Men as Peacemakers

“The executive committee sets the agenda for the monthly board meeting, but it does not take action in lieu of the board at this time.”

“Board of directors receives a copy of form 990 ahead of its board meeting. Reviews it and approves/accepts it, hopefully at the same time the auditor shares the results of the audit.”

“Policy on conflicts of interest employees are prohibited from engaging in conflicts of interest with respect to their employment. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of map's business dealings, and that outcome of which is to the detriment of map. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. No "presumption of guilt" is created by the mere existence of a relationship with outside organizations, however, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to the board of directors or the executive director as soon as possible; the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Personal gain may result no only in cases where an employee or relative has a significant ownership in an organization with which map does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving map. Any question involving potential conflicts of interest must be brought to the attention of the executive director. If the executive director is unable to resolve the matter the issue will advance to the board of directors. Employees will not approve timesheets or requests for reimbursement or disbursement of funds for a family member as defined in these policies. Employees will not be in direct supervisory positions for any family members hired at map. The direct supervisory role will be the responsibility of the program director or the executive director. If an employee is part of a hiring committee where a family member applies for the position, the employee must make the relationship known to the hiring committee as soon as the employee is aware of the conflict. The employee then cannot discuss that candidate and ideally will not be present in the room when that candidate is being interviewed and discussed. Employees may not investigate grievances filed by or against a family member unless asked to do so by the executive director.”

“Board of directors set the wages for the executive director.”

“UPON REQUEST.”

“The process has not changed from the prior year.”