The Meth-Wick Community Inc

“Articles of incorporation were revised to update their terminology and reflect current best practices. Bylaws were revised to reduced the minimum number of directors to 14 and to clarify various areas, such as the wording on directors terms of office, the filling of vacancies, resignations, meeting notices, manner of acting, meeting by conference telephone, presumption of assent and compensation policies. Also clarified the titles and terms of officers and the steps necessary to remove an officer. Committee membership and meeting rules were restructured to match those of the board. Clarification of who can sign legal documents and on rules regarding loans, deposit, keeping of books and records.”

“The chief executive will sign and certify that the irs form 990 is accurate and complete. The finance committee will review and approve the irs form 990 annual tax filing prior to submission, and the full board shall receive a copy of the irs form 990 immediately prior to the date of submission for their review.”

“Board of directors conflict of interest policy: any director, principal officer, or member of a committee with governing board delegated powers is required to complete a conflict of interest disclosure statement. This statement will allow the meth-wick community, inc. To identify any corporate, membership or other relationships of the individual which could benefit the private interest of such individual or result in a possible excess benefit transaction. The completed conflict of interest disclosure statement is reviewed by the chair of the corporation and insurance committee. The chair will report any actual or possible conflict of interest to the board of directors with the individual in question given the opportunity to disclose all material facts regarding the possible conflict. The board will then decide if a conflict of interest exists.”

“Executive compensation policy: the executive committee of the board of directors of the meth-wick community, inc. Has general oversight of the yearly evaluation of the chief executive of the organization and is the authorized body to determine compensation arrangements for the chief executive. The chairperson of the board will notify the board of directors of the annual evaluation and seek their input along with input from the senior management staff and selected resident representatives. The evaluation will be conducted on a timely basis to coincide with the annual budgeting process. The executive committee will: -ensure that the compensation arrangement is approved by a committee composed entirely of individuals who have no conflict of interest with respect to the compensation arrangement. -obtain appropriate data as to salary comparability to be used in the decision making process. -adequately document the basis for its determination of the compensation package. Appropriate data for comparability will include compensation levels paid by similarly situated organizations, for functionally comparable positions; the availability of similar service in the geographic area of the organization; current compensation surveys compiled by independent firms; and actual written offers from similar institutions competing for the services of the person. The committee will meet independent of the chief executive to discuss performance relative to the position description and identified performance goals. Once consensus is reached regarding performance, a similar discussion is held concerning compensation relative to the established objectives. The committee and/or the board chair will meet with the chief executive to discuss and document strengths, weaknesses and goals for the upcoming year. Compensation for the upcoming year is to be discussed and documented as well. The committee will present its findings and resulting executive compensation package to the full board in an executive session without the chief executive present. Senior management staff compensation procedure: the chief executive of the meth-wick community, inc. Has general oversight of the yearly evaluation of the senior management staff of the organization and is the authorized body to determine compensation arrangements for the senior management staff. The director of human resources of the meth-wick community will notify the chief executive of the necessary annual evaluations. The evaluations will be conducted on a timely basis to coincide with the annual budgeting process. The chief executive will: -ensure that there is no conflict of interest with respect to the compensation arrangement. -obtain appropriate data as to salary comparability to be used in the decision making process. -adequately document the basis for its determination of the compensation package. Appropriate data for comparability will include compensation levels paid by similarly situated organizations, for functionally comparable positions; the availability of similar service in the geographic area of the organization; current compensation surveys compiled by independent firms; and actual written offers from similar institutions competing for the services of the person. The chief executive will meet with the senior executive staff to discuss and document strengths, weaknesses and goals for the upcoming year. Compensation for the upcoming year is to be discussed and documented as well.”

“The chief executive of the meth-wick community, inc. Is responsible for making the governing documents, conflict of interest policy and audited financial statements available to the general public. The general public can request copies of these documents by contacting the chief executive at the meth-wick community, inc., 1224 13th street nw, cedar rapids, ia 52405. The request can be made in person or in writing.”