Catholic Church Support Services

“It is the policy the board of directors reviews the form 990 before it is filed with the irs. The president, ceo & chief operating officer reviewed the form 990 prior to submission to the board of directors. A board resolution was not required in order for the form 990 to be filed with the irs. The means of delivery was via email to each director's email address no fewer than 15 days prior to the filing date of the form 990 with the irs. In addition, the preparers reviewed the form 990 with senior management and the diocesan audit committee at a meeting in late october.”

“In connection with any actual or possible conflict of interest, an interested person must disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the directors or members of the committee considering the proposed transaction or arrangement. After disclosure of the financial interest and all material facts, and after any discussion with the interested person, he or she shall leave the board or committee meeting while the determination of a conflict of interest is discussed and voted upon. The remaining directors or committee members shall decide if a conflict of interest exists. The organization's procedures for addressing the conflict of interest include an interested person leaving the meeting during discussion of the arrangement, appointment of a disinterested person to investigate alternatives, determination by the board if a more advantageous arrangement would not give rise to the conflict of interest, or a vote by the board of directors on whether the transaction or arrangement is in the best interest of ccss.”

“The compensation program of ccss was developed following an in-depth study and analysis of various job descriptions and duties, employee qualifications, professional and geographic compensation surveys, mission-based/non-profit markets, and ccss estimated and projected revenues. With the assistance of a professional and independent compensation consultant, ccss created a defined and objective compensation program that is fair, reasonable, and reflective of its underlying mission-based, non-profit purpose. Furthermore, it was designed to pay reasonable compensation based on an employees geographic location. An independent compensation consultant is also engaged every three years to benchmark key roles and provide consulting to governing body on balancing salary/incentives. The governing body determines how to implement those recommendations. The compensation program as a whole is designed to attract and retain quality staff while preserving the organization's religious mission and charitable objectives. All compensation programs and individual arrangements are established and maintained by the ccss board of directors which shall contemporaneously substantiate its deliberation and decision in the minutes.”

“The organization's governing documents, conflict of interest policy and financial statements are made available to the public upon a written request to the chief operating officer for the same period of time set forth in sec. 6104(d).”