Men as Peacemakers

“Victor and karen st. George have a family relationship.”

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

“Board of directors receives a copy of the 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 co-executive director(s) 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 not 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 co- executive director(s). If the co-executive director(s) are 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 co- executive director(s). 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 co-director(s).”

“The organization determines wages using the minnesota council of nonprofits salary guide that gathers up to date data on salary and wages throughout the state of minnesota. Seeking out comparable job positions and then looking at the average for the organization's region. Then focusing on each position being at or above the 50th percentile. The organizational budget is set for the bod to approve in the annual budget. The organization also provides colas to all employees across, if affordable. The co-executive directors are evaluated by the bod and they determine if there is any percentage wage increase. The co-executive directors are also provided cola's.”

“The organization make its governing documents, conflict of interest policy, and financial statements available to the public upon request.”

“Contract labor: program service expenses 135,011. Management and general expenses 5,000. Fundraising expenses 0. Total expenses 140,011.”