Mount Sinai Health System Inc

“The boards of mount sinai medical center, icahn school of medicine at mount sinai, and the mount sinai hospital have adopted all policies referred to in form 990, part vi, section b questions 12 to 14, which would apply to all owned/controlled entities, including mount sinai health system, inc.”

“Process for determination of compensation the compensation, employee benefits and employee relations committee of the board of trustees (compensation committee) determines the compensation for the ceo and other executives, including physician leaders, who are or may be disqualified persons as that term is defined in irc section 4958. The compensation committee also reviews the compensation of other senior and/or highly compensated personnel. The compensation committees' operating procedures are designed to ensure that the compensation of all such officers and key employees is reasonable (i.e. The value of services is the amount that would ordinarily be paid for like services by like enterprises under like circumstances), and with respect to disqualified persons to follow the specific steps outlined in the irc regulations for establishing the rebuttable presumption of reasonableness that a transaction is not an excess benefit transaction. The compensation committee consists exclusively of independent trustees without any conflict of interest (as defined in the applicable irc regulations) with regard to the compensation arrangements being reviewed or approved. The absence of any conflict of interest with respect to items on that meeting's agenda is confirmed at the beginning of each meeting of the compensation committee. The compensation committee selects and engages an independent, qualified compensation consultant which performs such valuations on a regular basis to provide appropriate comparability data. Comparability data includes, but is not limited to, compensation levels paid by similarly situated organizations, both taxable and tax-exempt, for functionally comparable positions; the availability of similar services in mount sinai's geographic area; current compensation surveys compiled by independent firms; customized surveys in specific circumstances, and actual written offers from similar institutions competing for the services of the disqualified person. The sources of the comparability data used by the compensation consultant are provided to the compensation committee. In appropriate circumstances formal written opinions are obtained from the compensation consultant. With respect to executives as they are defined in the policy which includes all of the institution's disqualified persons, the compensation committee receives and reviews the comparability data and any analysis provided by the compensation consultant, as well as information provided by management, or in the case of the ceo, by the chairman of the board of trustees, including information about the individual's performance, and for new employees, the individual's job description. When a written opinion is obtained from the compensation consultant, that written opinion is also reviewed by the compensation committee. After considering all of the facts, the compensation committee then determines the appropriate compensation in relation to the comparability data and in light of the written opinion, recommendations of the compensation consultant. As more fully set forth in the compensation committee's operating guidelines, the compensation committee also reviews the compensation arrangements for those other senior management and/or highly compensated personnel who are not executives. The compensation committee is provided details of the compensation arrangement of the individual's job and job performance, the benchmark(s) used and, in certain cases, a description of the role of the compensation consultant and a brief description of why the arrangement is appropriate. The compensation committee contemporaneously documents in written minutes the terms of the transaction that was approved and the date it was approved; the members of the compensation committee who were present; the discussion at the compensation committee meeting; the comparability data and any other information obtained and relied on; how the comparability data was obtained; and the compensation co”

“Process for determination of compensation the compensation, employee benefits and employee relations committee of the board of trustees (compensation committee) determines the compensation for the ceo and other executives, including physician leaders, who are or may be disqualified persons as that term is defined in irc section 4958. The compensation committee also reviews the compensation of other senior and/or highly compensated personnel. The compensation committees' operating procedures are designed to ensure that the compensation of all such officers and key employees is reasonable (i.e. The value of services is the amount that would ordinarily be paid for like services by like enterprises under like circumstances), and with respect to disqualified persons to follow the specific steps outlined in the irc regulations for establishing the rebuttable presumption of reasonableness that a transaction is not an excess benefit transaction. The compensation committee consists exclusively of independent trustees without any conflict of interest (as defined in the applicable irc regulations) with regard to the compensation arrangements being reviewed or approved. The absence of any conflict of interest with respect to items on that meeting's agenda is confirmed at the beginning of each meeting of the compensation committee. The compensation committee selects and engages an independent, qualified compensation consultant which performs such valuations on a regular basis to provide appropriate comparability data. Comparability data includes, but is not limited to, compensation levels paid by similarly situated organizations, both taxable and tax-exempt, for functionally comparable positions; the availability of similar services in mount sinai's geographic area; current compensation surveys compiled by independent firms; customized surveys in specific circumstances, and actual written offers from similar institutions competing for the services of the disqualified person. The sources of the comparability data used by the compensation consultant are provided to the compensation committee. In appropriate circumstances formal written opinions are obtained from the compensation consultant. With respect to executives as they are defined in the policy which includes all of the institution's disqualified persons, the compensation committee receives and reviews the comparability data and any analysis provided by the compensation consultant, as well as information provided by management, or in the case of the ceo, by the chairman of the board of trustees, including information about the individual's performance, and for new employees, the individual's job description. When a written opinion is obtained from the compensation consultant, that written opinion is also reviewed by the compensation committee. After considering all of the facts, the compensation committee then determines the appropriate compensation in relation to the comparability data and in light of the written opinion, recommendations of the compensation consultant. As more fully set forth in the compensation committee's operating guidelines, the compensation committee also reviews the compensation arrangements for those other senior management and/or highly compensated personnel who are not executives. The compensation committee is provided details of the compensation arrangement of the individual's job and job performance, the benchmark(s) used and, in certain cases, a description of the role of the compensation consultant and a brief description of why the arrangement is appropriate. The compensation committee contemporaneously documents in written minutes the terms of the transaction that was approved and the date it was approved; the members of the compensation committee who were present; the discussion at the compensation committee meeting; the comparability data and any other information obtained and relied on; how the comparability data was obtained; and the compensation co”

“OFFICERS BONNIE DAVIS AND KENNETH DAVIS, MD - Family relationship”

“Form 990 provided to governing body the finance department gathered the relevant information and prepared the tax returns. The tax department of our outside auditors, ernst & young (ey), participated in the preparation of, and reviewed, all tax returns. A questionnaire was circulated to all trustees (i.e., directors), officers and key employees in order to elicit the information required to be reported on the tax returns. The trustee conflicts of interest review committee reviewed the responses provided by trustees and certain officers in the questionnaires and assessed additional pertinent facts gathered by the institution in order to evaluate the applicability of irs reporting requirements. The review committee then determined the appropriate trustee (and certain officer) disclosures that should be made on form 990 based on the recommendations of the finance department, the general counsel's office and the audit and compliance department. The same process was conducted by the finance department, the general counsel's office, and the audit and compliance department with respect to the questionnaires submitted by other officers and key employees. The audit and compliance committee of the board of trustees conducted a review of the entire tax return, with the participation of ey, the finance department, the general counsel's office, and the audit and compliance department. The audit committee approved the tax returns as presented. The audit committee's report of its review of the tax returns and its recommendation to file the returns were presented to, and accepted by, the executive committee of the board of trustees (executive committee). In addition to authorizing the filing of the tax returns, the executive committee directed that the returns, which will be filed on or before november 17, 2025, be provided to all trustees via the trustees' confidential website, and those returns were so provided before being filed.”

“Monitoring & enforcing compliance with the policy. Compliance with the organization's business conflicts of interest policy (policy) is required of trustees, employees, medical staff and non-employee members of institutional committees and includes an ongoing duty to disclose potential conflicts. Compliance with the policy is monitored and enforced regularly and consistently. All disclosures with the potential for conflict are reviewed by an appropriate committee where they are carefully evaluated. When appropriate, a plan, which may involve measures including, but not limited to, recusal from participating in affected transactions, is developed to manage the potential conflict.”

“Documents available for public inspection the organization makes its business conflicts of interest policy available on its website (www.mountsinai.org) and makes its governing documents, and financial statements available upon request.”

“Purchased service salaries and benefits for employees of the mount sinai hospital, a related organization.”