Human Resource Certification Institute Inc

“The organization amended its bylaws in june 2024 to separate the role of secretary and treasurer. The amendment also updated officer resignation and vacancy procedures.”

“The institute's federal form 990 is reviewed by the institute's chief executive officer and chief financial officer. Such review takes place upon receipt of the draft federal form 990 from the public accounting firm. The review involves comparison of financial data in the federal form 990 with the audited financial statements and the books and records of the institute as well as inspection of all narrative information for accuracy and completeness. After a review by the finance committee, a complete copy of the federal form 990 is provided to all voting members of the institute's board of directors prior to filing with the internal revenue service.”

“The board of directors' conflict of interest policy provides the following procedures for addressing potential conflicts of interest that may require board committee action: 1) the interested person must disclose all facts material to the conflict of interest and such disclosure must be reflected in the minutes of the meeting where such matter is being reviewed; 2) the interested person is prohibited from participating in discussions except to disclose material facts and respond to questions; 3) such person shall not attempt to exert his or her personal influence with respect to the matter either at, or outside of, the meeting; 4) such person may not be present to hear the board of committee discussions on the matter; 5) such interested person is precluded from voting on the matter and such person's presence may not be counted in determining the presence of a quorum for purposes of the vote at the meeting; 6) such person may not be present during the vote unless the vote is by secret ballot; and 7) such person's ineligibility to vote should be reflected in the minutes. Additionally, the institute's employee standards of conduct ("code of conduct") contained in the employee handbook applies to all employees of the institute; and all employees receive a copy of the employee handbook and return an acknowledgement to the institute human resources department that they reviewed the provisions, including the standards of conduct. Section 5.9 of the standards of conduct set forth the conflict of interest rules applicable to all employees. It is the institute's intent to observe high ethical standards. The standards of conduct requires employees to avoid personal, familial or financial relationships which put an employee's interest in conflict with the institute's; employees are informed that actual or potential conflicts of interest may go beyond dealings with members of the institute's community, partners or vendors. Conflicts may also involve dealings with managers, subordinates, or other staff members. If a conflict or potential conflict arises, employees may consult with their supervisor, the chief executive officer, or the human resources department. In addition, all contracts over $5,000 are considered for review by the institute's outside legal counsel.”

“Compensation of the ceo at the institute is recommended by an independent compensation consultant through review of relevant comparability data. The most recent compensation review occurred in march 2025. Compensation of the 10% highest paid employees at the institute is recommended by an independent compensation consultant through review of relevant comparability data. The recommendation is discussed and substantiated by the chief executive officer and the hr department. Compensation amounts are directly linked to the individual's performance.”

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

“BAD DEBT -1,340.”