the treasurer to, and approved by, the full board of directors.”

“Per the board governance policies of the organization, the following is the board member conflict of interest policy and procedure for contracting with board members for professional services: 1. Any duality of interest or possible conflict of interest on the part of any board of director member shall be disclosed to other members of the board and made a matter of record when the interest becomes a matter of board action. 2. Any member of the board of directors having a duality of interest or possible conflict of interest on any matter shall not vote or use his/her personal influence on the matter, and he/she shall not be counted in determining the quorum for the matter, even where permitted by law the minutes of the meeting shall reflect that a disclosure was made, the abstention from voting, and the quorum situation. 3. When the board is to decide upon an issue, about which a member has an unavoidable conflict of interest, that member shall absent himself or herself without comment from not only the vote but also from the deliberation. 4. In compliance with federal regulations 24cfr84 42-no employee, officer, or agent shall participate in the selection, award, or administration of a contract supported by federal funds if a real or apparent conflict of interest would be involved. Such a conflict would arise when the employee, officer, or agent, any member of his or her immediate family, his or her partner, or an organization which employs or is about to employ any of the parties indicated herein, has a financial or other interest in the firm selected for an award. The officers, employees, and agents of the recipient shall neither solicit nor accept gratuities, favor, or anything of monetary value from contractors, or parties to sub agreements. Violation of this policy will subject an employee, officer, or agent to disciplinary action. In addition to the above policy and procedures, board members must sign a disclosure form on an annual basis.”

“Per the board governance policies of the organization, the following is the president/ceo salary policy. Ceo salary range development procedure: 1. It will be the responsibility of the human resource committee to develop and recommend to the full board the salary range for the position of president/ceo. 2. The salary range will be reviewed and evaluated every two years. 3. The human resource committee will utilize the following information: guidestar nonprofit compensation report, the michigan nonprofit association compensation and benefit survey, and/or other applicable published reports. 4. Criteria used to determine the salary range will be position title-ceo, organization size (budget). Georgraphy, number of employees and organization type-human services. 5. The range (to include high and low) recommended by the human resource committee will then be presented to the full board for approval. The recommendation will be presented in writing and will include source information and criteria used, the current salary range and the proposed salay range and method used to calculate the proposed salary range. Timetable for salary proposal is a follows: 1. H/r committee reviews salary range -june 2. H/r committee recommends changes to salary range - july 3. Board adopts new salary range - august procedures for determining the annual salary for the president/ceo is as follows: 1. The executive committee will have the responsibility to recommend the salary for the president/ceo to the board of directors for their approval. 2. The executive committee will use the ceo salary range recommended by the human resource committee to determine the annual salary. The salary the committee recommends must fall within the range set by the human resource committee. 3. Compensation will be determined based on length of service with the organization or relevant experience of the prospective candidate using the following scale: 0 to >5 years would be compensated at the bottom 3rd of the salary range, 5 to 10 years would be compensated at the mid range (1/3rd to 2/3rds of the salary range), 10+ years at the top range (1/3rd) of the pay scale. 4. The chair of the board of directors will notify the business manager in writing of any changes in the president/ceo's salary. Timetable for salary proposal is as follows: executive committee recommends an annual salary for president/ceo for the next fiscal year beginning october 1 to the board of directors - august”

“Documents are made available to the public upon request or on agency website at www.undergroundrailroadinc.org”

“The organization sold their five houses that were funded with mshda loans. Two of the houses were sold to current clients. The organization's program strictly will pay for client's rent with 3rd party rental units.”

“Net investment return from saginaw community foundation 41,655.”

“Financial oversight no changes in process from prior years.”